While some creators of staffing software for healthcare or similar staffing technology rely on outside agencies to help cover open shifts for their client hospitals or healthcare facilities, this is by no means a requirement. In fact, it is entirely possible to create and manage a float pool consisting of only a facility’s full-time, part-time and per diem employees. But what is the best workforce management software to accomplish this goal?

<h2>Is a VMS Platform Myth Preventing Your Hospital From Cutting Costs?</h2>


 At the height of the COVID-19 pandemic, many nurses discovered a lucrative new
 career option: travel nursing. As the disease surged in city to city
 nationwide, hospitals would find themselves suddenly overwhelmed with patient
 counts they had never experienced before. In a bid to compete for supplemental
 staff in a market already facing shortages before the pandemic arrived, many
 hospitals found themselves paying upwards of $10,000 or more per week for
 travel nurses.



 In the months since the World Health Organization declared an end to the
 global Public Health Emergency for COVID-19, hospitals are facing a new
 dilemma: a significant number of nurses discovered they liked the flexibility
 – and the high salaries – they enjoyed during the pandemic, and left their
 full-time staff positions to travel full-time. What some hospitals are
 observing, however, is that many of these healthcare professionals are not
 “traveling” at all. They are simply accepting travel nurse positions in
 neighboring facilities to take advantage of higher salary options. This is has
 caused some facilities to
 <a
 href="https://www.beckershospitalreview.com/workforce/new-york-health-system-bans-local-travel-nurses.html?origin=BHRE&&utm_source=BHRE&&utm_medium=email&&utm_content=newsletter&&oly_enc_id=0816A8465878B4T"
 target="_blank"
 >stop hiring travel nurses who live within a 50-mile radius</a
 >
 of their workplace. The relatively high cost of depending on travel nurses to
 fill coverage gaps has proven to be utterly unsustainable.


<h2>
 Can Healthcare Staffing Software or Similar Technology Lower Staffing Costs?
</h2>

 In an effort to create internal float pools or internal resource pools to help
 address coverage gaps and reduce costs, many hospitals healthcare executives
 are wondering if a workforce management platform or talent management system
 could address these issues. These tools can help hospitals create automated
 scheduling that allows a preselected and pre-qualified group of clinicians to
 choose extra shifts they are available to work before gaps in coverage occur.
 However, some hospitals are hesitant about choosing a vendor management
 platform because of a common misconception that it requires the use of agency
 staff.


<h2>
 Myth: All Vendor Management Platforms Rely on Agency Staff to Fill Coverage
 Gaps
</h2>

 While some creators of staffing software for healthcare or similar staffing
 technology rely on outside agencies to help cover open shifts for their client
 hospitals or healthcare facilities, this is by no means a requirement. In
 fact, it is entirely possible to create and manage a float pool consisting of
 only a facility’s full-time (FTE), part-time and per-diem employees. But what
 is the best workforce management software to accomplish this goal? The current
 industry standard is to use a VMS platform.


<h2>How to Choose the Right VMS System to Create and Manage Your Float Pool</h2>

 Vendor management systems (VMS) are currently the most sought-after technology
 for hospitals and healthcare facilities seeking to both create and manage a
 float pool or internal resource pool. While many options are currently
 available in the marketplace, if your priorities are to cut costs and reliance
 on outside agencies, make sure the workforce management software you select
 features the following capabilities at a minimum:


<ul>
 <li>Ability to create and manage your float pool</li>
 <li>Mobile app for staff to self-book shifts</li>
 <li>
 Radius rules that lock down orders to providers within a customized area
 </li>
 <li>
 Workforce analytics software to monitor key metrics and make data-driven
 decisions
 </li>
 <li>
 Predictive analytics to anticipate staffing needs based on volume to
 minimize under/over staffing situations
 </li>
 <li>
 Global transparency into your workforce and compliance details down to the
 individual level
 </li>
 <li>Scheduling tool for immediate and forward planning</li>
 <li>Helps optimize staffing levels based on patient demand and workload</li>
 <li>White-labeled technology with your organization’s specific branding</li>
</ul>


 Intellify Talent Solutions is pioneering an effort to help hospitals regain
 control of their staffing capabilities and reduce costs by using its flagship
 technology product, IntellifyTM vendor management system. Contact us today for
 a quick demonstration of how Intellify could simplify your processes, reduce
 your costs, and create happier and healthier clinicians and patients.

Is a VMS Platform Myth Preventing Your Hospital From Cutting Costs? 

Is a VMS Platform Myth Preventing Your Hospital From Cutting Costs

We are witnessing rapid changes within the healthcare industry

Technology for the Modern Workforce﻿Eric Christenson, SVP Intellify SolutionsWe are witnessing rapid changes within the healthcare industry. COVID exposed significant gaps in the workforce, altering the healthcare landscape by creating high demand for staff with short supply, spiraling hospitals into cost containment challenges that still exist even three years later. They must rethink their workforce models and staffing strategies to be viable and effective in delivering optimal patient care.Hospitals are racing to overcome industry obstacles, from increased staffing demand, burnout, and supply chain issues, to antiquated technologies and systems and more. But what we are seeing are merely temporary fixes.There is a lot of fear and distrust in the market and hospitals are overwhelmed. A market-wide lack of transparency prevents them from knowing whether they are getting the best rates or the best clinicians when they outsource staff. It should be the other way around. Hospitals should have control over their workforce programs and should be working with a partner that is looking out for them. It is time for hospitals to take back control of how they are managing and deploying their staff. This presents an opportunity to uncover, develop and execute systemic long-lasting solutions that can aid our nation’s workforce and transform the way we currently operate on a foundational level. The sooner our healthcare institutions adapt and evolve business operations to embrace data, analytics, intelligent insights, and modern technology the better.So, how do we equip our hospitals with transformative solutions?Current staffing and vendor management systems rely on technologies that were developed decades ago. The answer is not simple, but it begins with understanding and meeting the industry where it currently stands.Our mission at Intellify Talent Solutions, Cross Country’s in-house technology company, is to partner withhealthcare organizations to optimize their workforce ecosystems by offering innovative, tech-enabled solutions and services that span the employment lifecycle. We recently launched our flagship product, Intellify, a simple yet powerful business intelligence-enabled digital platform that facilitates the effective management and movement of people within and across organizations.We meet organizations where they are and take them where they need to be with leading-edge technology to address their unique labor challenges and conditions. Whether it is a standalone solution, a data-driven technology platform, full vendor-neutral program management or a hybrid solution with custom add-on technologies and capabilities to streamline and optimize:<ul><li>Compliance, and making sure that it matches requirements.</li><li>Billing requirements, where the AR and AP are seamless.</li><li>Integration points, and what they need to be as successful and lean as possible.</li><li>Suppliers, and making suggestions based on the current supply panel.</li></ul>Intellify is an innovative system that utilizes Microsoft® PowerBI® to provide reporting-first analytics. It was built with data at the forefront to help hospital administrators make informed decisions, as opposed to other existing systems that implement reporting as an afterthought. Microsoft® PowerBI® presents data in a visual way, which allows users to look at their data and make quick decisions, without having to manually compare spreadsheets and crunch numbers.For example, the compliance and hiring process, which is typically the lengthiest, is easier and more streamlined, shortening the timeline from application to start date. It allows clients to see every step of the compliance process with full transparency that has not been available in the marketplace until now. Instead of having to be informed that, for example, a candidate has not completed a drug test on time, this information is clearly visible on the client’s customized dashboard, at the individual or global level. It is very insightful, and it is right there.In my view, the healthcare industry is going to become, and must become, much more technologically savvy. I think we will start to see more clinician involvement in the process, harmonizing external workforce partners, clinicians, and hospitals on the same sheet of music. Over time, through mobile apps, AI and more, clients will be able to directly source a candidate instead of having to go through an external partner or agency, increasing efficiency and cost effectiveness.Intellify empowers end users with innovative technology that combines data insights and transparency to help simplify workforce decisions and contain expenses from day one. Whether you are the CFO at a hospital or a nurse manager running a unit, you have a clear, direct snapshot of the people and processes you manage. It is not a silver bullet or one-size-fits-all solution—but it is a giant step in the right direction toward putting our hospitals back in control, as they should be.

Technology for the Modern Workforce

Hospitals and health systems are under unprecedented financial constraints

By: Julie Dey, Vice President, Account Management &amp; Supplier
 Partnerships · Cross Country Healthcare


 Hospitals and health systems are under unprecedented financial constraints.
 According to a 2022 report from the
 <a
 href="https://www.aha.org/system/files/media/file/2022/09/The-Current-State-of-Hospital-Finances-Fall-2022-Update-KaufmanHall.pdf"
 rel="noopener noreferrer"
 target="_blank"
 >American Hospital Association</a
 >, expenses are significantly elevated from pre-pandemic levels, and many have
 incurred serious financial losses in 2022 relative to pre-pandemic levels.


 To make matters worse, many of these institutions are in decision
 fatigue—keeping the status quo instead of addressing workforce shortages,
 supply disruptions, and rising expenses head on, and it's costing them
 millions of dollars. If data-driven decisions aren’t made, the cost of doing
 nothing can be significant. Without the sophisticated use of data, a hospital
 – big or small – will spend anywhere from eight to 10 percent more right off
 the top.


 Where do hospitals turn for solutions? How can they address the challenges
 driving financial distress?


 There are many areas where data, analytics and modern technology like
 artificial intelligence can drive positive cost outcomes, including workforce
 and vendor management, billing, and supply chain. A key success factor is
 being able to access and use that data in a meaningful way across the
 organization at all levels. We recently introduced a new technology-enabled
 platform that does just this. The Intellify vendor management system takes
 data and serves it up in a way that is digestible and easy to use, no matter
 how experienced you are looking at data analytics, to help health systems
 streamline their operations on many levels.


 Another key differentiator with Intellify is that it’s not just a software
 offering – it’s a partnership.


 With Intellify, we don’t simply integrate a platform and leave it to the
 hospitals to figure it out. We are a total workforce solutions partner. We put
 hospitals in the driver’s seat, and we are in the passenger seat with the map.
 We help to guide them as much or as little as they want to make informed
 decisions for their workforce. We are not going to fix it overnight, but we
 move quickly to get cost containment as soon as possible.


 Here is a tangible example. One area that is inarguably a pain point for many
 hospitals is staffing—and it’s an area ripe for innovation. Dependence on
 temporary staffing has skyrocketed during and following the COVID-19 pandemic.
 During the Omicron surge (January and February 2022), the 7-day average of
 hospitals reporting critical staffing shortages peaked at 22 percent during
 mid-January 2022, according to the 
 <a
 href="https://aspe.hhs.gov/sites/default/files/documents/9cc72124abd9ea25d58a22c7692dccb6/aspe-covid-workforce-report.pdf"
 rel="noopener noreferrer"
 target="_blank"
 >Assistant Secretary for Planning and Evaluation</a
 >
 . Temporary staffers are undeniably necessary and an integral part
 of our industry, but hospitals now need to manage the utilization of both
 temporary and permanent staff in a more strategic way. Data, analytics and
 technology hold the key.


 For example, a big cost driver for hospitals remains the underutilization of
 current employees. We can help look at each unit, each shift, and then only
 use temporary staffing when absolutely needed. Intellify can help streamline
 and drive efficiency in cost savings in temporary, per diem staff. It does
 this by using data and analytics to improve two primary programs: per diem and
 the internal resource pool.


 The internal resource pool is essentially per diem for the clinicians that are
 employed by the hospital. In today’s gig economy, we often see call-offs or
 open shifts that pop up and require coverage. In these instances, the hospital
 will have an available pool of talent that can range from full-time employees
 to employees who are seeking overtime and so on. Intellify allows hospitals to
 manage these vacant shifts and fill them internally first before seeking
 temporary staff. This will begin to solve for cost containment and excessive
 reliance on temporary staffing.


 How do you tap into that mom of three that wants to pick up a couple of shifts
 a month and wants to maintain her active license? Those are the people that we
 need to utilize. We have an opportunity to use recruiting methods using data
 that can even ultimately help us get more healthcare professionals back to the
 bedside. This is all done in partnership with hospitals based on their
 specific market, demand, and needs.


 There are tools available to help institutions manage their challenges, and we
 know how to help. That’s where we come in.

The Cost of Doing Nothing

Staffing at healthcare facilities across the country is complicated, time-consuming, and full of opportunities for mistakes or missteps

Staffing at healthcare facilities across the country is complicated,
 time-consuming, and full of opportunities for mistakes or missteps. The
 industry suffers from ongoing talent shortages and employee burnout, putting
 the sector into crisis mode. Healthcare organizations need to consider how to
 streamline staffing processes and build workforce agility to position
 themselves for the future. Workforce flexibility will become increasingly
 vital to driving organizational agility and resilience.


 A digital platform can provide an automated process to find, schedule and
 manage healthcare staff. Users receive valuable and meaningful data to make
 informed hiring decisions, allowing facilities to control staffing via one
 centralized platform. Work processes are streamlined, and efficiencies are
 gained, saving time and resources.


 Intellify™ Talent Solutions invested in a national study of senior healthcare
 leaders to enhance its expertise in healthcare technology by gaining a pulse
 on the current state of digital platforms in hospitals and healthcare
 facilities. We learned about the adoption, usage, strategic objectives, and
 challenges of digital platforms in healthcare organizations and their role
 within the broader technology ecosystem.i


 Forty percent of the survey participants said they currently use a digital
 platform, 31% didn't know if they did or not, and 29% said they did not use a
 digital platform. The participants cited more than 30 different digital
 platforms, ranging from sophisticated and comprehensive end-to-end systems to
 rudimentary systems based on SharePoint, Google or Microsoft.


 In our experience, a fully functional digital platform will provide visibility
 into the external workforce and deliver six core benefits, including:

<ol>
 <li>Better Insights
 
 Access meaningful real-time analytics for actionable data-driven decisions.
 </li>
 <li>Optimized Workforce Mix
 Place the right people at the right time and for the right cost.</li>
 <li>Immediate Cost Savings
 Gain control and drive down expenses.</li>
 <li>Reduce Risk
 Benefit from seamless compliance management.</li>
 <li>Unparalleled Visibility
 Use a customizable platform for complete workforce transparency.</li>
 <li>Easy and Intuitive Usage
 Use an all-in-one platform designed with the user in mind.</li>
</ol>

 To learn more, download the white paper by visiting
 <a
 href="https://cdn.builder.io/o/assets%2Fed97272f3c9547a99e973e31783ac20c%2Fc32a8f32396e420ca5b6c433dc1c4474?alt=media&amp;token=46675258-84b2-4bc6-9f3a-154a7d3108eb&amp;apiKey=ed97272f3c9547a99e973e31783ac20c"
 rel="noopener noreferrer"
 target="_blank"
 >LINK</a
 >.

<hr>

 iThis national
 survey was conducted with 153 senior administrators, IT personnel and other
 roles responsible for the selection, implementation and/or use of a digital
 platform at large hospitals, clinics and other types of healthcare facilities
 that hire healthcare staff. The online interviews were conducted from December
 14, 2021, to January 6, 2022, by Bredin, an independent market research
 company located in Boston, MA, using a National Web Panel.

Seven Reasons Why a Digital Platform is Needed Now

Staffing management in a robust healthcare system is complicated, time-consuming, and fraught with opportunities for mistakes or missteps

Staffing management in a robust healthcare system is complicated,
 time-consuming, and fraught with opportunities for mistakes or missteps.
 However, with staffing shortages and employee burnout at an all-time high,
 healthcare organizations need to streamline processes and increase workforce
 flexibility to position themselves for the future and ensure their survival.


 A digital platform can provide an automated process to find, schedule and
 manage healthcare staff. Users receive valuable and meaningful data to make
 informed hiring decisions, allowing control of staffing via one centralized
 platform.


 Intellify™ Talent Solutions invested in a national study of senior healthcare
 leaders to inform its expertise in healthcare technology by gaining a pulse on
 the current state of digital platforms in hospitals and healthcare facilities.
 We learned about the adoption, usage, strategic objectives, and challenges of
 digital platforms in healthcare organizations and their role within the
 broader technology ecosystem.i
 Forty percent of the respondents said they were currently using a digital
 platform.

Systems deliver security and efficiencies

 When asked what they liked most about their current digital platform, the
 survey participants said security of data (57%), improved processes and
 efficiencies (49%), and reduced time to fill (38%) as the top three benefits.


 What do you like most about your current digital platform?

<table>
 <tbody>
 <tr>
 <td>Security of data</td>
 <td style="width:25%;">57%</td>
 </tr>
 <tr>
 <td>Improved processes and efficiencies</td>
 <td>49%</td>
 </tr>
 <tr>
 <td>Reduced time to fill</td>
 <td>38%</td>
 </tr>
 <tr>
 <td>Complete workforce visibility</td>
 <td>36%</td>
 </tr>
 <tr>
 <td>Ability to make more informed and better business decisions</td>
 <td>31%</td>
 </tr>
 <tr>
 <td>Risk mitigation</td>
 <td>31%</td>
 </tr>
 <tr>
 <td>Credential compliance management</td>
 <td>23%</td>
 </tr>
 <tr>
 <td>Access to better quality talent</td>
 <td>21%</td>
 </tr>
 <tr>
 <td>Candidate tracking</td>
 <td>21%</td>
 </tr>
 <tr>
 <td>Lower recruitment and hiring costs</td>
 <td>21%</td>
 </tr>
 <tr>
 <td>Usable analytics/interactive dashboards</td>
 <td>21%</td>
 </tr>
 </tbody>
</table>

 Enhanced procurement cycle visibility 20% Supplier performance management and
 consolidation 16% The most common tasks completed with the survey
 participant's current digital platforms included viewing activity (61%),
 processing reports (43%), and confirming candidates (41%). Other frequent
 tasks included viewing analytics/financial data, approving requisitions,
 approving invoices, entering requisitions, approving timecards, and
 reconciling invoices.

Helpful analytics make systems easier to use

 A digital platform can deliver a range of helpful and specific analytics that
 provide ease of use. Some of the most beneficial analytics cited by
 respondents included:

<ul>
 <li>Custom reports</li>
 <li>Data analytics</li>
 <li>Invoicing/bill paying</li>
 <li>Risk management</li>
 <li>Usable data</li>
 <li>Compliance</li>
 <li>Costs</li>
 <li>Data security</li>
</ul>

 When asked what specific analytics participants would like from their digital
 platforms that are not currently being delivered, they said they would like to
 see key performance indicators (31%), spend tracking (26%), and supplier
 scorecards (25%) as the top three areas of need.


 Respondents cited the most important functions when working with a digital
 platform were ease of use, followed by data security, access to qualified
 candidates, reporting, compliance, and tracking.


 A robust, automated digital platform will find, engage and manage the labor
 force, and provide the following six benefits:

<ol>
 <li>Better insights</li>
 <li>Optimized workforce mix</li>
 <li>Immediate cost savings</li>
 <li>Reduced risk</li>
 <li>Unparalleled visibility</li>
 <li>Easy and intuitive usage</li>
</ol>

 To learn more, download the white paper by visiting
 <a
 href="https://cdn.builder.io/o/assets%2Fed97272f3c9547a99e973e31783ac20c%2Ff5cc0e6846b948cdb3e658d80cad1564?alt=media&token=885786c9-73a6-4823-b4c8-eb2c7bc42ecb&apiKey=ed97272f3c9547a99e973e31783ac20c"
 rel="noopener noreferrer"
 target="_blank"
 >LINK</a
 >.

<hr />

 iThis national
 survey was conducted with 153 senior administrators, IT personnel and other
 roles responsible for the selection, implementation and/or use of a digital
 platform at large hospitals, clinics and other types of healthcare facilities
 that hire healthcare staff. The online interviews were conducted from December
 14, 2021, to January 6, 2022, by Bredin, an independent market research
 company located in Boston, MA, using a National Web Panel.

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