fbpx

Thought Leadership

MSP and VMS Metrics Worth Paying Attention To

by Fanie Pieterse

The consolidated reporting of key metrics is one of the most important elements driving an effective healthcare contingent workforce staffing program. An important benefit of adopting a managed service provider (MSP) or vendor management system (VMS) is the ability to see key recruitment metrics such as fill rates, time-to-fill, candidate submissions and quality, as

For Healthcare Hiring Managers: 7 Tips for Recruiting Hard-to-Fill Positions

by Fanie Pieterse

With U.S. healthcare’s unemployment rate at just 2.4% in January 2019, and the number of healthcare job openings up by 79,000 in December 2018, it can feel more challenging than ever to hire the clinicians we need. Over half of healthcare executives have already taken steps to adopt talent acquisition solutions such as recruitment and staffing firms, managed servi

Locum Tenens MSP and VMS – The Next Frontier?

by Fanie Pieterse

According to Staffing Industry Analysts, usage of vendor management systems (VMS) reached an all-time high of 79% of companies in 2018 across all industries in the U.S., Europe and Asia Pacific. 62% of companies were utilizing a managed service provider (MSP) to manage their contingent workforce. Both MSP and VMS solutions offer compelling benefits for managing a

Tips for Improving Candidate Placement into Healthcare MSP and VMS

by Fanie Pieterse

With over two thirds of travel nurses being hired through managed service provider (MSP) programs and/or vendor management system (VMS) technologies, it can feel more competitive than ever for staffing agencies to place a candidate into a temporary assignment. In some cases, openings may receive multiple profiles, while difficult-to-recruit positions may receive ver

MSP and VMS in Healthcare: What’s the Difference?

by Fanie Pieterse

With healthcare organizations experiencing faster-than-average employment growth and clinician unemployment rates at a low point, hiring managers are scrambling to recruit qualified clinicians to fill the gaps in their staff schedules. Initially, they cover their needs through working directly with a select number of trusted staffing agencies. However, as their temp

  • 1
  • 2