While technology is crucial, it’s not the only thing when it comes to running a healthcare staffing company — especially in this time of Covid. Three top executives representing some of the largest healthcare staffing firms said workers are now more concerned than ever about a company’s social position. The comments came during a final keynote panel Wednesday during SIA’s Healthcare Staffing Summit.
“We must embrace technology, disruption and transformation and make sure we are keeping up if not staying ahead,” said panelist Susan Salka, CEO of AMN Healthcare Services Inc. (NYSE: AMN). However, clinicians, internal workers and others also care about the heart and soul of a company.
“Now, all of our stakeholders and people who are wanting to trust us — and help guide their careers or fill their positions — want to know about what we’re doing in our communities. What kind of corporate citizen are we as an organization? What is our position on social injustice and Black Lives Matter?” Salka said.
Concerns include diversity, equality and inclusion, she said. Stakeholders want to know what an organization is doing both internally and externally.
Salka was joined on the panel by Kevin Clark, co-founder and CEO of Cross Country Healthcare Inc. (NASDAQ: CCRN), and Scott Beck, CEO of CHG Healthcare. SIA President Barry Asin moderated the panel.
Clark said diversity and inclusion are a focus at Cross Country, but there’s room for improvement for the industry as a whole.
“Overall, our industry has got to do better,” Clark said.
CHG’s Beck said it’s easy for clinicians to focus on whether it’s a great job or great salary during strong economic times, but now they are looking for something deeper.
“They want to be working for a company or working with a company they believe in,” Beck said. “They are looking for ways the company is demonstrating that in a community.”
Healthcare staffing is seeing other trends as well. And the executives touched on the growing importance of telehealth and the game-changer that is remote work. Beck said demand for nurses is among the highest he has seen.
Cross Country’s Clark said that while back in May it was a demand-constrained marketplace, “We’re now in a supply-constrained marketplace.”
Another trend: Healthcare professionals are changing the way they find a job and are using technology. They also seek a simple, easy candidate experience and many use their mobile phone as a job-search platform.
On the other hand, Clark said recruiters will never go away.
“There’s a role for white-glove service, for just being a nurse advocate to help with complicated details,” he said. “The definition of what a recruiter does today is going to change over time, but it’s going to still be a very important part of our process.”
AMN’s Salka says most companies either have a great mobile platform or are building one. Still, not every clinician will want a do-it-yourself program via mobile phone. Recruiters will become more career journey counselors and advisors.
One concern was clinicians who make the choice to stay home to oversee childcare or school and how that is going to impact nursing.
To help ensure companies can bring clinicians to where they are needed, Salka cited a federal bill called the Temporary Reciprocity to Ensure Access to Treatment Act. If passed, it would allow companies to more easily move nurses licensed in one state to another state where they will be able to practice.