What Does Stronger Economy Mean for Healthcare?

As 2010 winds to a close, it looks like the U.S. economy is finally picking up steam. Recent reports from the U.S. Labor Department, economic analysts and national payroll processor ADP all point to a strong upturn in the job market this fall. For instance, ADP reported a jump of 93,000 new private sector jobs in November, the largest gain in three years. That increase included 79,000 service jobs – including healthcare services.

What does this turnaround on the jobs front mean for the U.S. healthcare industry? One of the most important changes will be an increased competition for administrative, professional and clerical talent.  Many dedicated, hard-working individuals have been attracted to the healthcare sector in recent years because of its perceived job security and stability. While most of these employees will stay in their current positions, others may seek “greener pastures” as the economic recovery moves into business services, financial, real estate and other sectors. Therefore, healthcare organizations can expect to experience slightly higher turnover rates in the coming years.

As the nation’s employment picture gradually improves, there will also be increased competition for new hires. It will become increasingly important for healthcare organizations to enhance their recruitment strategies in order to attract top candidates. Then, those candidates must be carefully screened, tested and interviewed to be sure they are a good match for that position. In working with healthcare clients for more than 20 years, All Medical Personnel believes that effective staffing partnerships are one of the best ways to recruit and screen highly qualified candidates, allowing organizations to focus on their core businesses.  Those partnerships will become even more important in a growing national marketplace.

A Solution to the HR Training Dilemma

What’s the biggest concern for HR managers today?  A number of independent studies put training and development first on the list. A recent study showed that professionals of all ages value ongoing education, while another found training was the biggest issue, followed by retaining top performers and recruiting new talent.

Healthcare organizations also recognize the need for career training and professional development, as physicians, nurses, therapists, laboratory technicians and other personnel seek to improve their skills and broaden their horizons. Advances in medical treatments, surgical techniques, laboratory testing, electronic medical records (EMR) and communications technology are among the many reasons that ongoing training is essential for today’s healthcare professionals. However, many HR managers face a dilemma: “How can I spare a professional who provides critical services for several days of off-site training at a time when demand for our services is rising?”

Fortunately, there is a simple answer to that problem. Bring in a temporary employee to provide those day-to-day services while the physician, nurse or other professional is learning new career skills.  That’s a win-win solution that benefits both the healthcare organization and the individual professional, without disrupting care to patients or clients.  Based on our 20+ years of experience in healthcare staffing, this is a highly effective solution for the HR training and development dilemma.

How Will EMRs Change Healthcare Staffing?

With the staunch support of federal policymakers, electronic medical records (EMRs) are on their way. In the next two years, the U.S. government will be paying out billions of dollars to healthcare organizations to integrate their current medical record systems, which in many cases now include both paper and paperless applications.  There is no question that EMRs offer benefits to the physician who will be able to get a convenient, comprehensive view the patient’s medical history. It will also mean greater portability. For instance, when a primary care physician makes a referral to a specialist, it will be easier to send the patient’s chart, lab reports, radiology scans and other information to the specialist.

However, the move to EMR will be expensive for healthcare organizations. Forrester Research expects spending to reach $50 billion in the U.S. health-information market over the next two years. Most of the cost will be one-time capital investments in new hardware, applications and networking technology. That includes the time and expense of digitizing paper records. But money will also be needed to train both medical and non-medical staffers in new policies and procedures.

In addition, solo practitioners, physician groups, hospitals and other providers may find it necessary to engage healthcare staffing firms to handle the increased workload during the transition period. From our perspective, it makes sense to treat the conversion to EMRs as a short-term project with appropriate staffing.  That allows the work to be done close at hand under the organization’s direct supervision.  All Medical Personnel stands ready to assist our clients in this process.

Delivering Remote Healthcare Services

Advances in technology are creating new opportunities for North American healthcare organizations to meet growing consumer demand services in a cost-effective manner.  Digital videoconferencing services now allow specialists to “examine” patients in remote locations with the assistance of an on-site nurse or PA. Digital radiographic reports can be sent anywhere in the world with the click of a mouse. Within a few years, physicians will be able to easily review a patient’s electronic medical or health record (EMR or EHR) from office, home or hotel room.

One of the more intriguing recent developments in technology is the mobile robot – a communications device that can be operated by a professional in a remote location. In May, a California company called Anybots unveiled its QB telepresence robot, which resembles a two-wheeled Segway vehicle with a stylized “head.” It’s actually a videoconference system on wheels.  “We wanted to create a technology that allows remote workers to collaborate more fully and feel part of the team,” said company founder and CEO Trevor Blackwell in an interview at the time.

Certainly, the healthcare industry could use a mobile videoconference system in a number of ways to improve service delivery and staffing efficiency. For instance, a physician could move the robot around for 360-degree look at an injured or comatose patient in the examination room. The device could also be moved out of the patient’s hearing for a confidential discussion with healthcare personnel on site. Academic medical centers could “rent” two-way robots to physicians who want to participate in grand rounds, but cannot be physically present.  And healthcare providers, office managers and supervisors could attend staff meetings at satellite offices without the need for travel time.  And those are just a few of the applications that may become possible in the next decade.

While healthcare staffing has always been a people business, technology is becoming a key differentiator for firms like All Medical Personnel. Being able to provide customized usage reports, sophisticated compliance systems, and real-time information on the contingent workforce are valuable services for today’s healthcare organizations.  At the same time, job candidates rely on search technology to find a suitable position.

This year, staffing firms across the country are investing in information technology (IT) services, according to a recent report by Staffing Industry Analysts. In its 2010 Staffing Company Survey, firms were asked: “Over the next 12 months, what are your expectations regarding your company’s spend on:

• Technology,

• Internal staff development/training

• Marketing/advertising

• Branded materials/promotional items

• Insurance/risk management

• Job boards/career sites

• Tradeshows/conferences

First on the firms’ list was technology, followed by training, marketing and promotional items. The survey also found that firms on the professional side of staffing were most likely to increase their spend on technology this year.

All Medical Personnel is definitely among the major technology spenders. Since our founding in 1990, we have constantly invested in our database, reporting, search, compliance and communications tools to remain ahead of the technology curve.

In recent months, we have focused on updating our website, adding new services, features and functions for our clients. We understand the special training, licensing and compliance requirements in healthcare, as well as the need for skilled, motivated and productive employees – and our website reflects that knowledge and experience.

Our site also has enhanced search functions to assist physicians, nurses, laboratory technicians and other healthcare professionals search for jobs in their local communities or in different areas of the country.   We invite you to keep checking our website regularly for future developments.

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