VISTA Workforce Optimization

A talent strategy is one of the most powerful tools in an HR leader's arsenal. An effective talent strategy will help a hospital survive and thrive by attracting and retaining top-tier employees. But a talent strategy will never be as effective as it could be unless you optimize your workforce. Below is a look at the critical role of workforce optimization, a necessary tool for a talent strategy to truly succeed.

Patient satisfaction is inextricably linked to the financial stability of a healthcare organization. Patients have learned that they have choices in selecting their providers and have developed a low tolerance for service that does not meet their expectations.

Across all types of healthcare organizations, clinician vacancies have both direct and indirect costs. For hospitals and medical practices, physician vacancies can impact a variety of areas, including revenue, patient experience, quality of care and more. In this post, we will explore all the direct and indirect costs of these vacancies in depth. 

Not a moment too soon, optimizing the patient experience has become a top priority for many healthcare providers across the nation. As medical practices focus on providing patients with the proper level of support, the providers improve outcomes across the board.

Thanks to a variety of advanced technologies, today's organizations in all industries have access to data that can help them make informed business decisions designed to drive growth.

Cold and flu season puts a strain on every organization that requires staff in order to operate. Hospital and healthcare facilities feel this strain more than most. Sick healthcare workers are not only less efficient than well ones, but can also put vulnerable patients at risk.

Your healthcare facility, physicians, and patients all rely on the establishment of a workforce optimization strategy. 

Through this planning process, it is possible to ensure you always have optimal staff numbers needed to run your facility and care for your patients.

As an in-house recruiter, your organization relies on you to find candidates that meet certain qualifications and match your practice culture. On the national landscape, recruiters report a continued increase in the number of open requisitions each year. The mounting openings to a large degree are due to increased patient panels, augmented service markets (a byproduct of mergers and acquisitions), physician turnover, and a growing population of retiring physicians. Pressured timelines combined with a highly competitive staffing market, shallow candidate pools, and candidate ghosting*, for many of us, have sprouted a gray hair or two. Our hope is to provide renewed awareness on approaches and insight that will contribute to your continued success. With more than 50 years of collective recruitment experience, we have unveiled five key points to help you recruit more physicians now!

5 Questions You Need to Ask…

Recruiting provider talent remains a huge challenge for healthcare systems, both large and small. The recruitment process can be laborious: reviewing CVs, coordinating interviews and site visits for candidates, and negotiating contracts and salaries are time-consuming, often leaving departments short-staffed and disrupting revenue streams. That's why more and more healthcare groups are partnering with staffing companies, which can provide provider coverage in the interim, allowing recruiters the time to find the right providers for their organization.

With the arrival of summer comes vacations and the need for staffing openings to be temporarily filled. Preparation for these openings will help smooth the transition for you and your staff.