Healthcare systems and their Managed Services Providers (MSPs) stand at a critical juncture. The directive is straightforward—adapt, innovate, and take the lead. This moment presents an opportunity to transform how we manage our workforce. Simply getting by is no longer enough.
The challenge healthcare organizations face is difficult, but they can overcome it. Old ways of managing teams, which were often inflexible, are now outdated. The key to effectively managing people focuses on three important areas: planning, acquisition, and deployment. These are the critical building blocks for creating a lasting and successful team.
Talent Planning: The process of combining corporate objectives and workforce data to strategically access all forms of talent engagement and develop a holistic, long-term, and proactive approach to anticipating current and future hiring needs.
Talent Acquisition: The ongoing processes related to attracting, sourcing, recruiting, and hiring (or placing) talent within an organization. This includes elements of employer branding, outreach, networking, supplier selection, and relationship building with potential candidate communities to continually build and enhance the talent pool for an organization.
Talent Deployment: The technologies that automate and streamline talent planning and acquisition processes and are used to deploy talent across your organization. This includes human resource information systems (HRIS), enterprise resource planning (ERP), applicant tracking systems (ATS), job boards, predictive scheduling systems, vendor management systems (VMS), and mobile candidate engagement applications.
(Lexicon of Global Workforce Solutions-Related Terms, Staffing Industry Analysts, 2023)
Historically, healthcare organizations have operated in a reactionary staffing approach to ensuring patient care coverage. This has led to many costly consequences. Yet, deep challenges exist when trying to bridge talent planning to talent acquisition to create a more proactive approach to workforce management. This isolated approach has resulted in fractured processes, elevating costs, and diminishing the overall candidate and employee experience. More critically, it's led to a lack of "systemness"—a unified, cohesive strategy to talent management that transcends individual department efforts. The absence of this congruence, particularly when engaging contingent labor, adds another layer of complexity and inefficiency.
However, a meaningful paradigm shift is underway. Health systems that recognize and act upon the interconnected nature of talent planning, acquisition, and deployment, encompassing both core and contingent labor, are setting new benchmarks in sustainability. They're crafting workforces centered around quality patient care, marked by their robustness and alignment with long-term organizational health.
The landscape of healthcare is inherently dynamic and challenging. Amidst these complexities, adopting a visionary approach to talent management is not merely advantageous—it's imperative.
The path toward a sustainable workforce future in healthcare is multifaceted, requiring a concerted effort from MSPs and healthcare organizations alike. It demands a departure from conventional practices, urging a move toward more integrated, strategic approaches to talent management.
With AMN Healthcare as your partner, you're not just navigating the currents of change—you're leading the way, shaping a resilient and sustainable future for your workforce management. Together, we can transform challenges into strategic opportunities, ensuring a thriving healthcare system for generations to come. In this era of continuous evolution, the question is not whether we can afford to transform but whether we can afford not to. The time for action is now. Fill out the form to schedule a consultation so we can chat through custom tailored solutions to fit your needs.
Healthcare Managed Services Program (MSP) | AMN Healthcare