Today’s Healthcare Workforce
Transcript of Today’s Healthcare Workforce
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Today’s Healthcare Workforce Growing Challenges & Creative Solutions
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Introductions
Janet Elkin President and CEO, Supplemental Health Care
Tanya Tesseyman Vice President, RPO Division, Supplemental Health Care
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Agenda
2014 Workforce Dynamics Major forces impacting today’s healthcare workforce
Thinking Outside the Hiring Box
Creative approaches to workforce solutions
Case Study: Recruitment Process Outsourcing
Making a Difference at a Texas Hospital
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2014 Workforce Dynamics Major forces impacting today’s healthcare workforce
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Workforce Impact
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More People, More Need
United States Census Bureau
2020 Population Projection: 334,000,00
Cumulative Population Increase: 16,000,000
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The Aging of America
Increase in Age 65+ Population
Increase 2010 to 2020
Age 65+ Use up to
More Healthcare Services
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ACA Impact:
32,000,000
65+ Population Growth Impact:
18,826,920
ACA Impact
Population Growth Impact:
16,000,000
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Nursing by the Numbers
1,345,000
2013
2,600,000
Exits
495,000
2020
3,450,000
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Physicians by the Numbers
416,300
2013
725,000
Exits
250,000
2020
851,300
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Thinking Outside the Hiring Box Creative approaches to workforce solutions
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New Perspectives & Changing Conversations
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Float Pool Management
Managed Services Provider
Recruitment Process Outsourcing
Emerging Workforce Strategies
People • Process • Technology / Single Point of Contact
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Float Pool Management • Manage internal and external resource pool
• Free up external resources from manual scheduling
Emerging Workforce Strategies
People • Process • Technology / Single Point of Contact
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Managed Services Provider • Vendor management for staffing vendors • Typically facilitated by a VMS technology
Emerging Workforce Strategies
People • Process • Technology / Single Point of Contact
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Recruitment Process Outsourcing • Focus exclusively on full time hiring
• Partial or full process scope
Emerging Workforce Strategies
People • Process • Technology / Single Point of Contact
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Recruitment Process Outsourcing Making a Difference at a Level I Trauma Center
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Case Study – Texas Public Hospital
CLIENT SITUATION
• Large public “safety-net” county hospital • Ineffective recruiting and hiring processes and technology • Hundreds of open clinical and non-clinical positions
OUR SOLUTION
• Implemented a system-wide, end-to-end RPO Program • Dedicated on-site support team for account management, candidate coordination and
daily interaction • Implemented extensive recruiting campaign • Established integrated technology support platform across multiple ATS • Worked with hospital personnel to streamline hiring process
PROGRAM RESULTS
Program went live 2 weeks after contract execution and received following first-year results: • 500 hired (and counting) – hires included clinical and non-clinical skill sets • 75% reduction in temporary labor spend • 65% reduction in cost-per-hire vs. traditional placement services • Improved hiring processes have reduced average time to hire by over 50% • Customized reporting based on program goals
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Questions & Discussion