This is the second in a series of posts on how automation in healthcare improves contingent talent management (CTM) by accurately and efficiently handling basic and repetitive tasks so your recruiting team can work on activities that require their unique skills and expertise.


Contingent staffing is a business of timing. And in a highly competitive environment where demand is outstripping supply, seconds count.

That’s why more healthcare organizations are deploying automation in their applicant hiring systems.

When the process is automated, your team can focus more time on relationship-building, which is vital because it’s those relationships that give you a competitive advantage. Let’s face it, people in healthcare are relationship-driven people; otherwise, they wouldn’t be in there. They want to work with an agency that values human interaction as much as they do.

When your recruiters have a personal connection with applicants – via phone calls or texts – they want to work with you as opposed to your competitors. And your clients benefit because your team has an easier time encouraging applicants to take shifts or travel assignments.

Automation Eases 5 Major Contingent Talent Management Pain Points

Deploying automation empowers healthcare HR teams to address five operational pain points:

  1. Onboarding & Credentialing: Automated and configurable compliance management enables you to set rules the software uses to automatically determine if an applicant has the necessary credentials. If someone doesn’t meet the criteria, the system alerts recruiters in almost real time so they can contact the applicant and seek a resolution.
  2. Applicant Drop-Off: A lengthy, complicated process increases applicant drop-off by overburdening the applicant. A two-step process that separates application from onboarding makes it easier for potential staffers to complete each step.
  3. Customization: You need a credentialing process that can be customized to the type of person you’re seeking – one size definitely does not fit all. A solution that enables you to tailor documents to be relevant to the specific experience, certifications and licensure you seek. This seems obvious, but many systems default to a standard set of forms. You wouldn’t ask a PT if they have ACLS certification – because of course they don’t – but you would ask that of an ER nurse.
  4. Mobile Functionality: Without a good mobile application, you’re not even competing anymore. You can’t get anybody to fill out an application to do a test or fill out a skills checklist or sign a document electronically unless it’s on their mobile device.
  5. Multi-Channel Recruitment Marketing: Look for a solution that automatically posts orders where prospective applicants will see them: job boards, your own jobs website, Indeed and LinkedIn.

Using an applicant hiring platform that leverages automation decreases time-consuming manual data entry, increases accuracy which lowers time spent on corrections, and gets applicants through the process quickly. In a business of minutes, you can’t afford to waste a second.


Learn more about contingent talent management and using automation to get better results.

About Manny Gagliardi

Manny Gagliardi is general manager, TM at HealthcareSource. An 11-year veteran of the USAF working in both emergency medicine and military recruiting, he began working in the healthcare staffing industry in 1990 as travel recruiter and over a 15-years span held executive positions in several staffing companies. Having always supported the utilization of technology in staffing, he joined a small startup offering SaaS software solutions to the healthcare staffing market in 2002, which he guided to become one of the most utilized healthcare staffing platforms in the industry today.