• Recruitment Solutions

    • Recruitment Solutions

      At Hueman, we realize that every person isn’t the same and neither is every business. We learn what makes your business unique, and then build a personalized RPO solution perfect for your business.

      • Total Talent
        We serve as your end-to-end talent acquisition solution, allowing your internal HR team to focus on their core areas of responsibility.
      • Enterprise RPO
        Outsource your recruitment process to our experts, ensuring you meet your hiring goals with quality, value-matched candidates.
        The best solution for those looking to augment a portion of your talent acquisition process.
        We have qualified and trained recruiters ready to supplement and support your hiring needs.
        Often referred to as permanent placement, we can help with your on-demand hiring needs.
        Grow your business through employment brand and digital talent marketing solutions.
  • About

    • RPO Stories Hub

      At Hueman, our story is about creating positive, people-centric experiences—and we write a new chapter every day.

      Learn More
      • Our Story
        At Hueman, we love what we do, and every day, we do everything possible to help others find that same feeling.
        Our awards and recognitions reflect our core values, passion, and commitment to our mission.
        When you have as much experience optimizing talent acquisition programs as we do, you’ll have some stories to tell.
  • Resources

    • RPO Resources Hub

      Check out our guides, blog posts, success stories, and more—we hope you find something here today that helps you make work a better place!

      Resource Hub
      • Our Blog
        Be sure to subscribe to our blog for the latest in all things talent recruitment strategies.
      • GUIDES & TOOLS
        Our curated collection of tools comes in various mediums, from ebooks to videos.
        We bring you the latest BLS data to help you make better business decisions.

Hues & Perspectives: Improving Retention and Reducing Travelers in Healthcare

Published July 19, 2022

It’s no secret that the healthcare labor market has suffered since the start of the seemingly unending pandemic. Hues & Perspectives, a monthly virtual executive roundtable hosted by Hueman, provides a forum for leaders to discuss their day-to-day HR challenges.

Our sessions unite human resources and talent acquisition leaders from across the country to share best practices and ideate solutions.

During our latest healthcare-focused session, attendees posed and discussed the following questions:

  • How do we reduce travelers?
  • How do we retain employees who are offered high salaries and life-changing offers?
  • How do we retain recruiters?

Traveler Reduction

As the pandemic and labor shortages have exacerbated the need for staff, traveler fees have skyrocketed. This increased cost leaves healthcare leaders in a predicament: how to provide quality care while keeping the budget in check.

One attendee spoke about the implementation of a centralized float pool model as a solution to reduce dependency on traveling nurses. An established float pool model allows hospital leaders to focus on critical hires while general staffing levels remain unaffected.

If travelers are a necessity, consider establishing a department dedicated to traveler hiring. One attendee mentioned that this department helped maximize time for recruiters that hire full-time employees. The same attendee shared that local residents are excluded from traveler positions at their facilities to boost full-time staff.

Employee Retention

It is difficult to decide between making a counteroffer or having employees move on when they receive life-changing compensation offers. “This is why,” one attendee emphasized, “succession planning is so important.” When a raise isn’t possible, SHRM recommends getting creative and sharing that effective counteroffer incentives include a promotion, role transition, or a better schedule.

Attendees also addressed determining pay scales based on performance, such as a long-term incentive plan to improve employee engagement. An LTIP is “a form of a variable pay awarded for work carried out in the present but deferred to the future. It is based on performance and spread over a vesting period that runs for three to five years.” The LTIP will not devalue over time and is disbursed after a vesting period, thus improving employee retention.

Engagement initiatives and benefits were some other employee retention tactics that were addressed that continue to be invaluable to the workforce. In a survey conducted by SHRM: 61% of employees claimed benefits boosted their job satisfaction. When employees are provided benefits that enrich their personal lives, their workplace morale, engagement, and productivity are all enhanced.

Recruiter Retention

In a job market where finding recruiters is challenging, retention is a key priority. Job-seeking recruiters are looking for various components that define a good work environment. When equipped with the right tools, training opportunities, and a career trajectory for personal development, employee turnover is reduced.

Next to a great culture, employee incentives can be helpful for retaining top talent. “An incentive guide that provides defined hiring goals is another great tactic for recruiter retention,” shared one attendee. A highly incentivized employee referral program that offers a referral bonus can be an effective method for finding high-quality hires. Employees are not only rewarded for recruiting their peers, they are motivated to stay because they work with people they enjoy.

Hueman's Nurse Traveler Reduction Program will lower or eliminate your premium labor costs by filling openings with full-time employees. We leverage value-based hiring strategies, top-tier technology, and the expertise of our recruiters to find qualified nurses while saving you money.

New call-to-action

  • Topics: 
  • Healthcare,
  • Recruitment Strategy,
  • Talent Management