Nursing Staff Engagement Key to Retention and Performance Research consistently shows that sustainably engaged employees outperform their non-engaged coworkers. Even a small improvement in productivity can have a positive effect on your organization’s performance and competitiveness. ~ Towers Watson It’s difficult enough to keep employee engagement at high levels during the best of times, let alone in times of massive change. We’re now nearly five years into the Affordable Care Act and many healthcare employees are experiencing ‘change fatigue’ in addition to the normal wear and tear that tough economic times has on people. For many healthcare providers, it’s a good time to use re-engagement strategies to boost morale, retention, and performance. HR consulting firm, Towers Watson, has been studying workforce engagement in the healthcare industry for several years and has “consistently seen a strong relationship between higher levels of engagement and higher levels of retention.” Further, when employee engagement improves, so too does performance in the form of better patient outcomes, HCAHPS scores, and reduced safety incidents among other metrics.

Healthcare Reform

Highly Negative about Healthcare Reform In one Towers Watson study, nearly 90% of healthcare workers reported that they held highly negative emotions about the long-term [+]

healthcare new jobsIf the shortage of skilled labor wasn’t enough of a recruitment problem for healthcare providers, a recent CareerBuilder survey reveals that 34% of healthcare workers will be looking for new jobs in 2013 up from 24% in 2012. The reasons that healthcare workers gave for seeking a new position included heavy workloads, few promotion opportunities, inflexible schedules, and general frustration with work/life balance. 48% of Healthcare Professionals are Passive Job Seekers With both retention and recruitment being vital issues to resolve, it’s more important than ever for healthcare providers to streamline their recruitment process and make more informed staffing decisions. The survey also reported that 82% of healthcare professionals would be open to discussing a new job opportunity if it arose. The 48% considered passive candidates – those who are generally satisfied with their jobs but open to new possibilities – are the solution to both the recruitment and retention problems facing healthcare providers. Potential passive candidates reported that their reason for remaining with their current employer included the enjoyment of working with co-workers, location, salary/benefits, flexible shifts, and a general feeling of having satisfying and rewarding work. If that sounds like the ideal employee, it’s [+]

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 [+]

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