Author:  Darryl Elzie, PsyD. MHA, MLS (ASCP), CQA (ASQ)

Clinical labs are hiring in a tight market.  Retirement, attrition, and burnout have combined to challenge lab managers and HR in finding qualified individuals.  Instead of changing how and where jobs are posted, a recruitment team should make some behavioral changes in how they go about getting medical technicians and technologists in the door.

The following is a psychology-based strategy and current workforce data. I’ve included some specific actions in developing high school and college medical laboratory pipelines, why certification boosts marketability, and what the future looks like.

Use motivational psychological science at every touchpoint

• Self-Determination Theory (autonomy, competence, relatedness)
• Autonomy: multiple on-ramps (phlebotomy to MLT bridge to MLS; paid apprenticeships; categorical routes).
• Competence: micro-wins (badges for specimen handling, QC mini-labs, etc.) and fast feedback.
• Relatedness: near-peer ambassadors (first-year MLT/MLS staff, recent grads) and mentorship baked into onboarding.

High-school pipeline

• Dual-enrollment & CTE pathways: co-design a “Lab Science Pathway” with guaranteed interviews upon completion.
• Hands-on pop-ups: 10-minute stations—blood typing simulations, streak plates (safe organisms), “QC detective” games—each with a QR code to summer programs and scholarships.
• Parents & counselors: one-page fact sheet (salary, outlook, routes to certification eligibility) and webinar kits for counselor nights.
• Paid try-outs: summer lab assistant/specimen processing roles that convert to MLT/MLS pathways. Storytelling: day-in-the-life video content from transfusion, micro, and molecular. It is essential to link lab work directly to patient impact.

College pipeline

• Identity fit: position lab careers as health impact plus scientific problem-solving; invite students to “see themselves” in the work via near-peer classroom talks and student organizational events.
• Career self-efficacy: map majors to certification pathways to roles; publish example timelines (e.g., “from capstone to MLS in 12 months”).
• Experience first: capstones, practicums, paid micro-internships, courier/specimen roles.
• Barrier-busting: cover certification exam fees on hire, provide paid study time, sign-on/relocation stipends, and tuition support for MLT to MLS bridges.

Why certification is important

• Employers prefer to hire candidates with certification, and several states tie licensure to certification. (Bureau of Labor Statistics) Some states grant licensure based on certifications in lieu of taking the state licensure exam.
• Placement data from NAACLS set a 70% benchmark for employment or continuing education within one year, and the agency notes that most students graduate and find relevant roles. (naacls.org)
• At the same time, ASCP’s vacancy reporting highlights that labs struggle to hire certified professionals. (ASCP)
• How to message it: “Get certified. We’ll pay exam fees, give paid study time, and pair you with a mentor. Certified new grads are prioritized in hiring.”
• Certification pays more and assists in climbing the laboratory career ladder.

 A 10-week framework

Weeks 1–2:

Publish a one-page “Lab Careers Fast Facts” (outlook, salary bands, certification routes, local programs). Add QR codes to an interest form and “shadow a scientist” sign-up.

Weeks 3–4:

High-school pop-ups and counselor nights; near-peer reels; launch paid summer assistant posting.

Weeks 5–6:

University blitz—faculty drop-ins, student org talks, Handshake ads; announce certification exam-fee coverage and bridge scholarships.

Weeks 7–8:

Saturday Open House with micro-experiments; same-day conditional offers for summer roles.

Weeks 9–10:

Kick off MLT to MLS bridge; assign mentors; send “Choose Your Path” emails (MLT, MLS, categorical, phlebotomy) with timelines.

Future outlook

BLS projects 5% job growth (2023–2033) for clinical laboratory technologists/technicians—about average—with ~24,200 openings annually driven by retirements, transfers, and demand from aging populations, chronic disease testing, and prenatal/genetic diagnostics. (Bureau of Labor Statistics)

Across healthcare broadly, employment is set to grow “much faster than average,” so competition for talent will remain intense. (Bureau of Labor Statistics)

Public-health lab surveys show recruitment and retention remain pivotal; APHL’s 2024 profile and “What Matters to New Hires” data point to work/life balance, safety, competitive pay, benefits, and flexible schedules as top attractors/retainers.

Closing

In an era of workforce shortages and rising healthcare demands, clinical laboratories cannot rely on traditional recruitment tactics alone. By applying psychologically informed strategies, grounded in motivation, identity formation, and career self-efficacy, laboratories can build pipelines that engage students early, empower college graduates, and position certification as both an attainable milestone and a differentiator in the job market.

The future of laboratory medicine depends not only on technology and innovation, but also on our ability to attract, develop, and retain the next generation of professionals from a broader and more diverse labor pool. Forward-thinking outreach, coupled with flexible human resources practices, will ensure that laboratories remain resilient, patient-centered, and equipped with the talent necessary to advance diagnostic excellence for years to come.

References

U.S. Bureau of Labor Statistics. Clinical Laboratory Technologists and Technicians—Occupational Outlook Handbook. Job outlook (5% growth, ~24,200 openings/yr), licensure/certification notes. (Bureau of Labor Statistics)

U.S. Bureau of Labor Statistics. Healthcare Occupations—Overview. Sector-wide growth outlook (2023–2033). (Bureau of Labor Statistics)

American Society for Clinical Pathology (ASCP). Vacancy Survey Results Show Workforce Challenges Amplified After Pandemic. Difficulty hiring certified staff; some labs relaxing requirements. (ASCP)

NAACLS. CEO’s Corner: Findings from the 2023 Annual Survey. Outcomes benchmarks (≥70% placement within one year), stability of outcomes, program trends. (naacls.org)

Association of Public Health Laboratories (APHL). 2024 Laboratory Workforce Profile—Survey Summary Report. Recruitment/retention insights for lab leaders.

APHL. What Matters to New Hires (2024 Infographic). Top factors influencing acceptance/retention (work/life balance, safety, pay, benefits, flexibility).