The Challenge:

Local Resource Constraints Limit Ability to Fill Vacancies

Three years ago, after going through a growth spurt fueled, in part, by adding a wing to its facility, a level 1 trauma and teaching hospital in Texas began to feel the ill effects of a limited local candidate pool. Over time, they realized that they could no longer keep up with the hiring demand on their own and this was becoming problematic to their hospital operations and to providing the best patient care possible.

The hospital, which has been named to the Thomson Reuters 100 Top Hospitals, had been using over 100 RN agency staff members and relying on overtime to meet its staffing needs. At one time, there were over 200 nursing positions to fill. 

Although the hospital had an internal recruiting department, it was beyond its capacity and without the resources to fill the positions. The hospital’s quick fix was to fill the gaps with temporary staffing and new graduates with limited experience. While hiring RNs fresh out of training worked in the short term, the hospital was finding that as experienced nurses retired or left to pursue other opportunities, the hospital’s overall nursing skill and experience levels dropped.

The Solution:

Nationwide Recruitment and Marketing Through AMN RPO

Realizing that meeting its recruitment needs was a priority, the hospital considered several solutions, including candidate sourcing and onsite solutions. They decided to partner with AMN Healthcare Recruitment Process Outsourcing (AMN RPO), a dedicated recruiting group that, as an extension of the hospital’s internal HR team, would work on filling specific high-need critical vacancies while reducing recruitment costs, enabling the hospital’s internal recruitment team to focus on other open requisitions and new graduate candidates.

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