RCM Recruiting Pain Points: Finding (and Keeping) the Right Talent

Revenue cycle management (RCM) is a high-stakes industry where precision, expertise, and adaptability are essential. But hiring the right people for critical roles? That’s a whole other challenge.

Many organizations struggle to recruit for key RCM positions, whether it’s experienced coders, denial management specialists, or revenue integrity analysts. How does your organization recruit for these crucial roles, or at least the ones that feel impossible to fill?

Finding top talent in RCM is more than just posting a job and hoping for the best. It requires a strategic, flexible approach that balances must-have skills with real-world hiring challenges.

Let’s break down the top 7 pain points in RCM recruiting and what to consider when tackling them.

1. Knowing Where to Start

Before you even post a job, ask yourself:

• What does this role really need? (Not just a generic job description, but what will make someone successful in your organization?)

• Where does this role sit within the larger RCM structure?

• What are the non-negotiables, and where can you be flexible?

Sometimes, the biggest challenge isn’t the lack of candidates, it’s not knowing exactly who you’re looking for in the first place. Take the time to clarify the role’s responsibilities, career path, and how success will be measured.

2. Where to Post Jobs Without Overspending

It’s easy to burn through your recruiting budget on job boards that don’t actually reach the right people. Instead of throwing money at traditional sites, be strategic about where you post your openings.

• Industry-Specific Job Boards, sites like HFMA, AAPC, and MGMA attract professionals with direct RCM experience.

• LinkedIn and Professional Groups , targeted job postings on LinkedIn or even engaging in RCM-focused groups can lead to better-qualified applicants.

• Networking and Referrals, your current employees, vendors, and even clients may know the right person for the job. Offer referral incentives to make it worth their while.

• Internal Promotions, sometimes, the best candidate is already in your organization. Invest in upskilling and leadership development programs.

3. Writing a Job Description That Attracts the Right Candidates

A vague, overly generic job posting won’t get you the talent you need. Instead:

• Be clear about the core responsibilities and what the role actually looks like day to day.

• Highlight what makes your company different; culture, flexibility, growth opportunities.

• Set realistic expectations for experience requirements. (Do you really need 10+ years, or could someone with 5 years and the right mindset succeed?)

4. Getting “Qualified” Candidates… and Knowing What to Ask

Let’s say you’ve posted the job, and now you’re seeing applications roll in. But how do you separate the truly qualified from the ones who just look good on paper?

Here are some essential interview questions to ask:

• Can you walk me through a time you had to troubleshoot a difficult problem? (Tests problem-solving skills.)

• How do you keep up with changing payer guidelines and regulations? (Reveals their level of initiative and ongoing learning.)

• Tell me about a time you worked across departments to resolve an RCM issue. (Shows their ability to collaborate.)

• What’s your approach to handling an assignment that seems to be offtrack? (Looks at critical thinking and persistence.)

The goal isn’t just to verify their experience, it’s to understand how they think, how they communicate, and how they fit into your team’s dynamic.

5. Your Wish List vs. Realistic Hiring Expectations

We all have an ideal candidate in mind. But hiring perfection rarely exists. If you’re too rigid with your requirements, you might overlook excellent candidates who check 90% of the boxes and just need some training.

Instead of searching for a unicorn, ask:

• Can this person grow into the role?

• Do they have transferable skills from other industries?

• Are they a cultural fit, even if they don’t have every technical skill yet?

Being open to trainable talent means you’ll find great candidates that others might overlook.

6. Balancing Compensation with Budget Constraints

Let’s be real, RCM professionals know their worth. If your compensation package isn’t competitive, your best candidates will go elsewhere.

If you can’t match salary expectations, consider:

• Remote or hybrid work options (Huge draw for RCM professionals.)

• Flexible schedules (A major perk that costs nothing but improves retention.)

• Professional development opportunities (Investing in career growth shows long-term commitment.)

Compensation isn’t just about salary—it’s about total value.

7. Retaining the Talent You Worked Hard to Find

The hiring process doesn’t end once someone accepts the offer. Retention is just as important as recruiting.

Here’s how to keep top RCM talent engaged:

• Onboarding that sets them up for success. (A rushed or unstructured onboarding process can leave new hires frustrated.)

• Clear career pathways. (No one wants to feel stuck, show employees how they can grow.)

• Ongoing training and mentorship. (RCM is constantly changing. Give employees the tools to stay ahead.)

• Recognizing and rewarding contributions. (Even simple acknowledgments go a long way in making employees feel valued.)

RCM Recruiting Doesn’t Have to Be Impossible

Yes, finding the right RCM talent can be challenging, but it’s not impossible. With the right strategy, a flexible approach, and a clear understanding of your hiring needs, you can build a team that supports your organization’s long-term success.

So, how is your organization tackling RCM recruiting? If it feels overwhelming, let’s talk. Claims Theory is all about helping organizations solve the toughest RCM challenges, starting with the right people.