The U.S. healthcare system is going to have to replace approximately 555,100 nurses through 2022 just to replace nurse attrition, according to estimates from the American Nurses Association. That’s in addition to the 574,400 new nurses that will be required to adequately care for aging boomers and additional patients as a result of the Affordable Care Act. The ANA recommends federal action on a number of fronts including funding for nursing education to help in meeting the demand. Currently, nursing schools are turning away qualified applicants due to lack of nursing faculty and teaching facilities. In the meantime, many hospitals and their healthcare staffing agencies are scrambling to source qualified medical professionals to fill open positions as well as prepare a talent pipeline for the future. Sue Higgins, Product Development Manager at StayStaffed and Candidate Direct, has the solution to help hospitals and healthcare staffing agencies stay ahead of the game in a rapidly changing environment, “Our clients have been able to avoid many of the problems that others’ are experiencing in a rapidly changing healthcare environment. By using our vendor management system (VMS), clients gain access to the Candidate Direct Marketplace®, a national database of 400+ healthcare [+]

It’s important for business to remain flexible in today’s economy in order to effectively manage risk and there are no four steps to staffing solutionssigns this will change in the foreseeable future. In addition, employing a contingent workforce is a strategy that an increasing number of employers are taking in this regard. Staffing Industry Analysts *, a global advisor on contingent workforces, reports that, "The contract labor force is growing twice as rapidly as the traditional workforce." In addition, the U.S. Bureau of Labor Statistics has projected that 35 percent of the national workforce will consist of contingent workers by the end of 2013. 4 Steps to Managing Your Workforce in the 21st Century As business moves towards a mix of permanent, temporary, and contract workers, the traditional approach to human resource management must shift as well. HR must partner with procurement Human resources have always worked closely with finance but the use of contingent workforces will see HR working closely with procurement as well. HR interactions with finance are normally a value-based approach to contingent workforce management whereas interaction with procurement provides a performance-based approach to vendor management. Managed properly, the resulting shift will create an opportunity [+]

With healthcare recruitment constantly in flux due to an aging population, an aging healthcare workforce, and the seemingly never-ending stream of government legislation, it’s more important than ever for healthcare providers to automate and streamline their staffing processes. Workforce management systems for the healthcare industry include options such as Managed Services Provider (MSP), Recruitment Process Outsourcing (RPO), and Vendor Management System (VMS) providers. And if you haven’t taken advantage of the many benefits of these workforce management solutions, we’ve provided you with some Q & A to help you choose a reliable staffing solution. What you need to ask when choosing Workforce Management Solutions How can I be sure that your workforce management system will deliver suitable candidates for my healthcare recruiting needs? A VMS or managed services provider should have qualified contacts throughout the national healthcare industry. A nationwide job-to-candidate-matching process that delivers only the most qualified healthcare professionals based on your detailed job qualifications is important. Where will I see cost savings and efficiency enhancement from my Vendor Management System (VMS) provider?selecting the right VMS solution As your healthcare recruitment efforts become more streamlined through a vendor management system (VMS) provider, you should experience lower recruitment and HR [+]

A recent Harris Interactive survey revealed that 80 percent of healthcare employers experienced a bad hire in 2012 with adverse effects to the organization and, ultimately, wasted money for the hiring organization. The financial ramifications of a bad hire do not lie solely with lost wages, but with the onboarding costs to recruit and train the employee -- which can range from $25,000 to $50,000.money calculator Of course, the employer then has to start the entire hiring process all over again. The catalyst of a bad hire is often an intense need to fill a position and as a result the employer does not exercise due diligence in the employee screening process. Common Mistakes in Employee Screening The sense of urgency to fill an open position can have negative effects if any of the following are present: The inability to quickly and accurately verify the credentials and skills required to qualify for the position. The failure to accurately check personal and past employment references thoroughly. An attitude to settle on a candidate just to fill the position rather than wait for the most qualified person. An inability of the hiring manager to accurately assess the character and values of the candidate [+]

The healthcare industry added another 32,000 job postings in February in addition to the 30,000 openings per month it has been averaging over the past year. Some healthcare facilities seem better prepared to keep up with the increased hiring demand while others struggle to fill positions or experience prohibitive costs when they can fill them. Sue Higgins - Product Development Manager Sue Higgins, Product Development Manager at Stay Staffed Candidate Direct, who has been monitoring the growth in healthcare staffing reports, “In the last 12 months our postings have increased over 340% - this is due to two things: 1) the growth in industry and demand for highly skilled candidates, and 2) the increase of clients using our Vendor Management System. We have had added significantly to our client list and these facilities are posting and getting jobs filled fast!” Clients utilizing the Candidate Direct VMS solution are experiencing improved fill rates, reduced overtime, fewer staff shortages, and an enhanced candidate matching process that results in lower turnover and greater productivity gains. VMS Client Testimonial: "Our facility was caught off guard when a key Nurse Practitioner announced she was taking an early retirement. Our staffing manager tried unsuccessfully [+]

Rapid change affects recruiting efforts in any industry. But when a patient’s health is on the line, as in the healthcare industry, it’s extremely important to make the right hires consistently. The ACA, the ARRA of 2009, and an aging population are all contributing to rapid changes in the healthcare industry. Add to that the ongoing workforce shortages and you soon realize why recruitment has become so difficult in the healthcare arena. But it doesn’t have to be. In addition to our many healthcare recruiting options, we offer three innovative IT recruitment solutions to help hospitals and other healthcare providers ease the burden of medical staffing both internal and external: 1. Recruitment Process Outsourcing (RPO)

RPO services cover all aspects of the hiring process including sourcing, recruiting, interviewing, background checks, hiring, and on-boarding. Our 25 years in healthcare recruitment has provided us with the necessary tools to manage the hiring process in a way that delivers high-quality candidates at the lowest possible cost. In addition, you will receive access to one of the largest network of nursing, physician, and allied health professionals in the nation featuring active, passive and hidden talent pools. Candidate Direct’s RPO services offers a workforce solution that [+]

With two separate Medicare reductions taking effect in the first half of this year, it’s understandable that healthcare providers are lamenting the potential loss of healthcare jobs. It’s a big pill to swallow for most hospitals and healthcare employers. But as the outrage dims, healthcare executives are re-visiting their strategic plans to come up with cost-effhealthcare staff cutsective solutions to recover the revenue loss. Certainly, for some, healthcare staffing cuts are on the table. Rather than issue layoff notices, however, more innovative hospital executives are looking to generate additional revenue streams as well as streamline operational processes by eliminating waste and redundancies to better utilize their workforce. New Revenue Streams Part of the Answer Of course, additional revenue streams are the ideal solution. Some nursing homes, confined by minimum worker-to-patient ratios, are looking to new revenue sources as a solution rather than cutting healthcare staff. An October 2012 BusinessWeek article reported, “The chief executive of Brookdale (Senior Living), Bill Sheriff, told investors in the company’s most recent earnings call that Brookdale’s expansion into hospice care and outpatient services such as physical therapy has made an ‘attractive additional contribution’ to revenue.” Similarly, Richard Lechleiter, chief financial officer at Kindred, [+]

While the economy was unable to make any real advances in 2012, that was not the case with medical technology breakthroughs. The following are five medical technology advances that occurred in 2012. Brain-Controlled Mechanical Limbs The Boston Globe reports that quadriplegic, Cathy Hutchinson was able to reach for a bottle of water, bring it to her mouth for a sip, and return it to the table using a brain implant technology to control a mechanized arm. The implant, called BrainGate, is being adapted by researchers for use in prosthetic limbs as well as communication devices for those unable to speak. Defibrillator Implant While defibrillator implants are not new, Boston Scientific is the first to develop an implant that doesn’t need to touch the heart. The defibrillator implant, called the S-ICD, is placed just under the skin for easy access and sends electrical impulses to “correct abnormal rhythms.”  The device helps prevent sudden cardiac arrest and was approved by the FDA in September 2012. Turning Electronic Health Records into a Searchable Database    For those about to begin their EMR implementation, it’s good to know that technologies are being developed to improve reporting and search options. Beth Israel deaconess Medical Center has developed and launched a program [+]

Physical and Occupational Therapists are in high demand. Candidate Direct aims to keep healthcare employers staffed. With millions more Americans gaining access to healthcare, how will employers maintain adequate therapist staffing levels amid a shortage of qualified allied health professionals? Sue Higgins, Product Development Director for Candidate Direct, suggests the first step to procuring and retaining staff is to engage a powerful web-based healthcare staffing tool. "This way, the entire recruiting process is handled through a single source. Reporting and tracking are consistent; regulatory compliance is a snap and automated features save employers hundreds of man hours a year." Here's how Candidate Direct works: Create an account to join the Candidate Direct Marketplace Jobs will be posted just to your specific selected agency pool Recruitment Agencies and other Candidate Direct national talent sources submit candidates for your jobs You select the best candidate for the job at the lowest rate There is no investment in hardware or software and there are no monthly fees to utilize the Candidate Direct Marketplace. Higgins summarizes five easy ways healthcare employers can begin to streamline recruitment, saving time, money and aggravation. 1. Evaluate Existing Therapist Recruitment Strategies Whether your facility utilizes therapy staffing agencies or handles therapist recruiting internally, [+]

Or will hospitals leverage healthcare staffing technologies in favor of the bottom line? With third-party payor reimbursements dropping below sustainable levels and healthcare reform shrinking Medicare and Medicaid, hospitals will find profits harder to come by. For some, better managing staffing agencies and using data to drive staffing decisions will do the trick. For others, outsourcing workforce management functions or re-evaluating managed care contracts will be sufficient to reign-in cost centers and boost profits. hospital staffing softwareStaffing, a healthcare employer's single largest expense, is probably where hospital cost reductions can affect profits most quickly. Patient census data and the benchmarking of hours worked per case allow for the flexible and accurate scheduling of part timers and travelers. This reduces staff down time, heightens productivity during peak times and is critical to not over or under staffing facilities, both of which adversely impact profits. Tightening vendor policies and diligently tracking the performance of staffing agencies can also improve the look of a P&L. Narrowing vendor relationships to only top performers and holding agencies accountable to competitive bill rates and timely submission of documents will save staffing managers time, money and aggravation; savings that can be converted to [+]

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