Burnout was first coined in 1974 by Herbert Freuenberger, a psychologist, and since its first usage, burnout has continued to hold relevance in multiple industries, especially healthcare. In modern terms, clinician burnout refers to prolonged stress that causes clinicians to consistently feel mentally, emotionally, and/or physically exhausted. As you might expect, clinicians who are burned out will be more likely to quit, and if they stay, they’re more likely to receive lower patient satisfaction scores, make medical errors, and not show up to work.
Since all of these effects can make it difficult to provide top-quality care to patients, it’s essential that organizations know how to identify clinician burnout and take steps to prevent it from happening in the first place.
Physician burnout is a common issue facing healthcare organizations that can affect health outcomes and leave hospitals short-staffed. Based on a recent study published in Mayo Clinic Proceedings, close to 63% of physicians reported signs of burnout, such as depersonalization and emotional exhaustion, at least once per week in 2021.
Alongside many physicians feeling burnt out, they’re are varying rates of physician burnout by specialty. Based on an American Medical Association survey, the highest rates of clinician burnout by specialty in 2022 were:
While these numbers were likely affected by COVID-19, the level of burnout described in these statistics should inspire healthcare organizations to take action to reduce and prevent burnout.
Due to the relatively high rates of clinician and physician burnout, healthcare organizations will likely want to watch out for signs of burnout in their team. Doing so can help organizations intervene before burnout begins to significantly impact a clinician’s quality of work or cause them to quit. The three primary signs of clinician burnout include:
While spotting physician burnout is important, the best defense against burnout is to prevent it from occurring in the first place. Healthcare is a naturally stressful job, but it doesn’t mean you can’t take action to reduce stress and burnout among your clinicians. Learn more about the three top strategies to prevent physician burnout below:
If your healthcare organization consistently faces clinician burnout, the focus can often be placed on individual physicians. However, it’s better to assess if organizational factors could be contributing to physician burnout. While you can’t control a physician's mental health or attitude, you can control how much work you assign and the opportunities you provide for a greater work-life balance. For example, if your clinicians consistently work long hours, they’ll be more likely to be stressed and burnt out.
Besides ensuring you have enough staff to not overburden specific clinicians, you’ll want to consider if you offer enough opportunities for community building and professional development. A lack of mental or physical health initiatives can also contribute to increased rates of burnout. Additionally, you might want to evaluate whether poor leadership from supervisors and other leaders is negatively affecting employees. Once you’ve assessed how your organization might be contributing to clinician burnout, you can take steps to address the issues you’ve identified.
While it can be tempting to save money by hiring fewer staff members, the long-term effects of these cost-cutting measures can result in higher employee turnover and worse care. If your assessment of your organization shows clinicians being overworked, you’ll need to address it to reduce the risk of burnout.
Since it can be difficult to quickly fill permanent positions, you might want to consider hiring locum tenens or moonlighting physicians. These temporary staff members can pick up shifts and ensure your permanent physicians aren’t overworked. By increasing your staff, you can manage the workload of your clinicians more easily and give them more scheduling flexibility.
The healthcare industry comes with unique stressors that can impact a physician's mental and physical well-being. Whether it’s caring for dying patients or being so overburdened that you don’t have time to exercise, working in healthcare can take a toll on the body and mind.
As you try to combat these stressors, programs that highlight mental health and mindfulness practices can give physicians the tools they need to reduce stress. In addition to mindfulness and mental health initiatives, programs designed to improve physical wellness can assist with managing stress. Burnout can also be addressed with programs designed to help physicians connect with other staff members and build a sense of community.
If you’re dealing with physician burnout at your healthcare organization, OnCall Solutions can help. Since burnout often occurs due to over-scheduling and a lack of work-life balance, healthcare organizations can often benefit from locum tenens and moonlighting physicians.
At OnCall Solutions, we offer facility staffing services that make it easy for our clients to find and hire qualified physicians who can fill scheduling needs–whether they’re full-time, part-time, locum tenens, or moonlighting. We also help organizations avoid overburdening their HR and Operations teams by assisting with onboarding, recruiting, scheduling, and credentialing. Learn more about our medical staffing solutions today.
As a certified registered nurse anesthetist (CRNA), you have lots of options for where you can work and the money you can make. Before you begin applying for positions and negotiating your salary, it’s important to know the average CRNA salary and how various factors can affect that pay. You may also want to know the average locum tenens, moonlighting, and travel CRNA salary, as it can help you decide whether you should apply for permanent or temporary positions.
In 2024, the salary for full-time W-2 CRNAs typically ranges from $170,000 - $425,000 annually, or $81 - $204 per hour.
Remember that salaries are highly influenced by your level of experience, location, volume of cases, types of cases, and specialty.
In 2024, work as a 1099 CRNA can earn you more money than traditional W-2 full-time positions. For 1099 CRNAs, we see pay rates between $180 - $250 per hour, or $346,860 - $481,750 annually.
1099 CRNA positions often include locum CRNAs, travel CRNAs, and moonlighting positions. If you’d like to make more money as a CRNA and enjoy the flexibility of more temporary positions, you might want to consider these options. Since CRNAs in these positions are regularly used by medical facilities to fill gaps in their team or cover for staff on leave, healthcare organizations are often willing to pay very reasonable wages.
Typically, working with a staffing agency and their recruiters can help you land higher pay for locum tenens, moonlighting, and travel CRNA positions. When you reach out to an agency, they’ll take into a number of factors, such as your desired scheduling flexibility, contract length, location needs, and professional and personal goals. With this information, they can help you land high-paying positions that fit your needs.
Several factors could impact your pay as you look for a CRNA position. These include:
Location: The state and city where you work as a CRNA can significantly impact your pay. Urban areas typically pay more than rural areas, though often at the price of a higher cost of living.
Volume of Cases: Healthcare organizations with high volume will often compensate CRNAs more.
Types of Cases: Positions that require cardiac, trauma, and pediatric CRNA specialists will often offer higher compensation packages.
No Weekend and/or No-Call Positions: These positions likely will have a lower annual salary—but some CRNAs might consider that a worthwhile trade-off.
1099 Work: Travel, moonlighting, and locums CRNAS consistently make higher per-hour wages than traditional W-2 CRNAs.
Alongside the type of organization you work for, your years of experience and certifications can affect your pay and the job title you receive. Since some specialties may pay more and some CRNAs can move into management roles, you’ll want to consider how your specialty, experience, and certifications might affect your salary and advancement potential.
As a leading staffing agency for CRNAs and many other medical professionals, OnCall Solutions can help you land a CRNA position that supports your lifestyle and pay requirements. Whether you’re looking for a full-time, moonlighting, or locum tenens CRNA position, our recruiters will take the time to understand your goals and place you at one of our medical facility partners. Alongside using our nationwide network to secure positions for our CRNAs, we can assist with malpractice insurance, medical credentialing, and other HR tasks to make the transition to a new position easy.
If you’re thinking about becoming a radiologist or are a radiologist interested in learning about locum tenens work, you’re probably wondering about pay.
As you consider locum tenens positions, find out more about average radiologist salaries, the main factors that affect radiologist pay, and how much more money you can earn as a locum tenens radiologist.
According to ZipRecruiter, the average yearly pay of radiologists nationwide is $344,970 as of January 2024. In terms of hourly salary, radiologists make close to $166 an hour, and the national average for monthly pay is $28,747. While the average radiologist's salary is nearly $345,000, salaries can be as low as $50,000 and as high as $400,000 or more a year. Additionally, the national average radiologist technician salary is $95,899 as of January 2024.
Like in other healthcare positions, a radiologist’s pay will often vary based on the radiologist's educational history, who they work for (e.g., private practice radiologists tend to make more than those hired by a larger facility), and their subspecialties. Some hiring packages may also offset lower hourly rates or salaries with more comprehensive benefits packages.
Another key factor that affects a radiologist’s pay is the location where they practice radiology. For example, New York has the highest average pay, with radiologists making an average of $409,782 a year. In contrast, Arkansas has the lowest average salary, as radiologists in the state make $266,703 a year on average. This almost $150,000 difference in average pay underscores the need for radiologists to research the average pay in a state or city before they look for a radiologist position in the area.
If you're considering a career as a radiologist, you'll encounter various staffing options including locum tenens, moonlighting, per diem, and permanent placement. Each of these avenues has its own set of advantages, and choosing the right opportunity depends on factors like pay, schedule flexibility, and commitment.
Interventional and vascular radiologists earned an average hourly rate of $275 to $350 in 2023. This significant hourly pay makes these roles attractive, especially for those seeking competitive compensation. When deciding among these staffing types, consider factors such as the level of pay you're seeking, the flexibility you desire in your schedule, and your willingness to commit to a long-term position. By evaluating these aspects, you can choose the opportunity that aligns best with your professional and personal goals.
Some full-time radiologists may also want to work occasionally at other healthcare facilities in their area. In this case, a per diem radiologist can often receive an hourly rate similar to locum tenens or moonlighting radiologists.
At OnCall Solutions, we’re proud to help radiologists fill open locum tenens, moonlighting, per diem, and full-time radiologist positions. As a medical staffing partner with a team of recruiters, we’re prepared to help you find the right locum tenens radiologist position based on your desired pay, lifestyle, and location. Since we work with healthcare facilities across the country, we can quickly find a position that works for you. We can also assist with medical credentialing, malpractice insurance, and other HR tasks to ensure you can seamlessly transition into a new position.
Whether you’re a hospitalist considering ways to make more money, a facility looking to fairly compensate your workers, or a medical student interested in learning more about the industry, you need to know how much hospitalists make on average. Knowing the average pay for hospitalists and what factors influence compensation can assist with salary negotiations and guide your search for a new job, and for new job applicants.
As of 2023, hospitalist physicians in the United States make $255,115 a year on average, and the majority of yearly salaries for hospitalists range between $224,341 and $288,983. However, those in the bottom 10% of hospitalists' salaries make $196,322 a year or less, while those in the top 10% make $319,819 a year or more.
A variety of factors influence a hospitalist’s pay. For example, a hospitalist’s education and any additional certifications they’ve earned can influence their salary. As you might expect, a hospitalist who has been working longer will be more likely to earn more money than someone just starting. If you’re already working as a full-time hospitalist, you might be able to earn more money by earning more relevant certifications or taking advantage of opportunities to broaden your skills.
Another key consideration that can affect a hospitalist’s salary is location. While the average salary for hospitalists in New York is well above the average at $336,364 a year, the average salary for hospitalists in Arkansas is below the average at $218,919 a year. Due to the wide range in average hospitalist salary, it’s often best to look up state and city averages for hospitalist pay when you’re looking for a hospitalist position.
Hospitalists can also earn more pay by working as moonlighting or locum tenens hospitalists. Locum tenens hospitalists agree to work temporarily for a hospital with a well-defined schedule and role. Though locum tenens positions are only temporary, hospitalists will typically agree to work for the hospital over a specific duration of time. While moonlighting is very similar to locum tenens, moonlighting hospitalists tend to work for hospitals longer than those on locum tenens contracts, with some of these partnerships lasting for years.
In contrast, per diem hospitalists only work on an “as needed” basis for hospitals. Instead of agreeing to a long-term contract, hospitalists who work on per diem will pick up shifts here and there from local hospitals to make more money.
If you’d like to earn more money as a hospitalist, moonlighting and locum tenens positions can help. For example, full-time locum tenens or moonlighting hospitalists tend to earn more money a year than permanent hospitalists. While some hospitalists prefer to work locum tenens jobs full-time, you can still work as a permanent hospitalist and take per diem jobs on the side. These side jobs tend to pay well and allow you to make more money on top of your regular hospitalist job.
In December of 2023, the average locum tenens physician salary was $308,331 a year, according to ZipRecruiter. Based on this average salary, locum tenens hospitalists make close to $50,000 more on average than permanent hospitalists.
Of course, those who only want to take on extra shifts on top of their permanent hospitalist job won’t make as much money as those working full-time as a locum tenens physician. However, hospitalists interested in per diem shifts can often earn a similar (or higher!) hourly rate than permanent hospitalists.
Since hospitals often need locum tenens or per diem staff to fill vacancies and shortages, they’re often willing to pay more to find a highly qualified physician. So, while you might not make $300,000 a year if you only pick up a few per diem shifts a month, you can still take home a good amount of pay.
At OnCall Solutions, we’re proud to help partner physicians and facilities through full-time, per diem, moonlighting, and locum tenens positions. As a medical staffing partner, we take the time to understand both the needs of healthcare professionals and facilities to help them address their needs in the most effective manner. Since we use a local model, we make it easy for hospitalists to find opportunities in their area.
Learn more about our physician staffing solutions today. If you have any questions or are ready to see how we can find open positions that fit your pay and availability requirements, please contact us.
If you hire for your healthcare organization, you know how important highly qualified emergency medicine physicians are for your emergency department, especially now when physician shortages mean doctors have a wide array of options to choose from. As you try to improve your recruitment efforts and appeal to top candidates, review the four top tips emergency medicine physician recruiters follow when finding doctors.
The best emergency medicine physician recruiters start by understanding what emergency physicians are looking for in open positions. When you’re looking for emergency physicians, remember that they’re used to a fast-paced environment. As a result, they often prefer emergency physician recruiters who are honest and direct about the job being offered. Typically, they’ll want to immediately know all about the job’s requirements and how much they’ll get paid for performing it.
Alongside wanting an honest and straightforward explanation of the job you’re offering, emergency physicians are trained to gather and react to actionable information quickly. While pleasantries are still important, it’s best to provide them with useful, specific information about the position so they can take action on it. If you can’t clearly communicate the job requirements, pay, or any other information they might want, the physician will likely move on to another facility that can answer their questions faster and more clearly.
Many emergency physicians have thousands of dollars in student debt, and an organization that doesn’t pay them what they’re worth will likely lose out on top candidates. Physician shortages also make the hiring process even more competitive, meaning emergency physicians may have multiple offers. Before you begin recruiting physicians, research how much other healthcare organizations are paying emergency physicians and the various benefits they offer them.
Once you’ve done your research, you’ll likely want to adjust your pay to meet or exceed the compensation packages offered by organizations in your area. Since emergency physicians often prefer straightforward communication that gets to the point quickly, your offer should be just as clear. However, though simple compensation packages are often preferred, remaining open to creative compensation packages can also attract candidates. Besides pay, you’ll need to revamp your benefits packages and showcase them to candidates to further separate your organization from the competition.
While higher compensation is usually a priority for candidates, many emergency physicians also want to work for an ED that prioritizes work-life balance. Emergency physicians have one of the toughest jobs in healthcare, and burnout can occur if they’re not provided enough opportunities to better balance their time at home and in the emergency department.
A healthcare organization can make their openings more attractive by offering flexibility in call schedules and scheduling. Alongside highlighting any flexibility to scheduling and work hours, you might provide mental health support, sabbaticals, and generous paid time off while also highlighting other work-life balance initiatives at your company. Many physicians will also have creative ideas about improving their work-life balance and scheduling, so being open to implementing their ideas can be a major draw for candidates.
If you’re only advertising on a couple of platforms, you’re likely not reaching many qualified candidates. Instead of limiting yourself to only using online job boards like LinkedIn or Indeed, you’ll want to start using social media platforms and targeted advertising to attract physicians. Many healthcare organizations also advertise at physician networking events and conferences, as well as medical associations’ websites. By diversifying your recruitment channels, your healthcare organization will gain more name recognition and appeal to more candidates.
Besides advertising your open positions on new channels, you may want to work with an emergency medicine physician recruiter at a facility staffing agency. These types of recruiters often maintain relationships with emergency physicians and can quickly find qualified candidates that fit your compensation offerings, workplace culture, and scheduling needs. They can also lighten your HR team’s workload by assisting with contract, credentialing, and onboarding processes.
At OnCall Solutions, our emergency medicine physician recruiters can help you find the right physicians for your organization. As a medical staffing agency with a wide network of emergency physicians, we streamline the hiring process and make finding candidates who meet your needs easy. Our local focus ensures we can find qualified physicians fast, and it makes it possible for us to eliminate or significantly reduce travel costs associated with hiring locum tenens or permanent emergency physicians. We also can assist with onboarding, contracts, and medical credentialing.
When you need to hire new physicians at your facility, the first step is understanding your staffing needs and the sort of candidates you’re looking for. With that step complete, you’ll need a recruitment plan designed to attract top physicians to your organization.
By understanding what physicians want from recruiters, you can set your recruitment efforts up for success and sign top candidates that fit your organization best.
While you attempt to improve your physician recruitment process, you need to pay close attention to what most physicians are looking for from recruiters. If you’re ready to upgrade your recruitment efforts, review the top tips you can follow to tailor your recruitment strategy to what physicians want from recruiters:
Many physicians want to continue to learn and improve while working at your healthcare facility. As a result, it’s essential to highlight career development opportunities at your organization. For instance, research opportunities, mentorship programs, sponsorships for physician conferences, and training options can all appeal to ambitious physicians who want to reach their full potential.
Alongside the need to highlight how your organization can help physicians advance in their careers, it’s a good idea to showcase opportunities for community building. Having regular community-building events and a positive culture will make candidates more willing to sign an offer for long-term employment.
This desire for community also extends beyond your facility, as many physicians like to work for organizations that prioritize community involvement. If you highlight ways your organization helps under-served patients and the local community, you’ll attract physicians who prioritize community service.
With staffing shortages affecting the healthcare industry, medical facilities must be willing to offer competitive offers to new hires. Since a shortage of physicians leads to a more competitive hiring process for healthcare organizations, you’ll need to keep track of the standard financial compensation offered to physicians in your area. By ensuring your financial compensation meets or exceeds those offered by competitors, you’ll attract far more physicians to your organization.
It’s also important to simplify your compensation packages for physicians. While some organizations offer complicated compensation models to candidates, this approach can confuse candidates and lead them to accept a clearer offer. Ensuring your compensation offers are straightforward will help to attract talent and speed up the hiring process. That being said, you’ll still want to allow for more complex compensation offers, as some candidates will have more complicated and specific asks.
Almost everyone wants a good work-life balance, and physicians are no different. After working long hours during residency, most physicians don’t want to work for an organization that will continue to make them work lengthy shifts or not offer much time off. Even if you offer generous financial compensation to candidates, many will take an offer at a lower-paying healthcare organization that prioritizes work-life balance for their existing staff.
As you prepare your offer for a candidate, your recruiter should listen closely to what the physician wants in terms of work-life balance. For example, remote work opportunities, sabbaticals, paid time off, mental health support, and scheduling flexibility can all promote greater work-life balance and attract talent.
Once you understand what perks your candidate is looking for at a healthcare organization, you can tailor your offer to give them the balance they desire.
Like most professionals, applying for open positions is not something physicians usually enjoy or look forward to. A complicated and lengthy application and interview process will frustrate applicants and raise the chances another organization can recruit them before you. Taking time to build a simplified online application system and adjusting the interview and evaluation processes to only include what’s necessary will give applicants a more positive view of your organization.
During the application process, recruiters should also be quick to respond to any applicant questions by email or phone. If your recruiter is slow to respond, the physician might be snatched up by another organization, and it can sour the physician's view of your organization.
Recruiters who quickly respond to questions about the application, interview requirements, and other aspects of the job will be more likely to land top talent.
Handling your healthcare organization’s temporary and permanent recruiting needs can be difficult when you don’t have a knowledgeable team in your corner. At OnCall Solutions, we aim to streamline healthcare organizations’ medical staffing needs by assisting with the recruitment and onboarding of locum tenens and permanent staff.
With our deep understanding of what physicians want from recruiters, we can quickly find qualified staff for your facility. Due to our local model, we can hire candidates faster and reduce or eliminate travel expenses. After recruiting staff, we can also provide operational, credentialing, and billing services to simplify onboarding and free up your team to focus on other tasks.
Learn more about our medical facility staffing solutions today. If you have any questions or want to find out more about how we become your long-term medical facility staffing partner, please contact us.
In recent years, healthcare organizations have learned the vital importance of both recruitment and retention strategies. Whether it’s finding effective candidates or reducing burnout in current staff, healthcare organizations are always looking for useful strategies to improve their staffing efforts.
As you attempt to address your facility’s staffing needs, you’ll want to know these five effective steps you should follow to build an effective recruitment and retention strategy for medical staff.
The foundation for any effective healthcare recruitment and retention strategy is understanding your current medical staffing needs. The most important areas you’ll need to focus on include:
Once you’ve gone through the list above, you’ll want to tailor your ads, job postings, and other recruitment methods to your specific hiring needs. While some think they should cast a wide net and post vague job postings, more specific job listings will cut down on unqualified applicants and attract more qualified ones. Top candidates typically want certainty and to work for an organized medical provider, so being specific in your recruitment efforts can attract these types of candidates.
Once you’ve identified your primary medical staffing needs, you’ll want to upgrade your recruitment methods and diversify your recruitment channels. Some of the top recruitment channels that can increase applicants include:
Alongside using multiple recruitment channels, you’ll want to focus on ensuring your application and interview process is streamlined. For example, healthcare organizations should have an easy-to-use online application system. Your team should also develop efficient and prompt protocols for communicating with candidates. Additionally, the interview and evaluation processes should be adjusted for simplicity and speed. By streamlining these components of the application and interview process, candidates will be more likely to complete the application and have a more positive view of your organization.
Another way you can improve recruitment and retention is to overhaul your pay and benefits. In a competitive hiring environment, companies with higher pay and more comprehensive benefit packages will often win out over other healthcare organizations. Including signing bonuses in new-hire packages can also be an effective way to attract top talent.
Improved pay and benefits packages can also reduce the risk of higher-paying organizations poaching current staff. While you’ll need to pay current staff more, it may save you money as retention cuts down on expenses related to new hire training and onboarding. You can also increase retention by offering chances to staff to take time off to attend medical conferences or complete specialized training to grow their skills. Additionally, you can show you value your current employees by offering clear pathways to promotion.
Due to the pandemic, many physicians and other medical staff began to move to telehealth for at least a portion of their appointments. Though many appointments must take place in person, allowing your team to schedule remote work when possible can be a great way to improve employee retention. Since telehealth appointments promote flexibility, medical professionals who want a better work-life balance often prefer organizations that offer them.
Since remote work isn’t possible in many positions, you can discuss with your staff any ideas for scheduling that would assist with their work-life balance. A great healthcare organization will offer creative scheduling opportunities for staff who want greater flexibility. Typically, it’s best to discuss scheduling ideas with current employees and use their ideas to provide more scheduling flexibility to them.
Staffing shortages often mean a healthcare organization’s current staff have to work longer hours to provide care to patients. While staff can handle longer shifts for short periods, they’ll eventually become burnt out, resulting in productivity losses and quitting. Fortunately, locum tenens and moonlighting staff from a medical facility staffing partner can reduce the workload on your team.
With locum tenens staff from a medical staffing partner, you can more easily fill temporary positions. Since a staffing partner will have a wide network of qualified staff and close relationships with your team, they can quickly find excellent candidates when you’re facing a staffing shortage or current staff are on leave. As a result, you can offer more PTO and other wellness opportunities to your current staff, minimizing employee burnout and improving retention in the process.
At OnCall Solutions, we’re ready to streamline the hiring process for you. As a medical staffing partner, we regularly help healthcare organizations receive locum tenens and permanent staff. Whether you need temporary CRNAs or permanent physicians, our dedicated recruiters will work with you closely to find qualified candidates who fit your culture. Alongside helping with recruitment, our team can lighten your HR team’s workload by assisting with onboarding, billing, and credentialing processes.
With telemedicine offering greater convenience and more affordable care to patients, many healthcare organizations want to increase their telemedicine offerings. Alongside the convenience and affordability of telehealth, it reduces patient wait times, decreases no-show rates, and raises adherence to treatment plans. It’s also very attractive to many clinicians who want to work from home and have a better work-life balance.
While telemedicine offers multiple benefits to patients and healthcare providers, recruiting qualified telemedicine staff has been a challenge for many providers. As the United States faces a shortage of physicians, it’s important you take steps to improve your telemedicine staffing and recruitment strategy.
Due to the advantages of telehealth, telemedicine adoption has continued to grow and remained a top priority for many providers. This continued focus on telemedicine has made the hiring market more competitive and led to many providers struggling to recruit qualified telehealth staff.
While there’s a high demand for hiring telemedicine staff, you can attract more candidates by following these five tips for telemedicine recruitment and staffing.
Before you begin hiring telehealth staff, you’ll need to understand your needs. Telemedicine can cover a variety of specialties and roles, meaning you’ll have to assess whether you need doctors, therapists, nurses, or various specialists to serve your patients best. You’ll also want to consider whether your telemedicine staff will primarily serve patients in your area or those who might need different cultural, language, or time zone accommodations. Based on your current workforce, you could need contract, part-time, or full-time telemedicine staff.
Besides defining these needs to help you find the most qualified staff, you’ll likely want to adjust your hiring criteria. Unlike in-person staff, telehealth staff will work with patients over their phone or a computer. Instead of looking for peer assessments about their abilities or bedside manner, it’s best to place a higher weight on a candidate’s “webside” manner, comfortability using telehealth technology, and ability to diagnose patients over screens. You’ll also want to look for candidates trained or certified in telemedicine.
Even when you can find qualified staff who have already worked in telemedicine, you’ll need a training system to get new hires up to speed on your telehealth technology and protocols. While you’ll want to look for those with experience or training in telehealth, many candidates may have only provided in-person care. By having a comprehensive training and ongoing support system in place, you’ll be more likely to attract more candidates and ensure they know how to provide high-quality care via telehealth.
Offering in-depth training and support for telehealth hires can also increase the chance of attracting qualified staff interested in switching to telemedicine. Since many physicians are interested in splitting their time between in-person and telehealth work, a high-quality training program can get them in the door and provide at least part-time assistance for your telehealth needs.
Many clinicians prefer telehealth work for the greater work-life balance and flexibility it tends to provide. To attract these clinicians, you can offer greater flexibility to new hires, such as allowing them to work from home and choose their own schedules. Some clinicians also enjoy a mix of in-person and at-home work, so offering a hybrid work model can attract more candidates.
Alongside highlighting your organization’s flexibility, you can provide extra incentives to telehealth staff. These incentives could include career development opportunities, additional telehealth training, competitive compensation, public recognition for their work, various benefits, and bonuses. Combining flexibility with incentives can lead to more applicants while also boosting telehealth staff retention.
Once you’ve identified your main telehealth needs, created a training system, and increased your incentives, you’ll want to focus on improving your telehealth offerings. Since a hard-to-use telehealth interface can turn patients away and make your staff’s day-to-day work more difficult, it’s essential to invest in telemedicine technology with easy-to-use features. Additionally, choosing a telehealth solution with cross-device compatibility can also improve your staff and patients’ experience, as it allows for telehealth access from mobile devices and computers.
While you can look for telehealth staff through job boards and other avenues, a telemedicine staffing partner can make recruitment and management of telehealth staff much easier. During the recruitment process, a telemedicine staffing partner should first speak with your team about your hiring needs and help you narrow down your hiring priorities. Next, they’ll use their network of telehealth professionals to help you hire clinicians who fit your needs and qualifications. Their network also ensures you can fill positions faster and receive high-quality candidates.
After they help place staff at your organization, a great telemedicine staffing partner can also assist with other key telehealth services. For example, an excellent partner can often help with your scheduling, credentialing, and billing needs. As a result, your organization can focus on other matters instead of on hiring and managing telehealth staff.
If you need help with telemedicine staffing recruitment, OnCall Solutions has you covered. With a network of over a million clinicians and physicians of any specialty, we’re a leading medical staffing partner ready to serve all your telehealth staffing needs. When you need staff, our team can assemble on-demand, custom clinician and physician teams based on your market and specialty requirements. We also offer services related to clinician oversight, malpractice insurance, billing, scheduling, and credentialing to make managing telehealth staff easy.
As many ambulatory surgery centers (ASC) face critical shortages of nurses, surgical technologists, and physicians, the importance of focused and effective recruitment strategies in healthcare has grown. With a focused medical recruitment strategy, you can attract top talent and fill open roles faster than your competition. If you’re an administrator tasked with hiring qualified medical staff for your ASC, you’ll want to review and implement these top five tips for ASC recruitment strategies in healthcare.
When you want to bring in new candidates, the biggest roadblocks to finding quality ASC staff often relate to your culture, pay, and benefits. In a competitive hiring environment, candidates will have higher expectations for their pay and benefit packages. If you haven’t updated your pay and benefits to industry standard or better, you’ll likely struggle to attract top talent, as they’ll often have higher-paying offers available. You might also consider offering flexible work hours, increased PTO, and other perks to attract talent.
Offering competitive salaries and benefits packages to ASC staff members is a great place to start, but you can take your recruitment to the next level by building a fulfilling workplace culture. For example, you could offer specialized training opportunities to grow employees' skills and provide opportunities to attend medical conferences. Whether it’s building a community at your center or offering more opportunities to staff, prioritizing your ASC’s culture will often attract better talent.
One powerful resource that successful ASCs include in their medical recruitment strategies is their current staff. When your employees enjoy where they work and feel engaged, they’ll be more likely to refer other qualified staff to your ASC. For example, employees who feel like your hospital’s leaders actually listen to them when they bring up concerns are more likely to recommend other qualified healthcare workers to apply.
You can also boost engagement by making sure your employees feel confident that your ASC is providing an exceptional experience to patients and is achieving positive outcomes. Another way to increase engagement is to have your employees submit evaluations of your ASC regularly so you can take action to fix any issues that could lead to employee turnover and put off interested candidates.
There are more ways to market open positions online than ever before. If you don’t currently advertise on online job boards and medical association sites, you’ll want to begin posting openings on them. LinkedIn, Glassdoor, and Indeed are three of the most popular online job boards, and you should always post your openings on them. You can also use targeted advertising tools to attract qualified medical staff on various social media apps.
Alongside utilizing online job boards and social media sites, you may want to attend physician conferences and networking events to find talent. Casting a wide net is crucial to medical recruitment strategies, and combining both in-person and online recruitment efforts allows you to do just that. Once you reach these candidates, ensure you have a simplified online application system in place, a streamlined interview process, and a plan for efficient communications with candidates.
While getting new employees in the door is essential when meeting staff shortages, it’s as important to ensure they’re quality candidates who can perform the work they’ve been assigned to do professionally. After all, you don’t want to hire someone only to find out that they have a track record of poor patient care or they don’t have the medical expertise to perform their duties in your ASC. For example, you might check that staff members have a medical degree from an accredited university, a license to practice in your state, and relevant position-specific certifications.
Your HR team might conduct background checks on new hires, but you can often turn to a hospital staffing partner to assist you. A premier hospital staffing partner will screen new candidates, maintain a network of highly qualified candidates, and provide you with candidates who have already passed background checks. A good staffing partner will also check that your background-check standards for new hires meet their own. If these standards are different, the partner should adjust their background checks to accommodate your needs.
Alongside assisting with background checks, hospital staffing partners can provide several recruiting services to your healthcare organization. With a hospital staffing partner in your corner, you can access their network of talent and bring them into your ASC. Since an ASC will already have a relationship with background-checked and talented physicians, nurses, and surgical technologists in or around your area, they can often fill open positions faster than if you tried to handle the recruiting all on your own.
As your staffing partner, they’ll also discuss your goals with you and connect you with potential staff members who fit your culture. When you only need to fill a temporary opening, hospital staffing partners can also provide locum and moonlighting medical staff for your facility. Regardless of whether you need temporary or permanent staff, a hospital staffing partner should have the recruiting expertise necessary to find qualified staff, freeing you up to perform other duties.
As a company dedicated to helping organizations meet their medical recruitment strategies’ goals, OnCall Solutions is ready to fill your ASC recruitment needs. Alongside providing you with qualified medical staff members, our local model reduces or eliminates travel expenses. We also provide turnkey solutions, meaning our billing, credentialing, and billing expertise can simplify your hiring process. We’re also dedicated to serving as your long-term staffing partner, and we’ll work closely with you to find staff who fit your culture and goals.
If you’re a nurse looking to work in another state or a medical administrator trying to fill open positions, you should know about the Nursing Licensure Compact (NLC). While the NLC isn’t implemented in every state across the country, it can greatly help hospitals with hiring needs and nurses looking for jobs in NLC states.
Whether you’re applying to out-of-state nursing jobs or hiring for nursing positions, it can be useful to understand what the NLC is, how nurses earn multi-state licenses through it, and where it applies.
The NLC was created by the National Council of State Boards of Nursing (NCSBN) and is an interstate agreement implemented in 2000. In 2018, the NLC was updated and is known as the enhanced NLC or eNLC. This interstate agreement enables registered nurses (RNs), licensed practical nurses (LPNs), and licensed vocational nurses (LVNs) who meet NLC requirements to practice in states that have implemented the NLC. The NLC promotes nurse mobility, access to care, and public protection through its universal standards for NLC states. It also makes it much easier and more affordable for nurses to apply for jobs outside of their current state of residence.
With a license from an NLC state, nurses can provide in-person and telehealth medical care in other NLC states without having to receive a state-specific license. Essentially, a nursing license from an NLC state acts as a multi-state license, allowing nurses to practice in other NLC states and territories.
Keep in mind that multi-state licenses aren’t national licenses, as they only enable nurses to practice in NLC states. Instead of being issued nationally, multi-state licenses are issued by the nursing regulatory body that governs the nurse’s primary state of residence (PSOR).
The phrases Nursing Compact, NLC, eNLC, and multi-state license are often used interchangeably. They refer essentially to the same thing.
A Multi-State License allows you to work in multiple NLC states besides your primary state of residence. More information below!
If you want to practice in an NLC state, you’ll have to meet the NLC’s Uniform Licensure Requirements (ULRs). These standardized requirements ensure hospitals and other medical facilities can feel confident they’re hiring someone who’s qualified for the position.
You’ll also need to qualify for these various requirements of registration, listed below.
To earn a multi-state license through the NLC, you’ll need to apply through your state's board of nursing (BON). Since multi-state licenses are issued by a participating state’s BON, the first step to receiving a multi-state license is to prove an NLC state is your PSOR. To prove legal residence, a nurse must do so with their voter registration, driver’s license, or other applicable documentation.
Alongside proving your PSOR in an NLC state, you’ll need to have a nursing license in your state of residency, and this license must be in good standing. Next, you’ll have to meet the NLC’s ULRs. These requirements include:
Your Primary State of Residence (PSOR) is essentially the state you officially consider your main home for legal reasons. It's determined by several documents, including:
It's important to note that PSOR is about your legal residency, not necessarily where you own property or spend most of your time. For Nurse Licensure Compact (NLC) purposes, you can only have one PSOR.
If you’ve received a multi-state license through the NLC, you’ll usually need to renew your license through your state’s BON every two years. However, some states require annual renewals, so you’ll need to check your state’s renewal requirements. Additionally, renewal requirements may vary by state.
Currently, over forty states and territories participate in the NLC, with more states awaiting full or partial implementation. As of January 2024, the following jurisdictions have fully implemented the NLC:
Besides states with full NLC implementation, other states and territories have partially implemented it. You can find a list of jurisdictions with partial implementation below:
Since these states and territories may implement full NLC implementation in the future, it’s important for nurses and medical facilities to keep an eye on any changes to NLC requirements in their state.
In addition to the states that have partially or fully implemented the NLC, many other states have pending legislation related to implementing the NLC. States with pending NLC legislation include:
While this legislation is promising, votes against NLC implementation have occurred in the past. As a result, you’ll want to monitor NLC legislation closely in states where it’s awaiting a vote.
What Documents Do I Need to Prove Residency for NLC?
Use your driver’s license, voter registration, or tax return.
How do I Upgrade My NLC License?
Apply on your state board's website following instructions for NLC upgrade or multi-state license application. Ensure all requirements are met for a smooth process.
How do I Manage Moving Between NLC Compact States?
Use your multi-state license in the new state until you receive the new license. Apply by endorsement immediately after moving.
What Do I Do After Moving?
Notify your old state BON of your new address. Your new license lets you work across compact states, tied to your current PSOR.
If you’re a nurse who wants to take control over your career and schedule, OnCall Solutions offers medical credentialing services and hospital solutions for full-time, part-time, moonlighting and locums nurse practitioners. When you partner with us, we’ll handle everything and find you a position you’ll love.
For healthcare employers, our medical facility staffing and credentialing services make it easy to find qualified and properly licensed candidates for open nursing positions.
Learn more about how we place credentialed nurse practitioners in moonlighting, locum tenens, and full-time roles today.