healthcare onboarding orientationStaffing agencies help organizations in varied industries operate by placing contingent talent during staffing shortages, peak seasons, and more. However, in healthcare, staffing agencies are charged with placing the absolute best talent in the right position at the right time. After all, healthcare workers impact the patient or resident experience and outcomes. As such, we looked at how you can ensure you’re confident about your approach to healthcare contingent talent management.

For example, robust technology that allows for seamless background and reference checks, as well as competency and skills management, can help you better understand your candidates’ capabilities so you can match them to the right positions at the right time.

Here are three ways you can up-level your approach to contingent talent management.

#1 Go Beyond Credential Verification When Assessing Candidates

While it is critical to ensure your contingent candidates posses the required licensures and certifications to fill a requisition, it’s also important to take the next step and assess their skills and competencies. You need to ensure your contingent candidate has the proper clinical and behavioral skills to excel in the position at hand. Assessing a candidate’s clinical and behavioral skills will ensure that they mesh well with the permanent team on staff and will be able to provide the highest level of patient or resident care at that particular organization.

#2 Use Technology to Streamline the Vetting Process

Verifying contingent talent can be a long, complex process, but the right technology can help you streamline this process so you can place the right talent in the right roles, faster. Staffing agencies that leverage digital solutions to perform candidate checks — from background screening to licensure verification — are able to more quickly place talent. What’s more, leveraging a digital solution to streamline your verification process also helps you when it comes time for an audit. Storing candidate information in a comprehensive storage and retrieval system makes visits from the Joint Commission go much smoother as all your information is available in one system.

#3 Use Behavioral Competencies to Place Talent in the Right Teams

Placing temporary talent in a team of permanent staff always brings its own set of challenges. For instance, will the contingent talent mesh well with the rest of the staff? If the temporary employee doesn’t relate well with the team, will this degrade patient or resident safety? These questions are important to consider and can be answered when staffing agencies use behavioral competency assessments to show provider organizations the competencies that make their contingent candidate a good cultural and team fit for the position.

These are just three ways you can start to think differently about your approach to contingent talent management. For more advice and insights, download our whitepaper, “Building a Competent and Compliant Contingent Talent Workforce in Healthcare.”


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Diana Bishop

About Diana Bishop

Diana Bishop is the Content Marketing Manager at HealthcareSource. In her role, she develops and optimizes content for healthcare talent management professionals. She has been writing and developing marketing strategies for the B2B tech space for much of her career. Before getting into content, she attended Keene State College in New Hampshire where she studied English literature and creative writing. Besides writing, Diana loves art and graphic design and tries to make time for these hobbies in her free time.