The Corona Virus Disease-19 has accelerated the digitalization of hiring processes. With more attention to removing fiction in talent acquisition, modernizing the onboarding process to fill rates up, keeping workers’ quality, consistent, and keeping the cost down – today’s automation and technology are even more vital.
Important insights
The travel healthcare staffing skill segment reported a 32% yearly growth. Per Diem nursing professionals were also up 10%.
At least 50% of companies reported a drastic increase in expenditure on talent acquisition technology last year.
More or less 60% of travel healthcare staffing organizations increased spending on automated sourcing. At least 70% of companies increased their expenditures on candidate engagement technology.
The average recruitment difficulty slightly increased from 3.20 to 2.40 last year, while the difficulty of the average sale slightly increased from 2.80 to 2.90.
Want to know more about how to transition from full-time to pier Diem nursing professional? Visit this site for more info.
Increased spending on talent acquisition technology
This technology is all about modernizing, automating, and adding convenience to the hiring process. The healthcare staffing world is in the middle of an industry shift, with a lot of focus on relocating resources, as well as human capital to save money, time, energy, and improve operational effectiveness and efficiency.
As of November last year, the travel healthcare industry increased its spending on talent acquisition technology, spending at least 60% in sourcing automation, 70% increase in applicant processing technologies, and more or less 50% increase in applicant assessment and verification technology.
As for per diem nursing, the industry spent more on these types of technologies last year – a 22% increase in sourcing tech, at least 30% of the candidate processing tech, and more or less 35% in application assessment and verification tech.
Flexible and convenient tech
The nature of this industry has been always in motion. For instance, a drastic increase in Corona Virus Disease cases in some geographic regions will generate a lot of demands for nurses, allied health professionals, and locums. Not only that, the post-Corona Virus pandemic shift in elective surgeries to outpatient settings could increase demand for ASCs or ambulatory surgery centers, as well as perioperative workers.
Check https://medlineplus.gov/healthfacilities.html to find out more about health facilities.
With the needs of communities constantly finite and flux resources available, groups and hospitals benefit in choosing workforce solutions that are new or unique to them. Talent acquisition professionals look for solutions in which they can make phone calls to dedicated account managers who can take care of everything from provider onboarding to agency outreach.
Sooner or later, talent acquisition professionals want to have their own place where they can go in one system, review Curriculum Vitae, clicks a button to accept providers, starts the credentialing process, and submit needs so that they can get to hospitals as soon as possible.
Decision making that focuses on data
According to research, only 50% of high-performing companies are able to convert dependent labor data into actionable intelligence. Usually, this is the reason why healthcare companies have turned to Manage Service Providers with cutting-edge techs. With quantitative information, leaderships can make strategic and informed business decisions, as well as establishing a realistic staffing standard.
By leveraging this technology, companies can better match the unique work requirements of many work categories found in healthcare systems. It can also conveniently manage every labor type in one system. Not only that, leaderships aim to achieve transparency in their spending. With this kind of technology, it is possible – provide a real-time report and dashboard to give valuable companies insight that would usually be overlooked.
Change in practice settings and expedited retirement
According to studies conducted by the healthcare staffing industry, more or less 50% of active doctors will be 60 years old or older within the next ten years. To further muddle the current situation, surveys from Merritt Hawkins and The Physician Foundation suggest that 15% of doctors plan to change their practice settings because of the Corona Virus Disease-19 pandemic, while more or less 20% plan to close their clinics or retire altogether. Even with the COVID-19 vaccine, some doctors who are close to retirement are planning to retire early.
At the same time, some professionals have chosen to pursue non-clinical paths that are more consulting or research-driven. The healthcare industry is not the only occupation to face this kind of reality; the impending retirement of nurses, ages 50 to 60 years old and above has been brewing for a while now – but the recent pandemic have further cultivated a population imbalance in the industry, causing leaders of the industry to retire early as well.
Because of this, there is a good chance that we will see a need for nurses, allied health professionals, and Locums Tenens this year and beyond. Healthcare institutions are better prepared for what will happen in the next couple of years by planning for conditional labor.
Between time-off to avoid burnouts and professionals providing respite care for family members or becoming ill, conditional workers provide good flexibility for institutions to give their permanent workers a much-needed break without disruptions to operational efficiency and patient care.
