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.

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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Not Enough Care in the World

HR Outsourcing

An aging population combined with a severe hiring shortage creates a challenging time in healthcare recruiting.

Russ Banham

Looking for a career with wide employment availability? On the last day of business in 2016, there were 1.1 million job openings in the healthcare industry: the largest number recorded since the Bureau of Labor Statistics (BLS) started surveying the sector in 2006.The war for talent in the industry stems from several factors, including a fast-aging population that uses the healthcare system more frequently, the retirement of specialized medical professionals, and a growing demand for nurses outside the healthcare sector from businesses that offer highly competitive compensation and benefit packages. The Affordable Care Act—whatever its fate— and the recovery of the U.S. economy have also expanded public access to healthcare.

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Wellness on the Water

HR Outsourcing
Carnival Group improved their employee experience by implementing a customized onsite clinic.
By Christa Elliott

It was Virgil who famously said “The greatest wealth is health,” and with the spike in employee health and wellness offerings it seems that many employers agree. One such employer is Carnival Cruise Line. The well-known cruise line took their wellness programs up a notch in May 2014, when they partnered with Marathon Health to open the Carnival Care Center: an onsite clinic and wellness center for employees at their Miami, Fla. Headquarters.“[The medical center] was an expression of Carnival’s commitment to wellness and really increasing the onsite offerings we have at Carnival. We believe that we are a great place to work, and that helps us lean into so many other levers, and things that we can be doing for our employees to further that journey towards being a great place to work,” says Ron Phillips, Carnival Cruise Lines’ head of HR and chief people officer.

The 1,100-square-foot facility helps Carnival care for its more than 3,000 shoreside employees, not only through medical treatment for non-emergency illnesses and injuries, but also preventative care, health consultation services, and the management of chronic conditions.

Although the Carnival Care Center opened just three years ago, it aligns with larger organizational values that Carnival has held from the very beginning. Delivering exceptional experiences is part of the organization’s mission statement, and this applies to employees as well as guests. According to Phillips, employees have responded so well to the onsite offerings that Carnival has had to do very little in terms of advertising the center to potential hires—the employees act as wellness program ambassadors and spread the word on their own.

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No Longer Coming Up Short

HR Outsourcing

Healthcare organizations are leveraging mobility strategies to help fill their talent gaps.

By Michael Krasman

There has been a lot of buzz about the growing shortage of physicians in the U.S.—in fact, a deficit of as many as 90,000 physicians is predicted in the next decade, according to the Association of American Medical Colleges.

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