Healthcare Workforce

The dynamics in the healthcare industry are driving organizations to reconsider their talent acquisition and workforce planning strategies. Healthcare professionals are facing new challenges: an ever-changing regulatory environment, the evolution of patient care, and fierce competition for talent. Plus the Affordable Care Act is expected to bring 32 million new patients to market, which both physician and nurse shortages are predicted due to retirement and not enough candidates for a growing need. These driving forces are set to shape the industry in an entirely new way.

Reducing Turnover, Increasing Retention

How nurse residency programs can help organizations add to their bottom line.

By Tierney McAfee

Nurse residency, or “grow your own,” programs are a critical part of the future of nursing. They’re not only helping organizations solve for the growing nurse shortage facing the U.S., they’re also helping participating healthcare systems and hospitals save money.

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Solving the Shortage Problem

How “Grow Your Own” RN programs are helping organizations build great talent while filling a gap.

By Tierney McAfee

They say change starts from within—and some forward-thinking hospitals and health systems are taking that sentiment to heart when it comes to addressing the nationwide shortage of qualified nurses.

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7 Benefits of Total Talent for Healthcare

Total Talent Acquisition

Moving away from a decentralized model to a total talent approach will give healthcare organizations an edge in a tight market.

By Tierney McAfee

One of the biggest trends in talent acquisition may be the perfect solution to the hiring challenges facing the healthcare industry.

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The Impact of Total Talent Acquisition on Healthcare

Total Talent

This holistic approach to recruitment may be the answer healthcare organizations are searching for.

By Tierney McAfee

The healthcare industry continues to grapple with a shortage of available talent to fill open positions, driving an increase in the use of flexible work arrangements, such as locum tenens and traveler nurses. Because of this growing reliance on contingent staff, not just in the healthcare industry, Total Talent Acquisition—a consistent and comprehensive approach to both full-time and contingent labor—has emerged as a new priority for organizations in 2019 and beyond.

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Looking to Data

Healthcare Hiring

Key metrics to transform healthcare hiring practices.

By Debbie Bolla

Now is the time for healthcare organizations to shift their hiring mindsets from reactive to proactive, says Liz Bickley, senior vice president of healthcare client services for Cielo, the leading provider of recruitment process outsourcing solutions to the healthcare industry. Data is key to transforming this process. From census information to historic seasonal trends, data can help organizations pinpoint where peaks and demands exist in different geographies.

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An Rx for Contingent Workers

Healthcare MSP

How a vendor-neutral MSP alleviates challenges for healthcare organizations.

By Leanne Oatman

Today’s integrated managed services models help healthcare organizations navigate complex challenges and attract the best talent to their organization. And this is more important than ever, for according to a 2017 Moody’s Investor Services report, overall hospital operating expenses outpaced operating revenues. With labor representing the most significant portion of hospital operating expenses, these financial challenges are fueling the need for healthcare organizations to reconsider hiring models. One option for contingent labor is a vendor-neutral managed service program (MSP).

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Value Over Volume

HR Outsourcing

Data is driving a new approach to healthcare benefits: accountable care organizations.

By Molly Loftus

With the new American Health Care Act now in the hands of the U.S. Senate, there’s no doubt that employers will play a major role in true healthcare reform. More than 70 percent of Americans receive health insurance through their jobs, so organizations must actively influence improvements in the quality and cost of care.

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Social Media is the Best Medicine

Three best practices to consider when incorporating online communication channels to recruiting practices.

By Christa Elliott

Today, talent shortages are a reality for many industry sectors, but healthcare has been hit particularly hard. The Bureau of Labor Statistics projects that by 2024, 439,000 new nursing jobs will be created. Likewise, 23 percent of the current nursing workforce is expected to reach retirement age by 2018, creating a projected 700,000 nursing vacancies. With experienced baby boomer healthcare workers retiring and fewer professionals to train the incoming millennial and Generation Z workers, organizations are eager for skilled labor. And because demand outweighs supply, healthcare organizations need to consider how they are marketing their brand and to do so on the proper talent channels.

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Right on Schedule

Predictive technology is driving both patient and nurse satisfaction up while pushing costs down.

By Jackie Larson

It’s no secret that the healthcare industry continues to face tumultuous times. On one hand, the demand for patient care services is surging, prompted largely by an improving economy and an aging U.S. population that requires more services. On the other hand, growing shortages of qualified nurses and other clinicians leave hospitals and healthcare organizations around the country struggling to fill vacancies.

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