HRO Today March 2016 - 35

Healthcare Workforce Strategies
" If we fi nd our clients need a specialty, depending on
geographic areas, it can be diffi cult to attract [the right
talent], " Decker says. " A search for a specialized physician
can go for nine months or longer, so while we're working
on that [search] we can send in contingent workers to
make sure needs are fulfi lled. We are focused on both
permanent and contingent; clients can count on it
whatever the need might be. "
Furlow agrees, and notes the importance of healthcare
facilities focusing on both the long and short term to fi ll
the gap. To fi ll the gap, he recommends a combination of
long-term and short-term planning.
" We have some back-to-basics approaches that we are
starting to see more organizations take part in, " Furlow
says. " Let's remind ourselves not to forget true succession
planning and workforce planning. " He says fi lling roles
across all types of employment can help fi ll the gap: " Our
clients may need solutions across a wide array of talent
demand (MSP, Travel Nursing, Allied Health and Physician
recruiting). "
However, part of the shortage doesn't just come from the
lack of healthcare workers themselves, Decker says.
" Much stems from the great nursing shortage, but we
also found there was a real gap in leadership, in the
C-suite, " Decker says. Allied Staffi ng is working with their
clients to fi ll roles for healthcare executives along with
clinicians to ensure that the talent gap is bridged from
the top down.
MARCH 2016 | www.hrotoday.com
[35]
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HRO Today March 2016

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