Increasing productivity at a hospital is no small undertaking - especially given the current physician shortage impacting the healthcare industry. If there are too few clinicians available to treat patients, morale sinks, which negatively impacts productivity. But if the supply of clinicians exceeds demand, the resulting inefficiency can erode already-thin profit margins.
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.
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.
If you fail to pay attention to the workforce needs of your healthcare system, your daily operations could grind to a halt. Once that happens, many repercussions could arise, threatening the health of your high-performance organization.
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.
Here's what you need to consider:
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.
Prepare for the Toughest Time of Year
Summer can be the toughest time of year for your private practice or facility. Vacations and time off are coveted during this time, which is great for providers who are afforded the opportunity to get away and relax with the family. But this can put pressure on your facility or medical practice and other staff members covering for providers during the absences. One choice is to lower the number of patients being seen. But this can significantly affect your bottom line. Consider the following remedies to beat your summertime staffing demand.
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At VISTA we’re dedicated to being our clients’ strategic workforce optimization partner. With our deep industry expertise and exclusive locums MSP technology, we help health systems, hospitals, practices and government entities build and sustain effective workforce models that ensure patient access to care and organizational stability. Covering more than 60 specialties, we staff physicians, nurse practitioners and physician assistants to help our clients preserve revenue and maintain profitability.