"It really was looking at how can we manage one relationship as opposed to numerous relationships, and how can we ensure that we have the standard practice from completing background checks to onboarding," says Minnis. "When you can manage one price point and manage a standard process, your ability to manage a vendor and deliver in a certain way increases. We weren't on the cutting edge of this, but we were probably in the front of the pack."
Through its MSP, Scott & White was able to drive down the price points and reduce spending on contingent labor while also maintaining the level of quality for patients through more full-time employees.
The goal from the beginning was for AMN to "work themselves out of a job," says Minnis, because the health system was actively reducing its contingent labor needs. "It was a temporary solution with the goal that we would work towards recruiting and training our own."
Hospitals today can't afford to be short-staffed and have low engagement scores or high turnover. Nurses have a wealth of opportunities available to them nationwide, and each time a hospital loses a nurse, it impacts quality and patient experience. But by reducing the dependency on temporary nurses, building a talent pool from the ground up, and streamlining recruiting services, hospitals can put their recruiting problems to bed and improve the quality of patient care.