HWL Insights

The cost associated with premium contingent labor, like travel nurses, is always higher than salaried permanent nursing positions and coronavirus (COVID-19) exacerbated  an already-significant situation by creating an environment in which these critical resources are in even higher demand. Recent estimates state

Healthcare has been undergoing major staffing upheavals for a very long time, even setting aside the exacerbations that have been felt over the past few years. But while some organizations have pivoted their strategies toward employee-centric retention and engagement models, others have struggled to retain costs. 

The Situation

Upstate New York healthcare systems were no exception to the staffing crisis felt by virtually every hospital in the country amidst the onset of the COVID-19 Pandemic. The recent 2022 NSI National Healthcare Retention & RN Staffing Report revealed that the average hospital turnover rate was 25.9% in 2021 – a 6.4% increase over the prior year. Pre-Pandemic, many hospitals relied on traditional staffing agencies to fill their vacancies. By the summer of 2020, reliance had turned into dependence, and there seemed to be no end in sight. Particularly in the more rural areas, hospital executives were faced with the most difficult decisions they could possibly imagine- would they be able to meet the financial demand for contingent labor, with hourly bill rate increases of 100 to 200% or would they inevitably be forced to close their doors on the communities that needed them now more than ever?  

When Houston Healthcare, an organization located in Warner Robins, GA that consists of seven different entities serving 300,000 patients annually, approached Healthcare Workforce Logistics (HWL) with a problem, we sprang into action.