HWL Insights

The effectiveness of how you manage your contingent workforce is as important a job as there is in healthcare leadership today.  With the rise of the gig economy and the increasing reliance on temporary workforce solutions, businesses are turning to Vendor Management Systems (VMS) and Managed Service Providers (MSP) to streamline their contingent workforce processes. However, amidst the myriad of options available, decision-makers must prioritize three key factors: Consistency, Centralization, and Configurability, often referred to as "The 3 C's".

In the world of healthcare, where the lines between day and night often blur, the concept of work-life balance can seem like a distant dream. But as a mental health expert and a leader in healthcare workforce solutions, I understand the impact that a lack of balance can have on both healthcare professionals and the patients they serve. Addressing this issue is imperative and it starts with an awareness of the impact mental health has on our workforce.

Compassionate care is a practice that fosters empathy, understanding, and deeper nurse-patient relationships in order to deliver a higher quality of care. It is a way for staff to become more familiar with the reasons for their patients' individual pain and suffering so that they can more accurately address them. 

In the dynamic realm of healthcare workforce solutions, the tug-of-war between a mission-driven approach and a metric-oriented mindset often takes center stage. Balancing the human-centric ethos of healthcare with the demands of efficiency and performance metrics presents a challenge for managers and administrators, both internally at health systems and externally with agency or other partners. Understanding the nuances between these two mindsets is crucial for creating an effective workforce strategy that prioritizes both the mission of care and operational excellence.

Internal resource pools (IRP) have become a staple in successful healthcare talent management strategies for organizations big and small. Also referred to as float pools, IRPs act as a database of contingent staff to help manage their credentials, schedules, and more. With each employees' information stored in one location, facilities can fill openings on short notice, improve patient outcomes, contribute to their talent retention efforts, and more.

The primary concern for organizations globally lies in the realm of workforce challenges, and this is evident across various sectors. Nowhere are these challenges more pronounced than in healthcare, with continuous shortages of providers of all types.

A leading healthcare system headquartered in the Southeast, with a network of hospitals and a variety of ancillary health services, was facing a decision to continue with the status quo or insource control of their human capital and workforce solutions.

Internal resource pools (IRP), also referred to as float pools, are a fairly recent development in the healthcare space that were designed by helping organizations become more flexible and efficient in meeting their staffing needs. Different departments work at different paces and have varying needs based on fluctuating patient volume and other external factors. IRPs are a centralized database of part-time, full-time, and contracted staff who are pre-approved to work in various departments and can fill demand on short notice.

In the complex world of healthcare staffing, staying ahead requires a deep understanding of the industry. The Staffing Industry Analysts’ (SIA) 2024 Workforce Solutions Buyer Survey, focusing on the United States, sheds light on how organizations manage their flexible workforce, their supplier strategies, and what they prioritize for the future.

Healthcare organizations of all types of focus on addressing their staffing challenges in many ways, and one area that is of growing focus is physician and provider internal resource pools (IRP), often more generally referred to as “float pools”.

The healthcare industry stands at a pivotal moment in its evolution, particularly in how it approaches staffing. Traditional models, while stable, often lack the flexibility to meet the dynamic demands of modern healthcare environments. Enter the concept of internal gig pools—a revolutionary staffing model that combines the adaptability of gig work with the structure of traditional employment. This model is transforming healthcare staffing, presenting a future where adaptability, efficiency, and employee satisfaction converge. 

The gig economy, characterized by its flexible freelance work arrangements, has seen a meteoric rise across various sectors, fundamentally altering traditional employment models. In healthcare, this shift offers a novel lens through which staffing strategies can be reevaluated and optimized. The adaptation to gig economy principles within healthcare staffing is not just timely; it’s proving to be a synergistic match that brings with it a host of benefits aimed at enhancing operational efficiency, employee satisfaction, and patient care.

Mental health is a vital component to any workforce, but especially in high-stress environments such as ones found in the healthcare industry. Since May is Mental Health Awareness Month, and so much emphasis is placed on retaining key talent, we put together some data on the state of stress in healthcare, the toll it can take on a workforce, and what organizations can do to better support their employees' wellbeing.

The advent of the gig economy has revolutionized the way organizations think about work, offering flexibility and autonomy that traditional employment often lacks. This shift has permeated various industries, with healthcare being no exception. The unique demands and stresses inherent in healthcare make the sector ripe for the benefits the gig economy can offer. Adapting gig economy principles to healthcare staffing strategies presents a forward-thinking approach to addressing some of the most persistent challenges in healthcare delivery and workforce management.

In the healthcare sector, retaining skilled nurses is as crucial as attracting them. While competitive pay and benefits are essential, they are no longer the sole factors keeping nurses loyal. In the contemporary healthcare environment, strong company branding has emerged as a pivotal retention tool that transcends traditional incentives. This blog delves into how effective company branding can lead to higher nurse retention rates, fostering a sense of pride, belonging, and alignment with the organization's values and mission.

Introducing Paula Holbrook, Senior Vice President of Financial Operations and Accounting at HWL. With over 15 years of leadership experience, Paula is a transformational leader renowned for her expertise in driving continuous improvement and optimizing critical business processes.

Sourcing talent in the healthcare industry has proven to be a tricky endeavor for facilities big and small. Between talent shortages, an aging baby boomer generation increasing demand for health services, and a large portion of the workforce reaching retirement age, recruiters have had their work cut out for them for quite some time. In fact, an estimated 900,000 registered nurses intend to leave their positions by 2027 due to burnout, stress, and retirement.

In the competitive healthcare landscape, attracting and retaining top talent goes beyond offering competitive salaries and benefits. The strength and appeal of your company's brand play a crucial role in drawing in the right candidates and fostering long-term loyalty among existing staff. This blog explores how effective company branding can be a powerful tool for employee retention and attraction, turning your brand into a magnet for talent and a catalyst for loyalty. 

Over the last several months, much has been discussed about the state of staffing, how certain segments are contracting significantly, and the overall shifting landscape. The one major area of expansion though is the physician and provider space. From the latest by SIA, we are seeing continued locum tenens growth with 27% in 2022, 12% in 2023, and a projected incremental growth in 2024 of an additional 7%.

In today's fast-paced healthcare environment, agility is not just a buzzword—it's a critical strategy for success. The ability of healthcare organizations to quickly adapt to changes, whether in patient care demands, technological advancements, or unexpected crises, hinges practical the agility of their workforce. An agile workforce is characterized by flexibility, resilience, and a proactive approach to change. This blog explores effective strategies for creating an agile workforce in healthcare, ensuring organizations can meet the evolving needs of their patients and the industry at large.