Healthcare system gains greater workforce visibility with managed services for both clinical and non-clinical roles
| 4 min read |
Meeting demand for high quality healthcare talent across locations
Healthcare jobs are always in high demand – whether for clinical nursing roles or supportive non-clinical positions, such as administrators, business professionals, marketing personnel and IT staff. Like many organizations in the healthcare industry, this large health system with more than a dozen locations across New England seeks contingent talent to quickly step into crucial roles, while converting top performers to full-time hires.
Finding that top-tier talent, however, can be challenging. Clinical contractors at this system need to be the best of the best, which can limit the talent pool. While candidates are typically sourced from outside the area, the local cost of living and pandemic concerns provided another barrier to getting top clinical talent.
Although the healthcare system has worked with partners in the past to help supply contractors, it didn’t always have optimum visibility into how money was spent on procuring clinical talent. It also hoped to find areas for cost containment.
Recognizing the opportunity to further streamline its contingent talent strategy, the healthcare system sought ways to create greater visibility, deliver cost savings and ultimately help find and onboard top talent more quickly.
Managed services support contingent healthcare hiring
With an integrated managed services program (MSP) that's powered by market insights from Randstad Sourceright for non-clinical roles, and MSP from AMN Healthcare for clinical roles, the healthcare system is better able to find, hire and onboard contingent talent – all in a consistent and compliant way.
With an MSP, there is greater standardization and consistency for hiring managers, as well as more consideration about how talent is leveraged across the system's various locations. The result is enhanced processes for engaging contingent nursing talent, as well as non-clinical talent, including data entry operators, administrative assistants, helpdesk support, systems engineers, EPIC instructional designers, application analysts, clinical trial coordinators, project managers and more.
With Randstad Sourceright’s Market Intelligence tool, the healthcare system benefits from detailed insights into talent availability and competitive rates for non-clinical roles. These insights are pulled from live healthcare talent marketplace data to power real-time decisions.
Based on information, like what jobs competitors are posting and compensation rates, the organization can adapt its approach to consistently attract talent in a challenging and competitive market. With TalentRadar talent analytics and integrated advanced reporting, the organization understands the results of its non-clinical contingent talent model. As a result, it is empowered to make informed decisions.
The solution also helps secure needed contractors despite the COVID-19 pandemic. While it can be challenging to attract people to work in large cities, Randstad Sourceright’s integrated MSP helps get non-clinical talent ready for remote work quickly.
The clinical MSP, delivered through AMN Healthcare, is also addressing challenges caused by the pandemic. Clinical talent has conducted more effective training to allow for faster and safer onboarding. Typically, new hire orientations for clinical roles are extensive and take 24-30 days to become fully compliant, but they were conducted virtually in the height of the pandemic to onboard talent within a week.
More than $1M in cost savings in 6 months
By shifting its clinical and non-clinical contingent talent strategies, the healthcare organization benefits from greater compliance and reduced risk. It also provides simple processes for hiring managers to get the talent they need, eliminating confusion.
For its non-clinical roles, time to fill decreased from 21 days to 16 days in the first six months of 2020 with Randstad Sourceright’s integrated MSP. While achieving a 99% fill rate and a 93% retention rate, the company converted nearly 20% of its contractors to full-time employees, highlighting the candidate-matching skills of the integrated MSP.
On the clinical side, the company benefits from greater access to more talent, leveraging 65 vendors under the AMN Healthcare MSP. In the first six months of 2020, the healthcare system reduced time to fill for clinical roles from 30 days to just 11 days. The average number of days to start decreased from 71 to 34 over the same period.
In addition, the program fill rate significantly increased from 78% to 93%. Despite the uncertainties brought on by the pandemic, the healthcare system expects continued improvement in key metrics over the long term.
The healthcare system also expanded its diversity and inclusion strategy through the integrated MSP. The organization has achieved a nearly 50/50 gender split in placements by increasing the use of diverse suppliers and placing job ads on diversity career sites.
In addition to enhancing visibility and creating more centralized processes for its leaders, the healthcare system has achieved cost savings of $1.18 million in the first half of 2020 under the integrated MSP. Based on the success seen to date, the healthcare system is looking to expand its integrated MSP to include non-clinical talent engagement for all of its hospitals, even growing it to include permanent contracts.