(855) STAFFBOT [email protected]
Healthcare-specific vendor management system features vs. a standard VMS

Healthcare-specific vendor management system features vs. a standard VMS

Not all vendor management systems (VMS) are built the same. In fact, it’s these differences between VMS’s that are key. Of course there are fundamental qualities and features all VMS’s should exhibit, however how a VMS differs from others can be key in aligning with your organization’s objectives. 

Finding compatible technology solutions and features are dependent on industry, size, and overarching goals. Within the healthcare sector, finding top-tier talent quickly, efficiently, and cost-effectively is a major challenge organizations face. Healthcare systems are financially strained and experiencing an ever increasing skills gap, expected to persist through 2030. 

Healthcare facilities are utilizing diverse workforce solutions to address an ever growing staffing crisis, with a popular solution being direct sourcing and internal staffing. Many facilities are turning to in-house staffing programs in order to meet their immediate and long-term staffing needs. In-house staffing and direct sourcing through the use of VMSs offer healthcare systems several competitive advantages including:

  • Mitigating and reducing costs
  • Autonomy throughout the recruitment cycle
  • Creating a pool of qualified talent to tap into
  • Recruiting, retaining and recapturing long-term staff
  • Improving healthcare system consistency and experience
  • Anticipating trends and averting shortages

This StaffBot blog curates 5 key VMS features healthcare organizations want to pay close attention to when it comes to researching and investing in a VMS. Learn how StaffBot stacks up to the competition and how these 5 key areas impact your healthcare staffing efforts.

StaffBot vs. a Standard VMS

 

StaffBot vs. a Standard vendor management system (VMS)

1. Reporting and Analytics

Reporting is at the core of any workforce program. Data gives valuable insight into all facets of any contingent workforce program and allows companies to identify areas of inefficiencies for greater growth and data-driven action. 

Healthcare-specific use cases:

  • Take control of rogue spend by utilizing rate intelligence. Market rate features allow for visibility into actual rates of open job positions specific to healthcare occupations.
  • Track compliance data to understand who is working for you and who is compliant
  • Track organizational spending habits
  • Monitor health facility trends, demand, and seasonal fluctuations
  • Monitor labor usage within facilities, departments and units to better understand labor needs

2. Compliance

Organizations can often struggle with proper classification and compliance. Improper credentialing within a healthcare setting can jeopardize your brand, incur penalties, and threaten patient wellbeing. Ensuring qualified talent is a top priority for healthcare organizations. Ensure a VMS integrates with commonly used healthcare compliance software to seamlessly notify your organization on compliance documentation.

Healthcare-specific use cases:

  • Integrations with the American Heart Association to easily tracking AHA certifications (a qualification for the majority of healthcare professionals) 
  • Integrations with Nursys to track and monitor registered nurses’ licenses. 
  • Transparent insights into documentation and credentials of all employees
  • Automated notifications of upcoming expiring documents or currently expired documents

3. Customization Capabilities

Understand the customization capabilities of a VMS, as all VMSs vary greatly in their flexibility. Some VMSs come as a standard solution. This can be problematic as inflexible solutions may restrict workflow operations, or even worse, dictate how you must operate based on its limitations. Invest in solutions that are easily customizable and integrate to your current software to create a seamless workflow.

Healthcare-specific use cases:

  • Integrations with compliance tracking software such as Nursys and the AHA
  • Integrations with Kronos time management
  • Custom technology to scale along with business growth

4. User Experience

Integrating technology into daily workflows is a major commitment. Not only does your organization want functioning technology that tailors to your needs and goals, but it has to be user-friendly. Technology is the heart of any modern contingent workforce management program, it’s what drives day-to-day workflows and are the solutions your employees will be interacting with daily. A difficult user-interface runs the risk of low adoption rates, which can lead to a VMS falling short of expectation. 

Healthcare-specific use cases:

  • Intuitive layout to create and distribute job requisitions
  • Adheres to healthcare staffing standards
  • Easy to troubleshoot
  • Easy interface to navigate 

5. Recruitment Capabilities

Recruiting top-quality talent can be a time-consuming and costly process. Automating important touch points throughout the recruitment life cycle helps create an efficient, cost-effective process to source and recruit candidates. This in turn can create a strong workforce program that allows for profit and growth. 

Healthcare-specific use cases:

  • Virtual interview capabilities compatible with healthcare hiring staff’s schedules
  • Automated onboarding and offboarding
  • Automated sourcing, matching, and credentialing
  • Automated invoicing and time management

Strengthen your contingent workforce

StaffBot is an experienced healthcare VMS provider and workforce solutions consultant that optimizes healthcare contingent workforce management unique to each healthcare organization. We understand the challenges healthcare facilities face and the need for efficiency, quality, and cost- effective solutions.

Contact us or sign up below to connect with an expert and determine if your contingent workforce program can be better strategized for optimized growth.

 

Connect with an expert

Sign up to connect with an expert and discuss your workforce objectives and solutions.

"*" indicates required fields

Name
This field is for validation purposes and should be left unchanged.

Find Out How We Can Help

_________

If you’re ready to find out more about how StaffBot can help energize your workers, your customers, and
your business with a different experience, let’s talk.

You May Also Like…

Elements of a well-designed user interface

Elements of a well-designed user interface What is a user interface and why is it important? The user interface (UI) of a software solution consists of the features and visual touchpoints that facilitate user interaction. Important user interface components include...

Healthcare-specific vendor management system features vs. a standard VMS

Not all vendor management systems (VMS) are built the same. In fact, it’s these differences between VMS's that are key. Of course there are fundamental qualities and features all VMS's should exhibit, however how a VMS differs from others can be key in aligning with...

Nurse Shortage Statistics to Know Now

Nurse Shortage Statistics to Know Now It’s no secret that nursing shortages are hurting healthcare organizations, employees, patient care, and public health. From decreased quality care to employee burnout, nursing shortages leave healthcare organizations...

Keep in Touch

Get StaffBot news, events, and updates straight to your inbox by completing the form!

"*" indicates required fields

Name
This field is for validation purposes and should be left unchanged.

7 Key Features for the Right Vendor Management System (VMS) and Provider

7 Key Features for the Right Vendor Management System (VMS) and Provider

What makes a vendor management system (VMS) the right vendor management system? How do you know a VMS provider is the right partner for you? These questions are fundamental when looking to invest in new technology. Imagine, after financially investing in new technology, implementing new software, training your team, and disrupting business operations, you find out that your new VMS solutions fall short of expectation – this is an understandable concern, particularly for healthcare facilities already dealing with constant shortages.

Deciding on the right VMS will look different for each organization as each facility has their own unique challenges and objectives, however, when researching a suitable VMS for your organization, it is important to keep in mind that there are certain features that all VMS and VMS providers should exhibit. This StaffBot blog outlines 7 key features every vendor management system should have in order to invest in the right VMS and maximize your contingent workforce strategy.

 

1. Centralized Database

The primary capability of VMS technology is the ability to centralize all information into a single, centralized database. Centralization allows your organization to store and organize all data, contacts, and documentation within a single platform that is easily retrievable for everyone. Long gone are the days of outdated manual data keeping methods, such as files and spreadsheets, which siloes important data, slows workflow, and leaves room for error. To stay competitive in today’s workforce management landscape, automated and centralized data is essential as centralized data allows for efficient, accurate record keeping. 

2. Automated & Streamlined Workflows

A defining component of a VMS is an automated and streamlined workflow, particularly across the recruitment lifecycle. A quality VMS will make the process from requisition, credentialing, interviewing, invoicing, and timekeeping, easy and efficient rather than adding difficulties. For example, StaffBot’s VMS automates critical touchpoints throughout the recruitment lifecycle, such as timekeeping, virtual interviews, onboarding and healthcare-specific compliance tracking. Automating these critical touchpoint helps increase fill rates with skilled talent seamlessly. Search for a VMS that specializes in automating these processes specific to your industry and workflow.

Vendor Management System (VMS) automates recruitment lifecycle

3. Compliance Tracking

A reliable VMS will monitor and track critical information and compliance items. By managing and tracking compliance documentation, such as on-and-off-boarding items, position-specific requirements, certifications, licenses, vaccinations and contract renewal dates, you can ensure your organization is up-to-date and adhering to healthcare employment standards.

Real-time compliance tracking is a must in healthcare. Organizations cannot afford to oversee onboarding under-qualified healthcare staff as it jeopardizes patient safety and your organization’s reputation as a healthcare facility. Invest in a VMS that specializes in tracking healthcare-related compliance items. For example, StaffBot’s compliance tracking integrates with Nursys and the American Heart Association (AHA) to notify your team who is qualified, expired documents, and any upcoming expiration dates to stay ahead. 

4. Analytics and Reporting

Detailed, customizable reporting and analytics is essential for an effective VMS and tracking your goals. Ensure the VMS you are considering has robust reporting capabilities specific to your business objectives. Powerful reporting capabilities yield oversight into job market demand trends, organizational spend, and hospital trends. Important analytic features that should be included in a VMS include:

  • Custom reporting
  • Scheduled and automated reporting
  • Ad hoc reporting

5. Customizable Technology

The VMS you choose should be customizable and flexible to your business model and workflow. Contingent workforce management varies from the use of managed service providers (MSP’s) to in-house staffing or a hybrid model of both and a VMS should adapt to your organization’s established business models, technologies, and processes. Successful VMS’s are tailored to the needs of your organization and existing structure, it should not dictate your overall workflow. Additionally, keep in mind that contingent workforce management models evolve, industry trends change, as well as job market demands so investing in technology that is flexible with ever changing factors is imperative.

6. Implementation and Support

Implementation is a major component in partnering with the right VMS provider and would be a costly mistake to overlook. Implementing a new technology requires ongoing strategizing, communication, training, and support. A reliable VMS provider will outline a streamlined implementation process and methodology with your organization and stakeholders. After implementation, importing data, training and testing the VMS with stakeholders, a VMS provider should maintain contact, quarterly business reviews and one-on-one support long after integration. 

7. Increased Collaboration 

The ability to unite collaboration between various facilities and departments handling contingent staff is enabled by VMS solutions. A VMS unites all departments together and notifies each person within a department when they are needed in the process. This maximizes time and efficiency for all involved. Search for a VMS that strengthens communication and enables greater departmental engagement.

Strengthen your contingent workforce

StaffBot is an experienced healthcare VMS provider and workforce solutions consultant that optimizes healthcare contingent workforce management unique to each healthcare organization. We understand the challenges healthcare facilities face and the need for efficiency, quality, and cost- effective solutions.

Contact us or sign up below to connect with an expert and determine if your contingent workforce program can be better strategized for optimized growth.

 

Connect with an expert

Sign up to connect with an expert and discuss your workforce objectives and solutions.

"*" indicates required fields

Name
This field is for validation purposes and should be left unchanged.

Find Out How We Can Help

_________

If you’re ready to find out more about how StaffBot can help energize your workers, your customers, and
your business with a different experience, let’s talk.

You May Also Like…

Elements of a well-designed user interface

Elements of a well-designed user interface What is a user interface and why is it important? The user interface (UI) of a software solution consists of the features and visual touchpoints that facilitate user interaction. Important user interface components include...

Healthcare-specific vendor management system features vs. a standard VMS

Not all vendor management systems (VMS) are built the same. In fact, it’s these differences between VMS's that are key. Of course there are fundamental qualities and features all VMS's should exhibit, however how a VMS differs from others can be key in aligning with...

Nurse Shortage Statistics to Know Now

Nurse Shortage Statistics to Know Now It’s no secret that nursing shortages are hurting healthcare organizations, employees, patient care, and public health. From decreased quality care to employee burnout, nursing shortages leave healthcare organizations...

Keep in Touch

Get StaffBot news, events, and updates straight to your inbox by completing the form!

"*" indicates required fields

Name
This field is for validation purposes and should be left unchanged.

Overcome In-house Staffing Challenges with a Vendor Management System (VMS)

Overcome In-house Staffing Challenges with a Vendor Management System (VMS)

In early June 2022, Staffing Industry Analytics (SIA) reported how an 85% increase in healthcare temporary staffing led to $39.8 billion in expenses for 2021. In response to increased demand for skilled workers, use of contingent labor, steep hourly wages, and anticipated healthcare shortages well into 2025, many healthcare institutions are turning to internally operating their own contingent staffing programs.

 

An 85% increase in healthcare temporary staffing led to $39.8 billion in expenses for 2021.

Shifting staffing efforts into internally operated processes offers several competitive advantages to healthcare systems, as well as traveling workers. Turning to an in-house sourcing system is appealing to many organizations due to the ability to manage staffing, mitigate costs, and avert shortages. As enticing as these factors are, in-house staffing models face several challenges that can make or break internal staffing efforts if overlooked.

Fortunately, obstacles in-house staffing models face can be facilitated with proper technology to ease the transition and set healthcare systems up for long term success.

What is the In-House Staffing Model?

The in-house staffing model means that in lieu of relying on service providers to fill staffing needs, healthcare organizations are designing their own travel programs and recruitment efforts to deploy workers to their own affiliated hospitals in need of clinicians.

For example, the University of Pittsburgh Medical Center (UPMC) launched its own in-house staffing model in late 2021. With 40 facilities scattered throughout 3 states, UPMC’s internal staffing agency will send traveling staff to where needs are greatest within their own network of healthcare systems.

This strategic approach is powerful not only in saving costs and managing all steps of the recruitment process, but it provides a mechanism for facilities to gain reliable employees for the long-term – a main objective of UPMC’s initiative to turn in-house.

Many healthcare systems shifting to in-house models offer beneficial wages that are both sustainable to the institution and still appealing to caregivers. UPMC is also offering travel stipends, benefits, and in some cases, tuition reimbursements. Furthermore, such institutions are also rewarding their own permanent staff to encourage morale and retain their long-term workers, rather than losing them to travel opportunities.

As tempting as it is to jump on the in-house trend, it’s essential to acknowledge the many challenges internally operated staffing agencies face in the healthcare industry, along with solutions to mitigate these obstacles.

In-house Staffing Benefits for Healthcare Organizations

1. Reduced Costs

The onset of the pandemic saw a large demand for healthcare workers, with shortages stemming from several causes including retirement, burnout, and population shifts. This led to exorbitant rates for clinicians amounting to almost three times pre-pandemic rates in certain cases. In-house staffing agencies can experience reduced labor expenses and take action in mitigating costs. For example, UPMC claimed that through their in-house staffing initiative, they were able to hire two of their own clinicians for the price of a single contracted candidate.

2. Pool of Staff

In-house staffing models have the benefit of building a pool of staff that serve as a safety net in unexpected events or addressing shortage fluctuations. Having a retainment of skilled talent means that in the case of future pandemics, crises, or seasonal fluctuations of hospital staff, institutions are prepared to allocate and deploy staff on hand to avert shortages. Additionally, with clinicians on hand, there is less time to wait on screening, credentialing, and training when transitioning from flotation locations.

3. Recruit, Retain, and Re-Capture

Proper recruitment is one of the most difficult factors healthcare organizations face. The ability to recruit quality candidates and subsequently retain skilled workers is a major competitive advantage for internal staffing programs. Many factors contribute to employee retention and by empowering employees with work flexibility to pursue travel opportunities, career growth, and short-term commitments, organizations can enable greater retention. Travel employees can explore several niches professionally and geographically that suit them, which can potentially convert staff into long-term employees for your organization. Additionally, re-capturing previous employees who left in favor of travel opportunities is a competitive opportunity in-house staffing agencies can leverage.

4. Values & Dedication

Travel staff hired internally understand company values, practices, and culture. By incorporating staff into travel programs, you’ll have a workforce that has greater dedication and loyalty to your organization than external, temporary staff might exhibit.

5. Healthcare Consistency

With staff frequenting different locations, there is opportunity for travel caregivers to identify areas that healthcare systems fall short in comparison to other locations. This allows for greater improvement and consistency between locations, boosting your organization’s brand reputation.

Benefits to Healthcare Employees

Work Flexibility

Greater work flexibility is an appealing factor when it comes to travel nursing and related healthcare professions. The ability to have shorter commitments and a change of scenery provides travel workers the opportunity to explore regions and clinical positions they may better thrive in.

Competitive Pay

The greatest component to travel nursing are competitive wages. Travel staff benefit with hourly wages reflecting travel demand and efforts, as well as stipends and benefits. Furthermore, institutions turning to in-house staffing models are rewarding permanent staff for remaining in permanent positions rather than opting to travel.

Professional & Career Advancement

Internally managed travel programs offer professional advantages to travel workers by enabling career growth and allowing workers to retain their seniority within their organization. Traveling to different locations gives the traveling workforce opportunities to network and build professional connections. 

Challenges in Internal Staffing & VMS Solutions

Internally operated staffing programs provide organizations with numerous competitive advantages. Without a proper contingent workforce program foundation set in place, many facilities run the risk of in-house staffing programs deterioriating quickly. With expert guidance and a well-crafted strategy, healthcare organizations can avoid the common challenges in-house operations face which include:

 

  • Implementing improper technology
  • Balancing pay between travel workers and permanent employees
  • Greater coverage gaps created for traveling opportunities
  • Monitoring demand and anticipating future needs
  • Seamlessly transitioning contingent staff into healthcare facilities
  • Crafting an improper strategy unique to your organization

Organizations may consider implementing vendor management systems (VMS) to centralize siloed data and spreadsheets into a single location. This allows for quick access to records, documentation, and data between departments. 

For Human Resources and hiring managers, a VMS facilitates a seamless requisition cycle in which all steps of the recruitment process can be completed through a single platform. This includes automating requisitions, matching candidates, interviewing, onboarding and credentialing, as well as time management and consolidated billing. Automated solutions mean quicker fill rates and maximized productivity.

Additionally, a VMS empowers in-house staffing programs by alleviating unnecessary spend. This is because a VMS provides transparent oversight into an organization’s spend, but also visibility into actual market rates that inform your organization on real-time rates for specific occupations. Furthermore, a VMS with geographical capabilities, such as StaffBot’s rate intelligence tools, will ensure you mitigate costs based on market rates by region – an important factor as many healthcare organizations have facilities scattered throughout multiple regions.

A powerful way to overcome pay discrepancies is the ability to see market rate analytics. Vendor management systems are equipped to analyze geographical market rate to help organizations determine fair, informed wages. With visibility into real-time rates for specific healthcare positions, your organization can seize the opportunity to mitigate and save immense costs. In fact, according to the SIA, 76% of companies reported experiencing cost reductions and increased overall savings through the use of a VMS.

A VMS can help minimize these risks by providing oversight into staffing needs and individual staff history. Detailed reporting allows organizations to identify current gaps and determine potential upcoming gaps that help healthcare facilities better anticipate needs and areas of low capacity.
Access to AI-powered reporting can help provide insight into spotting trends to understand demand. The ability of VMS technology to report on customizable factors that provide oversight into trends at varying levels of each hospital is imperative in strategizing recruitment and averting workforce shortages. Ensure the VMS technology has capabilities to not only create custom reports, but also ad-hoc reporting, templated reports, and out-of-box reporting.
VMS solutions help alleviate inconsistent transitions between travel assignments by providing tools to standardize and remind employers and employees of necessary trainings required. A VMS enables easy communication between facilities, departments, employers, and employees allowing for quick, easy interactions, as well as notifying necessary parties of required trainings, expiring documentation, or any other messages required for travel.
Find a provider that not only seamlessly implements technology, but acts as a consultant in the beginning stages, throughout implementation, and long after integration. For example, StaffBot consults and implements a strategic workflow in regards to the VMS solutions for organizations, but also partners you with our service provider affiliates to ensure successful coaching on how to operate internal recruitment with the technology. Partner with a provider who knows how to maximize your efforts to successfully run and manage internal operations.

Conclusions

The use of contingent workforce is a trend expected to rise, with 83% of global executives reporting an increased use of contingent workforce in companies. This sentiment is particularly applicable to the healthcare workforce, an industry that has suffered severe shortages and greater reliance on contingent labor.

Transitioning staffing operations into internally managed processes offers several competitive advantages, however many organizations fail to address the challenges associated with in-house staffing, resulting in wasted efforts, resources, and time. With proper technology and guidance, in-house staffing models have the potential to thrive and improve return on investment, as well as recruit, retain, and re-capture employees to create a sustainable workforce ready to address current and future shortages, crises, or future pandemics.

Find Out How We Can Help

_________

If you’re ready to find out more about how StaffBot can help energize your workers, your customers, and
your business with a different experience, let’s talk.

You May Also Like…

Elements of a well-designed user interface

Elements of a well-designed user interface What is a user interface and why is it important? The user interface (UI) of a software solution consists of the features and visual touchpoints that facilitate user interaction. Important user interface components include...

Healthcare-specific vendor management system features vs. a standard VMS

Not all vendor management systems (VMS) are built the same. In fact, it’s these differences between VMS's that are key. Of course there are fundamental qualities and features all VMS's should exhibit, however how a VMS differs from others can be key in aligning with...

Nurse Shortage Statistics to Know Now

Nurse Shortage Statistics to Know Now It’s no secret that nursing shortages are hurting healthcare organizations, employees, patient care, and public health. From decreased quality care to employee burnout, nursing shortages leave healthcare organizations...

Keep in Touch

Get StaffBot news, events, and updates straight to your inbox by completing the form!

"*" indicates required fields

Name
This field is for validation purposes and should be left unchanged.

Negative Safety Implications and Nurse Understaffing

Negative Safety Implications and Nurse Understaffing

Understaffing is a prominent issue among healthcare facilities, one that has been exacerbated with the onset of the pandemic. Additional factors contributing to understaffed facilities include increased retirements, resignations, and budget cuts. Such shortages have left current nurses with excessive workloads, increased patient ratios, added pressures, and greater opportunity for burnout and fatigue.

Several studies from Columbia, Indiana State, Purdue, and Eastern Michigan University demonstrate the adverse effects that understaffed healthcare facilities have among both patients and nurses. Specifically, there are higher occurrences of accidents, medical errors, infections, falls, and increased mortality rates in hospitals experiencing short handed staff.

This close correlation between inadequate staffing and increased medical errors, infections, and mortality rates is alarming, especially when considering that many of these consequences are preventable in the first place.

This article examines how constant nurse understaffing impacts the quality of care and safety of patient and nurse wellbeing, as well as compromises healthcare facilities’ reputation. With many of these medical events being preventable, this article examines how effective recruitment and retention strategies reduce understaffing and promote wellbeing for better patient outcomes.

Understaffing affects nurses, patients, and brand reputation

Poor Patient Outcomes

Under the stress of time pressures and handling a greater number of tasks due to limited manpower, nurses may often take safety workarounds in order to manage increased workloads. These workarounds are often considered a necessary solution to cope with the disproportionate workloads assigned to understaffed nurses. Such safety shortcuts can increase the instances of medical errors and injuries, leading to a decrease quality of care. Indiana University and Purdue University’s study in the Journal of Advanced Nursing consistently identified the link between greater workaround practices and increased instances of near misses – events that potentially lead to medical accidents and injuries.

Furthermore, added workloads, greater stress and increased burnout affect a nurse’s ability to focus or remember tasks at hand, which in turn can lead to medication errors or decreased patient surveillance. Such stressors also lead nurses to rush their care between patients, resulting in decreased quality of care, leaving room for medical errors or near misses.

medical errors and nurse understaffing
healthcare associated infections and nurse understaffing

Nurse Wellbeing

Nurse wellbeing is also jeopardized in instances of inadequate staffing. Greater workloads, demanding hours, and increased patient ratios lead to burnout and exhaustion. These physical, emotional, and mental stressors can manifest into health issues ranging from depression to hypertension. Additionally, experiencing poor patient outcomes or instances of medical errors can intensify the stress nurses face.

 

Brand Reputation

Poor patient experiences resulting from medical negligence leads to patient dissatisfaction. With hospitals increasingly becoming patient-centered focused, poor patient outcomes and negative reviews can damage a healthcare facilities’ reputation and credibility. Known poor work environments may further deter healthcare professionals from joining facilities. Furthermore, medical errors resulting from negligence can financially be costly to healthcare facilities. Prioritizing nurse wellbeing and patient outcomes is essential for organization’s reputation.

The Solution

1. Effective Recruitment

To alleviate excessive workloads of shorthanded staff, effective recruitment is a must. Many healthcare facilities are turning to contingent staff through the use of service providers or vendor management systems to hire quality candidates efficiently and quickly. Contingent labor is becoming an essential and competitive asset in the current workforce landscape. When done correctly, contingent labor is cost-effective and bridges the skills gap demand currently experienced by healthcare facilities nationwide.

Advantages of contingent labor for understaffed facilities chart
Whereas a service provider may oversee the entire staffing and vendor process on an organization’s behalf, a vendor management system gives healthcare organizations greater autonomy and control over the recruitment cycle. Both have overlapping advantages in minimizing understaffing.
MSP and VMS services in helping nurse understaffing

2. Effective Retention

Overcoming turnover is a multifaceted approach that necessitates assessing different areas of your workforce strategy. Retention tactics are highly effective in reducing turnover and promoting retention. Tactics include:

  • Reframe work environments that value employee mental, physical and emotional health
  • Create flexible schedules
  • Craft effective retention strategies alongside employees
  • Assess company culture and values
  • Redefine management practices

 

How can StaffBot help?

StaffBot’s full-service workforce solutions are crafted to meet the specific needs and nuances unique to each healthcare facility. Whether your organization is looking for full managed services to take over the workload or you’re wanting full autonomy with expert guidance, StaffBot works side by side with your organization to successfully achieve your staffing objectives, together. Consult us for guidance on crafting your contingent workforce strategy.

Find Out How We Can Help

_________

If you’re ready to find out more about how StaffBot can help energize your workers, your customers, and
your business with a different experience, let’s talk.

You May Also Like…

Elements of a well-designed user interface

Elements of a well-designed user interface What is a user interface and why is it important? The user interface (UI) of a software solution consists of the features and visual touchpoints that facilitate user interaction. Important user interface components include...

Healthcare-specific vendor management system features vs. a standard VMS

Not all vendor management systems (VMS) are built the same. In fact, it’s these differences between VMS's that are key. Of course there are fundamental qualities and features all VMS's should exhibit, however how a VMS differs from others can be key in aligning with...

Nurse Shortage Statistics to Know Now

Nurse Shortage Statistics to Know Now It’s no secret that nursing shortages are hurting healthcare organizations, employees, patient care, and public health. From decreased quality care to employee burnout, nursing shortages leave healthcare organizations...

Keep in Touch

Get StaffBot news, events, and updates straight to your inbox by completing the form!

"*" indicates required fields

Name
This field is for validation purposes and should be left unchanged.