Are You Hiring the Best Contingent Workers for your Health System?

Many health systems are nervous- approximately 10% of their workforce is eligible for retirement, with nursing among the top positions.  Demand for replacement talent is soaring already at approximately double the available candidates. To provide exceptional patient care, health systems need enough highly skilled healthcare workers.  Many health systems have filled the gaps in employment by using approximately 41% more healthcare contingent workers than they had in the year previously.  Are you hiring the best contingent workers or is there room for improvement?

Opportunities to Improve the Process for Obtaining Contingent Workers

In order to hire better contingent workers, there needs to be an exceptional hiring process.  Have you reviewed the process for obtaining quality contingent workers? Consider the following opportunities that leave room for improvement:

  • Your hiring process is rushed. Health systems often rush their hiring process, needing contingent workers onsite immediately.  Yet if this process is rushed too much, they could hire someone that isn’t very qualified.  According to CareerBuilder, approximately 38% of employers have made a poor hiring decision because the process was rushed.  In healthcare, this could undermine patient safety and care.  By partnering with a vendor neutral MSP, health systems can create a proactive hiring process.  Using their strategic analytics, health systems can forecast hiring needs in advance and take the time to hire the right contingent workers to support superior patient care.
  • Job descriptions don’t adequately capture the position. To obtain the best contingent workers, hiring managers need to start with accurate job descriptions.  Sometimes, in their haste, hiring managers rely upon templates that no longer accurately capture the job’s duties.  This can lead to a poor fit.  Instead, hiring managers can partner with their MSP partner’s onsite program management team to ensure job descriptions are up to date and accurate to obtain the best contingent workers.
  • Onboarding and training isn’t done prior to start date. When contingent workforce management is not centralized, details like training can slip through the cracks.  This can lead to poor performance from contingent workers.  Prior to starting a new contingent worker, onboarding and training should be conducted to make them aware of facility protocols, patient care guidelines, and more.  When health systems turn to a vendor neutral MSP for their contingent workforce management, they gain seamless onboarding and training for all new contingent workers prior to start date.  This leads to better performance and a better cultural fit overall.
  • Compliance documentation is not up to date and easily accessible. All contingent workers should be credentialed and possess the necessary compliance documents prior to arriving onsite.  However, decentralized healthcare hiring can lead to incomplete documentation.  This could compromise patient care if a worker doesn’t possess the necessary skills and training. To hire better contingent workers, there needs to be a careful eye on healthcare compliance documentation.  By partnering with a vendor neutral MSP, health systems can gain peace of mind that each worker onsite has the necessary skills and training to provide superior patient care.

If your health system is seeking to hire better contingent labor, there needs to be a careful review of the hiring process.  Start with a free workforce analysis to determine opportunities for your health system to improve.

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