Tag: #healthcare

Finding the Right RPO Provider for Your Healthcare Staffing Needs

Posted on by epadmin

Fuelled by an aging population and the growth of chronic conditions, jobs in healthcare are expected to grow 13% by 2031, much faster than the average for all occupations. In fact, nurse practitioners are predicted to grow by 46%. So, finding the right recruitment process outsourcing (RPO) provider is critical for healthcare organizations looking to hire top healthcare talent. Whether a healthcare organization is looking to improve its recruiting processes, improve healthcare staff retention or enhance its employer brand, developing a strong relationship with a trusted RPO provider begins with the selection process. In this post, we review the best practices when it comes to selecting the right RPO provider for your healthcare staffing needs.

What is Recruitment Process Outsourcing for Healthcare?

To understand RPO solutions, it’s important to understand what they are not. RPO providers are not healthcare staffing companies or head-hunters. Rather, RPO providers implement solutions designed to streamline and improve the hiring process, and as a result, fulfill your healthcare hiring needs.

👉 What is Recruitment Process Outsourcing?

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From employer branding to employee engagement, hiring, onboarding and much more, a well-executed RPO program can make a huge impact on a healthcare organization. RPO solutions are not one-size-fits-all plans. Each RPO solution must be tailored to meet an individual company’s needs and take industry specific concerns into consideration.

Healthcare Staffing and RPO: Getting Started

Before contacting an RPO provider, a healthcare organization must first assess both its hiring and business needs. The following is a list of common healthcare staffing needs fulfilled by RPO solutions:

  • Recruit a small number of employees for niche positions, like NICU nurses.
  • Provide scalable engagements to fill a large number of open positions quickly with high-quality candidates.
  • Help healthcare organizations increase employee retention and improve employee turnover rate.
  • Help healthcare organizations staff positions that require specific technical experience or certifications.
  • Provide transparency by tracking metrics and milestones outlined in SLAs.

Once you have considered your own needs, you need to research to see what your prospective RPO partner brings to the table. When consulting with a prospective RPO provider ask yourself the following questions:

  • Does the prospective RPO have expertise in fulfilling the specific staffing needs of healthcare organizations?
  • Do they have multiple healthcare organizations as current clients?
  • Can they provide scalability with full-cycle, partial-cycle or modular recruiting solutions?
  • Where do they source healthcare professionals to build their talent pipeline?

How Does an RPO Provider Support Healthcare Staffing?

If you are looking to streamline your healthcare organization’s talent acquisition processes and procedures as a means to become more cost-effective, then engaging an RPO provider can help you reduce spend with healthcare employment agencies, yield lower turnover and create a higher quality pipeline of candidates for your open positions. The work of a good RPO provider will save your organization money throughout the new employee’s tenure at your organization, beyond when they’re hired.

RPO Providers Can Secure Specialized Healthcare Talent

The right healthcare RPO provider understands the unique challenges presented by the healthcare industry and has experience sourcing quality candidates for niche/technical healthcare positions.

RPO providers with expertise in the healthcare industry will quickly target and assess both passive and active candidates for hard-to-fill positions rather than placing an ad and waiting for job seekers to answer it. By understanding your healthcare hiring needs, an RPO provider reduces the need for training internal personnel or hiring those with healthcare-specific experience.

RPO Providers Can Provide Scalable Solutions to Accommodate Growth

As the U.S. population ages, the need for healthcare services is on the rise. As a result, many healthcare organizations are growing rapidly to meet the demand. If your organization is experiencing growth, an experienced RPO partner can source the right talent quickly to make sure your organization is staffed adequately to meet growth demands.

RPO providers can handle background checks, drug screens and other onboarding tasks as needed. They will make sure that all the applicants presented to you for interviews have the specific skills required for your open positions.

RPO Providers Can Improve Your Employer Brand to Attract Better Talent

Whether your healthcare organization is an established medical provider or a new player in the industry, building strong employer brand appeal can attract the best talent to your job postings. An RPO provider can help build your brand and your reputation as a good place to work. An RPO engagement can provide solutions to help you maintain healthy relationships with both prospective candidates—including ones that are not hired for open positions—former and current employees, which improves your employer brand in the healthcare industry.

Which RPO Provider is Right for Your Healthcare Staffing Needs?

Choosing the right RPO partner for your healthcare staffing needs is a carefully thought out process with many factors to take into consideration. You are not only selecting a company to help you with your recruiting processes, but you are also choosing a partner that will help you improve multiple business functions for your organization. Just like when choosing other products or services, you need to identify your specific business needs and what you want an RPO provider to handle or assist you with. This primarily means identifying your weaknesses/pain points and your organizational objectives, such as staffing cost reduction, organization expansion or reconfiguring your recruiting structure.

The Right RPO Provider Values Accountability

When hiring for healthcare, accountability is one of the most important factors in the relationship between an organization and an RPO provider. When you select the right healthcare RPO provider, they will deliver a high level of transparency and will encourage you to hold them accountable for how well the hires they make work out for your organization. A good RPO provider will also want to be judged on how quickly they can fill open positions and on how cost-efficient their service is for you.

The Right RPO Provider Understands Healthcare Staffing

The right RPO provider knows healthcare staffing top to bottom. They have strong connections with healthcare professional organizations, they understand the technology used to source top healthcare talent, they know how to screen candidates effectively and they understand the compliance requirements for each healthcare position.

An RPO provider who is knowledgeable about healthcare hiring can easily fill any position in your organization and will help you find the best candidate both in terms of cultural fit and fitness for the position.

They Understand Your Needs

Each healthcare organization is unique, so a cookie-cutter approach to your healthcare staffing needs may not work to your advantage. The right RPO provider will take the time to form an in-depth understanding of your staffing needs and preferences, and will work to tailor a seamless RPO plan for you.

No matter how many positions you need to fill, the right RPO provider will take that into consideration and make sure your new 10 or 1,000 employees all hit the ground running and seamlessly integrate into your organization.

They Employ Best-Fit Technology and AI-Powered Sourcing Methods

In a tight healthcare labor market, sourcing and attracting the best talent can be difficult. The right RPO provider understands this, and will employ cutting-edge recruiting technology and sourcing methods to meet a client’s healthcare staffing needs.

Healthcare recruiting technology that utilizes AI and machine learning to source and screen candidates give healthcare organizations a distinct advantage in finding the right candidates quickly. What’s more, recruiting technology can reduce the cost-per-hire and streamline the often disjointed healthcare staffing process by merging multiple recruiting functions into one easy-to-use interface.

They Understand Your Talent Market

Whether your healthcare organization has one location or multiple locations across many regions, the right RPO provider understands the laws, regulations, customs and structures in your regions of operation. Your RPO provider should possess the know-how and have experience in sourcing candidates in your talent market(s) to make sure you hire the best talent available. The right RPO provider will take as little time and money as possible sourcing your new workforce, and get them hired as quickly as possible.

Healthcare staffing can be complicated, that’s why partnering with the right RPO provider is crucial for success. Once you have found the right RPO provider for your staffing needs, it can take time to build a strong relationship. Once the relationship is established, you will see all of the benefits the right RPO provider can bring to the table, and you will see how much easier the healthcare staffing process can be.

Helping a Healthcare Company Adjust Their Recruitment Program Following a New COVID-19 Vaccine Policy

Posted on by akessler

After administering more than 30 million vaccines across the U.S., a healthcare company announced a company-wide vaccination policy requiring employees in clinical and corporate positions to be fully vaccinated against COVID-19 by the end of October 2021. The move was driven by health and safety concerns for employees, patients and customers, but the client knew it wouldn’t come to fruition without impact to their workforce.

Flexing our Process for the New Policy

Because the new policy stipulated that all new hires in impacted roles be vaccinated, the PeopleScout client engaged with us prior to the announcement to discuss their plans and get ahead of any impact to recruitment efforts. As their long-term RPO partner, we were uniquely positioned to help the healthcare company create a multi-faceted plan to communicate the vaccine mandate to candidates and adjust recruitment activities to ensure new hires are in compliance with the mandate.

Leveraging copy and communications from the company’s HR and legal teams, we updated all relevant job descriptions with a section on the vaccine mandate and deadlines. To provide an additional screening step, we added vaccine status questions to application forms for the relevant positions. If candidates indicated that they were not vaccinated or not willing to be vaccinated, they were automatically disqualified in most states.

Taking a Hands-on Approach to Reduce Candidate Drop Off

To mitigate the impact on the dropout rate at the top of the funnel, we followed up with every candidate who said “no” to ensure they had understood the questions and hadn’t answered in error. As a result of this extra effort, several candidates were requalified and put back into the running for employment with the healthcare company. Disposition codes were also used to indicate when candidates left the funnel due reasons related to the vaccine requirements. This helped the company gather data on how the policy was impacting recruitment outcomes.

Supporting the Accommodation Process

COVID-19 vaccine mandate information was added to the candidate communication sequence in the organization’s CRM, directing them to a website complete with FAQs. Throughout the screening and interview process, the PeopleScout team also fielded questions from candidates. Common queries were about how to apply for a reasonable accommodation for those who are unable to be vaccinated due to medical or religious reasons. While the internal legal team handled the review of all accommodation applications, the PeopleScout team did field questions about the accommodation process, freeing up the organization’s internal teams to focus on more strategic initiatives while boosting the candidate experience.

For successful candidates, we ensured all offer letters contained language about the vaccination requirement and followed up with candidates to address any final questions.  

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Specialized Nurse Recruitment at a Not-for-Profit Healthcare System

Posted on by jpatel
Specialized Nurse Recruitment for a Not-For-Profit Healthcare System

Project RPO for Healthcare

Specialized Nurse Recruitment for a Not-For-Profit Healthcare System

A not-for-profit healthcare system serving the New England area of the United States engaged PeopleScout to help find specialized nursing candidates through a project-based recruitment solution.

6 Weeks to Fill Vacancies that Had Been Open for Over a Year
13 Week Engagement Renewed—Twice
Improved Quality of Hire
Improved Quality of Hire

Situation

This healthcare facility is the only level III NICU and level I trauma center in the region. Offering this kind of specialized medical care requires specialized nursing recruiting. The client’s HR team had difficulty sourcing candidates who met the minimum education and experience requirements.

The client engaged PeopleScout for Recruiter On-Demand™ project-based recruitment solution to hire nurses at two facilities, included labor and delivery nurses, surgical nurses and emergency nurses.

Solution

PeopleScout deployed a Recruiter On-Demand solution with virtual recruiters working alongside the client’s internal TA team by sourcing and recruiting specialized nursing talent.

Our recruiters developed a close relationship with the client’s hiring managers to better understand their needs and company culture. This helped us to source candidates that closely aligned with the organization’s values and expectations.

To attract nursing talent in a competitive labor market, PeopleScout positioned the client’s employer value proposition to better align with candidate expectations for career growth, sign-on bonuses and educational assistance. We also monitored the regional labor market and identified recruiting opportunities at competitors or facilities closing operations or laying-off staff.

Our healthcare experts also posted on job boards and updated content regularly on niche healthcare sites, social media and medical association sites to source both active and passive candidates.

Results

Unfilled Positions Sourced Within Six Weeks

In the first six weeks, PeopleScout sourced and hired nurses for eight vacancies that had been unfilled for a year.

Contract Renewed

As a result of the success of the program, the client renewed its initial 13-week project RPO contract with PeopleScout, not once but twice.

Dedication and a Quality Partnership

The healthcare system’s HR team valued the quality of candidates our dedicated nursing recruiting brought to the table, and the relationship continued to improve with each engagement.

At a Glance

  • COMPANY: Not-for-Profit Healthcare System
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing
  • About the Client: This New England-based not-for-profit healthcare system operates a level III NICU and level I trauma center in the region.
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Talking Talent Leadership Profile: Jose Carbia of Change Healthcare

Posted on by nfuqua

Jose Carbia is an effective communicator. That label can mean a lot of things, but in his role as vice president of talent acquisition at Change Healthcare, it means leading a team that spends a lot of time actually talking to candidates. It also means that good news and bad news is delivered quickly, by phone – not through email – and with real recognition of and respect for the time, work and emotional investment that job candidates put into their job search.

Jose is also a transformative leader. In fact, he has more than 25 years of experience in talent acquisition, 21 of which he spent leading and transforming recruiting functions within Fortune 500 companies. Now, at Change Healthcare, he leads a team of 48 and is responsible for more than 3,000 full-time hires and 2,000 flexible, seasonal hires every year. Jose’s latest project has been improving the candidate experience, with a focus on candidate communication, which we spoke with him about from his office in Atlanta.

Where does your passion for the candidate experience come from?

Throughout my 25 years in recruitment, I have volunteered to help job-seekers gain employment. I’ve held speaking engagements where I teach job-seekers how to effectively navigate their reemployment process, and I hear from job-seekers all of the time about the frustrations they experience when they apply to or interview for a job.

There’s nothing more frustrating than going through an interview with an employer and meeting with the recruiter or the hiring manager only to never hear back. We’ve all been through the process. We get excited about an opportunity and share the news with our spouses, friends or family. We tell them about the interview. Then, every day that goes by without hearing from an employer, it becomes torture. Candidates give employers about two or three days to hear back. At that point, friends and family start asking questions and, after a week goes by, the candidate is embarrassed. Then, they blame the employer and see the experience as a reflection of their culture and work environment.

What role does communication play in the candidate experience?

Once a candidate has a conversation with an employer, the communication channel has been opened and it needs to continue frequently throughout the process. Even if there are no updates, candidates should receive some type of communication. When candidates aren’t selected, there are automated processes that can send emails. But, if a candidate has interviewed with us, they deserve a call thanking them for their time and letting them know the final decision.

We need to treat every candidate like a customer. In the end, they already are – or they could be – a future customer. Proper communication is critical to our brand and our image.

What do you do at Change Healthcare to ensure effective communication with candidates?

We conduct a one-questions NPS – net promoter score – survey that we send to candidates who have directly engaged with us through conversation or who have been eliminated from the selection process. The candidates provide a rating and a comment and we review every comment – both positive and negative. We evaluate this feedback twice monthly and look for opportunities for improvement across the enterprise and individually.

We hold each other accountable for the experience and all of our recruiters have visibility into the data as it comes in. It’s also included as part of our recruiters’ individual performance metrics. We have a quarterly ‘most valuable player’ award that goes to the recruiter with the best experience scores, along with other talent acquisition metrics.

We launched this process back in January of 2020 and, at that time, we had a net promoter score of -50. Now, we’re trending at a score of 36, which is considered a great score, but we want it to be even higher.

It sounds like you’ve really made a cultural shift to achieve this success. Is that how you see it?

Absolutely. We’ve been able to break down barriers to create a culture and environment where we are committed to providing a valuable experience. We started with a campaign and it has really taken shape and evolved. We have a hashtag, #LeaveNoCandidatesBehind, and it has really become a part of our regular conversations. We never take our eyes off of it. We see our numbers improve month after month. It has become part of the DNA of our organization.

What role does technology play in the candidate experience for you?

The applicant tracking systems provide the opportunities for automated communications, and it’s important to ensure that those notifications are clear and that they show connection and empathy with the candidate throughout the process. Technology also allows us to better track the talent pool through the selection process and provides a vehicle for a more organized approach to communication. The NPS survey tool helps us capture the information we need to make better business decisions and, now, we’re exploring artificial intelligence technology to help from a screening standpoint.

With this process, I’d imagine you work with a lot of partners, whether those are technology partners or RPO. What role do these partnerships play in your process?

It’s a critical role. When we have partners like PeopleScout, we treat them as an extension of our team. Their leaders are in my leadership meetings. Their talent acquisition team members are included in our overall team meetings. We align our rewards and recognition programs to ensure that we are consistent in our messaging and overall performance. We want the process to be seamless for candidates and hiring managers – whether they are working with an internal employee or a vendor partner.

Our technology partners are equally important. We don’t just plug in a new technology. Our partners are truly engaged in what we’re trying to accomplish, and they work with us through each challenge. We have to continuously monitor everything to ensure that the process is effective and that we’re achieving our overall goals and objectives as an organization.

What advice do you have for other talent leaders who are looking to make similar changes at their organizations?

Data is king. You need to establish ways to measure experience and performance and then use that data to determine where to place your focus. It’s not something you can improve overnight. It’s a constant process of trial and error. Data is necessary to make those critical decisions in the experience and process.

Also, recognize that, while communication is critical, it’s not the only component in a great candidate experience. There’s also your employer brand and your careers site. Candidates today want to know about your diversity and inclusion programs and your culture. Applications need to be quick and easy to fill out. If any of these pieces are missing, candidates will get lost in the process. With the proper mechanisms in place, you can ensure all of these components are working together to create a great candidate experience.

A Dynamic IT Recruiting Solution to Support Growth and Improve Candidate Experience

Posted on by skatz
A Dynamic IT Recruiting Solution to Support Growth and Improve Candidate Experience

RPO Recruiting for IT Professionals

A Dynamic IT Recruiting Solution to Support Growth and Improve Candidate Experience

PeopleScout partnered with this healthcare revenue and payment cycle management company to provide RPO recruiting solutions for niche IT roles.

3,000 + Annual Hire in IT Roles
40 % Reduction in Time-to-Hire
Tech-Enhanced Candidate Experience Powered by Affinix™
Tech-Enhanced Candidate Experience Powered by Affinix™

A healthcare revenue and payment cycle management company needed an RPO partner to support the rapid growth that occurred when it acquired a healthcare IT business. Healthcare IT is a niche field with a limited number of candidates and many hard-to-fill positions. To meet its new workforce demands, the client engaged PeopleScout to implement a full-cycle RPO program for both exempt and non-exempt hiring. In addition, they partnered with PeopleScout to provide additional support to their internal talent acquisition teams in areas where hiring volume increased through our Recruiter On-Demand (ROD) solution. 

Situation

The client requires a scalable RPO solution that is flexible enough to navigate hiring spikes throughout the year and to access talent in the niche healthcare IT field. PeopleScout’s RPO program spans high-level technology roles as well as HR, finance, marketing, sales, legal, customer service and sourcing for executive-level candidates. Due to COVID-19, the client also required a new digital interviewing platform to create a consistent experience for candidates as they move through the hiring process.

Solution

Solution Highlights

  • Full-Cycle, Exempt and Non-Exempt Hiring  
  • 3,000+ Annual Hires 
  • Recruitment of Hard-to-Fill Roles 
  • Dedicated Veteran Hiring Resources  
  • Tech-Enhanced Candidate Experience Powered by Affinix™ 

SOURCING FOR LEADERSHIP ROLES

The client leverages PeopleScout’s experience and expertise to source executive-level candidates to fill key leadership roles. 

SOURCING FOR NICHE ROLES

PeopleScout’s expert recruiters work with the client to identify qualified candidates in the competitive healthcare technology talent landscape. 

EMPLOYER BRANDING

PeopleScout’s RPO teams consult with the client to craft precise employer branding messaging and a social media strategy to attract talent for hard-to-fill open positions. 

ATS IMPLEMENTATION

PeopleScout assisted the client in the implementation of a single ATS platform to decrease redundancy and recruiting errors and create a pipeline of better-quality candidates. 

IMPROVED CANDIDATE EXPERIENCE 

PeopleScout implemented Affinix digital interviewing technology to ensure a consistent experience for candidates as they move through the hiring process.  

EMBEDDED RECRUITMENT SUPPORT

PeopleScout recruiters are embedded within the client’s organization and work with their internal teams to navigate sourcing, screening and hiring challenges to improve talent acquisition outcomes for all positions in scope. 

DIVERSITY & VETERAN HIRING

To support the client’s commitment to diversity and veteran recruiting, PeopleScout has a specialized focus and dedicated resources in this area. 

IMPROVED METRICS

PeopleScout’s RPO team provides the client’s leadership with full transparency by monitoring and reporting on metrics important to them including time-to-fill, candidate quality and the speed of the recruiting program.

Results

IMPROVED PERFORMANCE

PeopleScout has improved the client’s recruitment performance by merging people, process and technology to enhance the experience with the recruitment process for candidates, recruiters and hiring managers. Average days to offer accept dropped from 62 days to 37 days for exempt positions, and from 40 days to 22 days for non-exempt, below the client’s target goal of 50 and 40, respectively.

INSIGHTS & EXPERTISE

The client values the input and insights provided by PeopleScout’s experienced RPO team and their ability to quickly source and hire candidates for hard-to-fill positions.

ACQUISITION SUPPORT  

The client has successfully navigated the challenges presented by its acquisition of the previous client’s healthcare IT business with the support of PeopleScout talent acquisition professionals. 

EXPANDED TALENT POOL

PeopleScout’s RPO solution has expanded the client’s talent pool and now sources veteran and diverse candidates more efficiently. 

At a Glance

  • COMPANY: Healthcare revenue and payment cycle management company
  • PEOPLESCOUT SOLUTIONS: Recruitment Process Outsourcing, Affinix
  • ANNUAL HIRES: 3,000+ IT roles
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Positioning a National Healthcare Provider to Become a World-Class Leader

Posted on by nfuqua
Positioning a National Healthcare Provider to Become a World-Class Leader

Positioning a National Healthcare Provider to Become a World-Class Leader

PeopleScout partnered with Australia’s largest non-government community services provider to perform a recruitment diagnostic of their current recruitment function to help position them as a world-class leader.

PeopleScout partnered with Australia’s largest non-government community services provider to perform a diagnostic overview of their 1,600 sites across Australia that employ a network of 40,000 employees and 30,000 volunteers nationally.

Scope and Scale

The client provides services to children, young people and families, people with disabilities and older Australians in urban, rural and remote communities, including residential and community care, child care, homelessness prevention and support, family support, domestic violence and disability services.

Situation

PeopleScout performed a recruitment diagnostic of the client’s current recruitment function including a review of recruitment tools and technology, recruitment team structure, process and allocation of recruitment costs.

The purpose of the review was to provide the client with a road map to transform the current transactional recruitment function into one that reduced risk and cost while increasing quality and efficiency.

We were also tasked with providing a recommendation on a future-state recruitment model that positioned this
client for aggressive growth targets.

Solution

PeopleScout’s solution addressed the provider’s core objectives and embraced their values of challenging convention, exploring new possibilities and daring to dream for a better future.

The recommended model combined a dedicated service line with the latest technology and sophisticated recruitment processes to source market-leading talent.

The model viewed talent holistically – including both internal and external talent – creating pipelines that increased the speed and access to talent, leveraged talent across business units, facilitated internal mobility and retained core talent while reducing the time-to-hire.

The solution addressed these key recruitment and sourcing challenges into six core deliverables that underpinned their critical success factors:

  • Quality of talent
  • Quality of service
  • Innovation
  • Process efficiencies
  • Analytics and reporting
  • Cost

At a Glance

  • COMPANY: Australia’s largest non-government community services provider
  • PEOPLESCOUT SOLUTIONS: Talent Advisory
  • LOCATIONS: 1,600 sites across Australia
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Hiring Solutions for Healthcare Providers with Krista Sullivan de Torres

Posted on by jpatel

As organizations around the globe confront talent scarcity challenges, even the most seasoned talent leaders find themselves in uncharted territory. This profile shares insights from PeopleScout Global Leader of Solutions Design, Krista Sullivan de Torres. Krista is a seasoned professional with more than a decade of human resources and talent acquisition experience. While Krista’s professional experience spans many industries, she has a passion for and deep expertise in healthcare recruitment. Her experience includes launching RPO programs for healthcare startup organizations, managing RPO operations for managed care, population health, behavioral health, and healthcare system clients. Krista’s specialties include global talent acquisition team design, talent acquisition operations, analytics and reporting, recruiting, sourcing and retention. Krista holds a bachelor’s degree in Mathematics from the University of California, Santa Cruz. 

Krista shared her insights about hiring solutions for healthcare providers from her home office in Florida. 

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How RPO Can Solve The Top Challenges In Healthcare Talent Acquisition

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What are some of the hiring challenges facing the healthcare industry right now? 

Prior to the COVID-19 crisis, there were already many challenges around healthcare hiring. We all hear about the shortage of nurses, but there’s also a shortage of clinicians across the board. Since the outbreak of COVID-19, we’ve seen an increased number of patients, so these shortages have become even more acute — particularly in the areas that have been hit hardest with the disease. In addition, some challenges arise when clinicians who have COVID-19 risk factors, or live with someone who does, are now unable or unwilling to work in order to protect themselves and their families — causing a large strain in hiring for these specialized roles.  

Hiring for a healthcare role, clinical or nonclinical, is much more difficult than hiring in many of the other essential industries right now. How and why is that? 

Regardless of whether we’re hiring for a role that is clinical or nonclinical, there are a lot of additional requirements for working in healthcare than there are in most other fields. If a candidate is going to be working directly with patients, particularly those that are most vulnerable, an extremely thorough background check is necessary to protect the safety of patients. So, rather than a traditional pre-hire online form and standard background check, healthcare candidates will undergo additional criminal history checks, fingerprinting and more. These critical checks tend to slow down the hiring process and can add a layer of complexity when we’re looking at the available workforce. 

Another factor affecting hiring is that a lot of people are a little afraid to work in the healthcare industry right now. As I mentioned earlier, people may be cautious about taking a job in healthcare in order to protect themselves or high-risk family members against COVID-19. In addition to there being a challenge in the number of candidates available to start, we are faced with the challenge of selecting the right people for the job and ensuring we have a pool of candidates who are excited and available to work during this unusual time.  

Lastly, a major factor we consider in the healthcare industry — particularly in a clinical setting — is ensuring healthcare workers are extremely customer-focused. We look for people who are very focused on the patient and the patient’s family. We’re facing challenges in the spike in the number of people who are severely ill, so ensuring we have workers who are correctly educating and caring for patients is of the utmost importance.  

What sort of hiring solution for healthcare providers are available right now? 

A lot of healthcare organizations are really trying to get creative during this critical hiring time due to the healthcare talent shortage. They’re looking to potentially bring back previously retired workers, flexing up hours for part-time associates and bringing in traveling nurses or clinicians to support them where their internal teams are at capacity. Many organizations are also interested in implementing a recruitment process outsourcing (RPO) solution to quickly get short-term support in locations that are particularly hard-hit.  

How do these RPO solutions work in practice? What are some of their benefits? 

That’s a great question. One of the many benefits of healthcare RPO is that we’re able to ramp up very quickly to meet client needs. For example, a client came to PeopleScout when they needed to rapidly scale up hiring to support their hospitals. We spoke with the client, came up with a solution and worked through the contracting phase all within three days. It helps that PeopleScout has a large team of clinical and nonclinical healthcare recruiters who are trained to know the industry and can identify high-quality candidates to get the pipeline filled quickly. 

When it comes to on-demand recruitment support, the beauty lies in rapid engagement and disengagement. Once immediate hiring needs are fulfilled, an RPO provider can pull recruiters back in-house and assign them to a new project. This is a great benefit for clients — they don’t need to deal with the stress of layoffs and furloughs because they’re able to engage and disengage experienced recruiters as needed.  

The most important thing right now is to keep everyone safe and healthy. What is the best kind of solution for that? 

One important way to keep people safe while still meeting critical talent needs is to use a virtual hiring solution for healthcare providers. PeopleScout has a bit of an advantage here because we were a virtually based culture even prior to the COVID-19 crisis, so many of our recruiters were already working from home. Our virtual solution allows us to conduct digital interviews — on-demand or live — so we can continue to safely service our clients without interruption. We’ve been able to effectively maintain — and in some cases exceed — productivity while also minimizing the risk for our clients, candidates and internal teams. 

Are there any final thoughts on hiring solutions healthcare providers you’d like to leave us with? 

We’re all going through a really challenging time right now and trying to support one another. We’re all in this together and PeopleScout is here to support our clients, candidates, teams and prospects in any way we can. 

COVID-19 Series: Hiring Solutions for Healthcare Providers

Posted on by nfuqua

As organizations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a series with our experts here at PeopleScout about the issues that are most pressing during this uncertain time.

We are focused on the safety of our employees and clients, friends, families and loved ones. However, it is important for many organizations to keep their talent acquisition functions moving – whether to provide essential services or to serve our communities by providing jobs. Many organizations are also now adapting to a newly virtual workforce.

In that spirit, this podcast shares insights from PeopleScout Global Leader of Solutions Design, Krista Sullivan de Torres about hiring solutions for healthcare providers.

Krista is a seasoned professional with more than a decade of human resources and talent acquisition experience. While Krista’s professional experience spans many industries, she has a passion for and deep expertise in healthcare. Her experience includes launching RPO programs for healthcare startup organizations, managing RPO operations for managed care, population health, behavioral health, and healthcare system clients. Krista’s specialties include global talent acquisition team design, talent acquisition operations, analytics and reporting, recruiting, sourcing and retention. Krista holds a bachelor’s degree in Mathematics from the University of California, Santa Cruz.

Healthcare Workforce Planning

Posted on by epadmin

According to U.S. census data, the senior population will experience unprecedented growth in the coming years, with the population of individuals aged 65 and over projected to be 83.7 million by 2050. The projected growth of the senior population and the rise in insured individuals as a result of the Affordable Care Act, present both opportunities and challenges for healthcare organizations. To meet the rising demand on the healthcare system, it is imperative for healthcare organizations to proactively plan for the future. In this post, we outline the steps organizations can take towards healthcare workforce planning to ensure they are well-equipped to handle the changes and challenges in hiring for healthcare.

The Case for Healthcare Workforce Planning

According to a Bureau of Labor Statistics report, 439,000 new nursing jobs will be added to the economy by 2024, along with 700,000 nursing vacancies created by retiring Baby Boomers. Nursing is not the only healthcare profession facing a talent shortage, a study conducted by the Association of American Medical Colleges estimates that the U.S. will face a shortage of between 40,800 and 104,900 physicians by 2030. As the healthcare sector grows, so too does the shortage of essential clinical staff.

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Healthcare organizations that lack a clear healthcare workforce planning strategy may experience an imbalance in staff that can result in an inability to achieve business objectives and hinders the ability to provide adequate care for patients in the face of growing demand.

By developing a healthcare workforce plan that is responsive to hiring needs, healthcare organizations can more effectively manage recruiting and staffing challenges. What’s more, healthcare workforce planning can give organizations an advantage in attracting top medical talent. In turn, helping improve patient care.

Challenges in Healthcare Workforce Planning

With dramatic shifts occurring in the healthcare workforce, the leadership of healthcare organizations needs to identify challenges to their respective organizations and lead the discussion on workforce planning and development. Leaders need to ensure that healthcare workforce planning is a part of comprehensive strategic planning for their organizations, not a far-off solution to future issues not yet manifested.

The American Hospital Association’s Committee on Performance Improvement surveyed healthcare leaders and experts in the field to identify the key workforce challenges highlighted below:

  • Rural communities are facing challenges in recruiting healthcare professionals and providing education and training opportunities to current staff.
  • Healthcare leaders report facing an inadequate supply of behavioral health professionals to fill roles within their organizations.
  • The need for an improved educational pipeline and partnerships between academic and medical institutions need to be strengthened.
  • Identifying and harnessing technology to meet future workforce needs.
  • Improving commitment to workplace diversity in all aspects — race, ethnicity, gender and age.

While addressing these challenges head-on with healthcare workforce planning is a step in the right direction, healthcare leaders need to also effectively communicate the importance of upcoming changes to their organization.

Navigating Healthcare Workforce Imbalances

Effective healthcare workforce planning takes imbalances in available talent and resources needed to meet organizational staffing requirements into account, whether those imbalances are due to insufficient financial resources to recruit healthcare professionals or a shortage of qualified candidates to fill positions. To address imbalances, healthcare organizations should conduct an internal review of resources available for recruiting and survey the healthcare talent market for insights.

To properly understand potential imbalances, healthcare organizations should take the following factors into account:

  • Traditionally, the unbalanced distribution of the healthcare workforce resulted in greater disparity in available healthcare professionals between rural and urban locations. As the healthcare talent gap widens, urban communities are now seeing similar imbalances between available talent and open positions.
  • The availability of healthcare workers and financial resources is influenced by whether a healthcare organization is public or private. Depending on an organization’s alignment, they should plan to address limitations and capitalize on advantages respective to their private or public status.
  • The government can also influence the healthcare worker talent market by creating laws or establishing public policy to regulate the talent market.
  • The healthcare educational system and professional institutions are verdant talent pipelines and also play a role in healthcare imbalance, impacting the number of candidates available.

Once a review has been conducted, healthcare organizations can then draft a plan of action to address challenges in healthcare recruiting.

Defining Workforce Planning Roles and Responsibilities

Before creating a healthcare workforce plan, stakeholders need to identify why a workforce plan is needed and for whom ownership of the planning process belongs. Stakeholders should clearly communicate the intended use of the healthcare workforce plan and its scope; whether it will cover a single service area, a particular patient facility, or an entire nationwide healthcare network.

Once need and scope are established, stakeholders should communicate who will be responsible for ensuring the plan is delivered and who will be involved in the planning process, including senior and executive staff, physicians, HR professionals, community relations and outreach staff and others who may have a role in the plan’s implementation.

Defining the Required Workforce

After establishing roles and responsibilities, healthcare workforce planners must assess their organization’s hiring needs and what skills and specialized labor are required to fill positions. Workforce planners will also need to determine the number of workers needed to fulfill the healthcare organization’s workforce demand. In order to estimate workforce demand, planners must consider their existing workforce, turnover rate, current hiring model and average time-to-fill metrics.

Assessing Healthcare Workforce Availability

This step involves surveying the existing healthcare workforce both nationally and regionally, the number of credentialed candidates available to fill positions and assessing issues arising from retirement or turnover. Healthcare workforce planners should consider the practicalities and cost of any retraining, redeployment and/or recruitment activities that could increase or change their organization’s workforce.

Developing a Plan

A crucial element of healthcare workforce planning is the development of a plan to acquire and retain the necessary number of qualified candidates and employees to fill an organization’s talent pipeline. To achieve this, workforce planners should identify the specific policies and practices for acquiring, developing, assessing and retaining talent and look for areas of improvement.

While identifying policies and practices, planners should outline specific recommendations and changes they believe will improve workforce planning and share them with leadership for future action. Planners need to take into account the potential effects and outcomes of new policies and practices when making suggestions to ensure that short-term solutions do not mask long-term and reoccurring issues.

Community Partnerships

The role of healthcare providers is changing, and to meet the needs of patients and the communities they serve, each organization needs to evaluate its role within the community and how they can better partner with local organizations.

Community partnerships are not just outreach vehicles; they can also enhance talent pipeline sustainability and help an organization’s recruitment efforts. The primary partnerships that should be considered are local universities and community colleges.

In addition to partnering with educational institutions, healthcare organizations should consider partnering with public health departments, social service organizations, law enforcement and community development groups. Developing relationships with both private and public institutions should become a key to any successful healthcare workforce plan.

Monitoring and Refreshing the Healthcare Workforce Plan

After a healthcare workforce plan is implemented, periodic reviews and adjustments are essential for continued success. Workforce planners need to establish a review and monitoring process so they can amend the healthcare workforce plan according to changes in the organization’s healthcare hiring needs. The plan should be explicit about how success will be measured so stakeholders and leadership can have transparency on the success of the workforce plan. What’s more, a proper monitoring program can help identify any unintended consequences of changes and offer leadership the opportunity to take corrective action if needed.

A well-crafted monitoring program should take into account the future strategic direction of an organization and how specific successes and failures will affect workforce needs in the future. Assessments are also useful in evaluating the skill sets of current staff, determining the future needs of patients and identifying the actions needed to build partnerships for a steady talent pipeline.

Conclusion

For the success of any healthcare organization, workforce planners must continually assess the impact of their hiring model, employee retention strategy and talent sourcing methods. Workforce planners should be clear about what they expect to achieve through planning. Their objective should allow the development and maintenance of a health workforce with the skills to support their organization.

Preventing Physician Burnout and Reducing Turnover

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Exhaustion, stress and anxiety: these are the symptoms of a plague spreading throughout the medical community. Its name? Physician burnout. According to a study conducted by the Annals of Internal Medicine, physician burnout is on the rise and causing major disruptions in healthcare outcomes for both patients and the medical professionals charged with their care.  

In fact, according to the study, it’s estimated that physician burnout adds nearly $5 billion per year to healthcare spending in the United States. Problems such as insufficient care, patient dissatisfaction and malpractice lawsuits are all contributing to the cost of burnout among physicians in the U.S.

In this article, we dive into what physician burnout is, its effects on healthcare and how to minimize and combat this troubling trend.

So, What is Physician Burnout?

The term “burnout” can seem like a nebulous catch-all-term for workplace stress and dissatisfaction. So, what makes burnout unique? For starters, burnout is officially a medical condition, according to the World Health Organization, and is characterized as a persistent state of emotional, mental and physical exhaustion caused by excessive and prolonged stress. Burnout includes emotional exhaustion, feelings of cynicism and detachment from work along with a sense of poor personal accomplishment.

Although it can occur in any profession, incidences of burnout are more common in individuals employed in caring professions such as healthcare, social work, counseling and teaching. Common contributors to physician burnout are long work hours, a fear of being sued and having to navigate the growing healthcare bureaucracy and filling out time-consuming electronic medical records.

“Nearly everything a physician does in 2019 is monitored, rated, assessed and reported. The electronic health record has many benefits but it can also be a burden, adding substantially to the time physicians spend in front of a computer screen while robbing them of what brings them joy: spending time with their patients,” states Dr. Edward Ellison, executive medical director and chairman of the Southern California Permanente Medical Group, in an article released in conjunction with the Annals of Internal Medicine study.

The Effects of Physician Burnout

Physician burnout is not new in the medical field. In a study conducted by the American Medical Association, Stanford and the Mayo Clinic, about 54% of physicians reported having at least one symptom of burnout – nearly double the rate of U.S. workers in 2014.

For physicians and their employers, the effects of burnout are taking an enormous toll. Burned-out doctors tend to make more medical errors, and their patients have worse health outcomes and are less satisfied. This can contribute to a loss of reputation and revenue for employers and physicians.

“Physician burnout is known to be associated with increased physician turnover and reduced productivity,” said lead researcher Joel Goh, an assistant professor of analytics and operations at the National University of Singapore. “But the costs in monetary terms are poorly understood.”

The Annals of Internal Medicine study authors calculate that for healthcare organizations, the cost of burnout comes out to $7,600 per physician each year. The study cautions that these cost estimates are conservative, and only calculate lost work hours and physician turnover. What’s more, a survey conducted by the Physicians Foundation of more than 17,000 American physicians found that:

  • 54% rated their morale as “somewhat” or “very” negative about the current state of medicine
  • 63% were “somewhat” or “very” pessimistic about the future of medicine
  • 49% “often” or “always” experience feelings of burnout
  • 49% would not recommend a career in medicine to their children
  • 58% said the least-satisfying aspect of medical practice was too much paperwork and regulation

With such a staggering economic and professional toll, preventing and treating burnout in physicians is crucial to improving patient and organizational outcomes.

Identifying Physician Burnout

All too often, doctors spend far more energy concerned with the health outcomes of their patients, and their own personal health issues go unaddressed and unresolved. 

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“It is always amazing to me how often burnout is actively ignored in healthcare. Research shows one in three doctors are burned out on any given office day,” remarks Dr. Dike Drummond, a career strategist for physicians who focuses on burnout. He began The Happy MD in response to the emerging burnout epidemic amongst physicians.

Outside of the mental, physical and workplace performance effects experienced by burned-out physicians, an estimated 300 to 400 U.S. physicians take their own lives every year. This number is higher than the suicide rate in the general population by 40% for men and an alarming 130% for women. This makes addressing burnout more than a financial or business imperative, but also one of great moral importance.

Because burnout is a slow and gradual process that increases over time, it does not happen from one day to the next. Instead, it can sneak up on physicians and their employers if both are not paying close attention to the warning signs. Below are some of the symptoms to be on the lookout for when combating burnout:

Physical Signs

  • Feeling tired and drained
  • Lower immunity
  • Frequent headaches, back pain, muscle aches
  • Change in appetite or sleep habits

Emotional Signs

  • Emotional exhaustion
  • Detachment from patients or de-personalization
  • Sense of failure and self-doubt
  • Feeling helpless, trapped or defeated
  • Loss of motivation
  • Increased cynicism
  • Decreased sense of accomplishment

Behavioral Signs

  • Withdrawing from responsibilities
  • Isolation from others
  • Procrastination
  • Using food, drugs or alcohol to cope
  • Taking out your frustration on others
  • Skipping work or increased tardiness

Understanding the symptoms and behaviors associated with burnout can help your organization better intervene with physicians and help them identify and understand the emotional burden they are experiencing.  

Managing Physician Burnout

Organization-led initiatives and interventions are sadly few and far between for many physicians, leaving them on their own to manage and treat the symptoms of burnout. This can make it more difficult to manage stress and the emotions that come from working in healthcare. However, this does not need to be the case. Healthcare organizations can take steps to help physicians reduce the risk or severity of burnout.

One strategy is encouraging medical professionals to acknowledge feelings of burnout or exhaustion when they occur and providing assistance whenever and wherever possible. What’s more, promoting the following strategies can help your physicians to decompress and clear their minds:

Physical Activities

This can be accomplished through physical activities such as spending time at the gym, running, walking, cycling or yoga to name a few.

Personal Activities

Others include meditation, mindfulness, reading for pleasure, developing a hobby, going to the movies or spending time in a museum. These activities can be pursued alone; however, when combined with a partner, family members or friends, social interaction can enhance the restful nature of these activities.

Time Off

Another essential approach to reducing and managing burnout is for physicians to spend time away from work. Regularly scheduled vacation time helps reduce fatigue by allowing the mind and body a break from the daily grind.

Your organization’s workplace culture can also play a part in reducing burnout. An important step in battling burnout is managing time and respecting limits. When dealing with emotionally exhausted physicians, consider reducing the number of patients they see or the number of new patients taken on, if possible.

Conclusion

Burnout is common and affects a significant number of physicians at all stages of their careers. It is a consequence of an exceptionally motivated, high-performing, competitive and perfectionistic personality combined with a fast-paced high-stakes profession that is practicing medicine.

While burnout manifests in individuals, it is fundamentally a response to organizational culture and work life. Recognition of, and willingness to address, these specific stressors will allow individuals and healthcare organizations to better prevent or alleviate physician burnout. Remember, physician recruitment should revolve around the candidate’s needs both at work and in their personal life.