TrackFive recently kicked off 2024 with a travel healthcare recruitment seminar titled “Exploring the Future of Travel Healthcare Staffing.” The event featured five industry experts from the travel nursing industry.
During the the discussion, the members discussed tough issues surrounding placements and recruitment in the market. The transcription is available to read or you can watch the full video to gain valuable insights into the industry.
00:00:23:17 – 00:00:48:07
Allie
Okay. Well, hi, everyone. Thank you so much for joining our first healthcare webinar of 2024. Before we get started, I just want to make a few notes here and we love questions. So, any time you have a question come up from a discussion we’re having, feel free to add those in the chat box below. A balmy 53 here in Vegas.
00:00:48:10 – 00:01:16:21
Allie
That’s nice. And then, if for any reason, you need to head out before this webinar is over, this is recorded and we will be distributing it afterwards. So, before we officially get started, if anybody isn’t familiar with who we are at TrackFive, we’re basically a next generation recruitment marketing agency connecting you with top tier jobseekers across several industries.
00:01:16:23 – 00:01:55:06
Allie
With 15 plus years of experience and a strong focus on challenging sectors like travel, health care, and transportation we basically offer tailored acquisition services to meet your needs. And, our renowned industry specific talent marketplaces demonstrate our commitment to empowering businesses and jobseekers alike in the competitive job market. By combining innovative strategies, industries, sorry, industry specific marketplaces, and a wealth of experience here at TrackFive, we basically set ourselves apart as a trusted partner and the recruitment space.
00:01:55:09 – 00:02:17:06
Allie
And, if you have any questions about that, feel free to reach out to us afterwards. And in the meantime, I’d like to go ahead and introduce our panel here. Heather, would you like to start?
Heather
Sure. Thanks, Allison. So my name is Heather Jennings. I’ve been with GQR Global Markets for the past three and a half years and have worked in staffing for almost 19.
00:02:17:08 – 00:02:43:24
Heather
I am based in snowy Connecticut, so Chase, no, not the balmy 50 degree weather in Vegas, but a shout out to my fellow working parents navigating today’s weather. I’ve held various roles in recruitment operations, marketing, production, training, account management, sales. Truly honored to have been recognized in the 2023 Global Power 150 women in staffing by SIA as well.
Allie
Great job Heather.
00:02:44:00 – 00:03:07:12
Heather
Yeah, but alongside, I mean, just super accomplished industry leaders. But my current role, I’m the global head of revenue technology for GQR, so I’m going to bring a tech and innovation focused perspective to today’s discussion.
Allie
Great. Looking forward to it. Looks like Chase hopped off for a moment and Shawn is still logging on.
00:03:07:12 – 00:03:27:24
Heather
So, Janelle, if you wouldn’t mind going next.
Janelle
Absolutely. Continuing on, I was privileged to be able to follow Heather on that. On the footsteps on that, just because I love the different roles and things that you’re focusing on. So, hi. Hello, everyone. Happy Tuesday, my name is Janelle. I’m with Premier Medical Staffing Services, National Health Care Staffing based in I wish I could say balmy Wisconsin.
00:03:27:27 – 00:03:50:08
Janelle
But you know, we’re working on getting it up there. I have been with Premier for almost a decade, leading their marketing operations that also under umbrella my is the tech stack as well. Other than that, besides Premier, I have about 20 years of marketing experience in various industries. B2b, B2C.
00:03:50:10 – 00:04:10:11
Janelle
Insert any acronym, that type of thing. So I’ve been it been in there, you know. Switching to marketing, usually people think you can help me with your PowerPoint and Excel. So I’ve been down that path and then very excited to be where I am today. Just being able to work with my MarTech team and then also the team of Premier and just seeing all different things.
00:04:10:11 – 00:04:33:21
Janelle
So hopefully being able today to provide ideas, insight, answer questions regarding whether it is that technology piece, the AI piece, just overall trends or even that I just have a good time and a nice break from your Tuesday.
Allie
Fantastic. Chase, we’re still waiting for Shawn. I know that one of my team members here is sending him an updated link so he should be on in a minute.
00:04:33:21 – 00:05:03:01
Allie
But if you wouldn’t mind going next.
Chase
Sure. Not at all. I’m Chase Johnson. I’m an interactive marketing manager here at CHG Healthcare. If you’re not familiar with CHG, we are a parent company to CompHealth, Weatherby Healthcare, RN Network, Global Medical Staffing and a handful of other brands. But CompHealth and Weatherby collectively are the largest temporary physician staffing companies in the US.
00:05:03:03 – 00:05:34:19
Chase
And I’ve been I’ve been with CHG for 13 years and I oversee basically our relationship with Indeed, LinkedIn, Ziprecruiter, and a handful of general job websites. So that’s me.
Allie
Great. All right. Well, when Shawn pops in, we will have him give his introduction. So we’ll go ahead and get started just for the sake of time. So the first question we want to talk on, I know that everyone here will probably have some input on, so I’m looking forward to hear what you all have to say.
00:05:34:21 – 00:06:01:12
Allie
But the first thing we want to talk about is AI and how you guys believe the use of AI has and will enhance our recruitment efforts. What perhaps are some of the advantages and then possibly some disadvantages as well? So, Heather, why don’t we start with you on this one.
Heather
Sure. Yeah. You know, Alison, I think AI has impactment or impact on recruitment.
00:06:01:14 – 00:06:28:24
Heather
You know, it really varies. But expanding on what the organization’s approach is. Right? So here at GQR we’re actively testing an AI assistant to generate write ups and candidate scores within seconds, really significant time savings compared to typing them all up manually. It’s important to note our strategy really involves that technology enabled recruitment, not a complete tech replacement.
00:06:28:25 – 00:07:08:09
Heather
Recruiters remain essential, really contributing intangibles and making necessary edits before sending emails through to account managers or clients. We’ve also optimized our lead distribution with AI, which removes delays and bottlenecks. So, since implementing these changes, we’ve actually observed a 4x increase in our conversion. So, to answer your question Allison. Yes, AI has enhanced our recruitment efforts actually through GQR, but I think we’ve only really begun to scratch the surface of what what it really can do.
00:07:08:12 – 00:07:35:09
Allison
Wow, you think, let’s just retouch on it, but do you think there are any disadvantages that you want to mention?
Heather
Well, maybe just to take a step back of those, how to give an overview, I guess, on how it’s enhanced, but maybe to start with maybe just a higher level of advantages. I think really leveraging the generative AI, right?
00:07:35:09 – 00:08:13:04
Heather
For increased efficiency. I think a lot of people really tend to overthink this. When we think about how generative AI works, it’s just productivity from taking somebody who knows what they’re doing and just enabling them to do what they do quicker, more efficiently, and with more options. So the time saved from AI streamlining tasks also, I think allows recruiters to focus more strategically and on more business, I think Gen AI, really presents an exciting opportunity.
00:08:13:04 – 00:08:43:06
Heather
Earmuffs Chase, particularly for the smaller companies, you know, levels that playing field, right? By providing equal access to resources. And I think we’re going to see some of the smaller players even kind of odd, medium sized. And do you think there’s the potential a mid-sized even possibly surpass large players by really leveraging that adaptability and capabilities to act in response to the emerging trends?
00:08:43:06 – 00:09:10:11
Heather
But absolutely, there are disadvantages. So, there’s drawbacks, including potential biases from historical data, the risk of losing human touch and decision making, concerns about data privacy, and, you know, limitations.
Allie
I think those are the biggest fears that we hear. The data privacy.
Heather
Yeah, Yeah, absolutely right. So it’s really it’s really important to, you know, to understand that.
00:09:10:11 – 00:09:36:15
Heather
And, I think there could be an overall reliance on keyword matching dependency on outdated data that could impact selection. So, it really is striking that balance between AI and human expertise that’s critical, right? To address these issues responsibly and ensure a fair and effective recruitment process.
Allie
And Janelle or Chase, I’d love to hear what you guys have to say.
00:09:36:17 – 00:09:57:19
Allie
Whoever wants to go first, Just battle it out.
Chase
Yeah, I can pop in there. No, I’m glad you called it out Heather. I do think that it does probably level the playing field, AI and some of the capabilities. I did want to call out what we are kind of leaning on AI for currently, and it’s generally job description writing, as one of the largest health care staffing companies.
00:09:57:19 – 00:10:28:08
Chase
We have a lot of jobs that are opening and closing every single day. So using that to kind of generate different job descriptions for the hundreds of different new openings that we are enlisting every single day. That’s a huge advantage that we are tapping into. I think it also, Heather touched on this a little bit, helps with a little bit of the the candidate lead the placement journey as far as administrative roadblocks.
00:10:28:15 – 00:10:55:16
Chase
I think we’re just at the forefront of deploying this for our own organization, but basically getting someone credentialed, getting someone through licensing, all the all that fun stuff that did take a little bit of handholding historically. AI has been relatively beneficial and in helping with that.
Allie
It will continue to be so. I can see in this year, but it’s just going to enhance continually.
00:10:55:22 – 00:11:19:14
Chase
Yeah, big time. Yeah, you got it. I think additionally, as far as disadvantages, I think that there’s some bias that is definitely being introduced. If we’re leaning on AI for, you know, surfacing the top candidates, that that seems to be a challenge that we can’t seem to overcome thus far, but to your point, Allison, I think it could could make some inroads in 2024.
00:11:19:17 – 00:11:40:21
Allie
Yeah, be interesting to see. It came so far in 2023. I came back from maternity leave in January and then it was like, boom, nonstop AI. So yeah, we’ll see what 2024 will hold. Hey Janelle.
Janelle
Yeah, going on what you were just saying, Alison, it is all of a sudden. I don’t know, whatever. Every webinar, every conference I went to last year, it was AI.
00:11:40:23 – 00:11:57:21
Janelle
And then a lot of times our health care staffing agencies are trying to define what that means, right? It’s similar to when you have someone in the C-suite comes up to you and goes, “So about our tech stack, what does that mean exactly?” Do you mean you just want a better laptop or, you know what do you do? That one.
00:11:57:21 – 00:12:15:05
Janelle
So I believe this is now the time to really embrace. I guess I like walking into people when it comes to meetings or talking to go. Tell me about the disadvantages first. What are your barriers? Let’s tackle that, because a lot of people are coming from a place where there is a reason for that. So yeah, especially recruiters.
00:12:15:05 – 00:12:38:09
Janelle
Recruiters are used to always being in the know and the control of what their clinicians are asking for, what messages they’re getting. You know, you’re representing a brand, not only your company’s brand, but also the recruiting brand. So, to be able to then go back and say, okay, now we’re making everything automated. If you start off that statement with the recruiter, it’s going to get scary and you’re going to right away hit resistance.
00:12:38:11 – 00:13:00:23
Janelle
So, what we have found too, is first, you know, like talking with our recruiters or anybody at the company and going first, what is it? Let’s break down what exactly is seems uncertain or scary. Some people said just you know, try YouTube first. Go on YouTube, see, get some examples or ideas and build that comfort zone. If you’re someone who’s using Siri to help you tell the time or not, okay, you’ve already got a toe in AI.
00:13:00:23 – 00:13:26:09
Janelle
I promise you. But, you can start off small, and we’re using automated processes and AI to even just help with anything that’s repetitive. If you are a recruiter who is doing something again and again, that is how AI is going to first help you as your admin assistant so that you can focus on your strengths of building that relationship and helping someone with their career, helping someone with their lifestyle.
00:13:26:11 – 00:13:45:23
Janelle
So, here at Premier we’re using AI and automated processes at first to data clean up. You know those things you keep forgetting about, especially around tax time of, “Is that your current address? Where are you right now?” So, data clean up also too, even it is the job alerts you know people can go on and sign up and get that automated.
00:13:45:25 – 00:14:04:27
Janelle
You can even use chat bots in a different way now to help get that information up. Okay, What is it you’re looking for? What is your specialty? What do you have licenses to build enough of that data foundation so that then recruiters can come back in and add that human element back on to have that conversation to build it.
00:14:04:27 – 00:14:27:05
Janelle
So that’s where we’re starting off with and that’s where we’re working on with people who maybe hesitant or say, tell me more about this. Let’s talk about it, maybe, just we need more information. But I love what Heather was saying as far as also, it’s the data security and that is everything that we had. I mean, there was a big push remember when it came to even something as simple as multi-factor authentication.
00:14:27:07 – 00:14:47:10
Janelle
How do you protect your data, especially in a health care environment? So, I do appreciate always hearing people go before I go five steps running. Am I also having partners with me to make sure I’m in that compliance so that we’re not trying to catch up with ourselves so you can do it. Just do it smartly for sure.
00:14:47:13 – 00:15:05:28
Allie
Janelle touched on it, but there’s definitely the hesitancy aspect, right, for recruiters. So, Heather and then Chase, I’d love just like a thirty second answer, but what would you say to the recruiters who have yet to work with AI who are hesitant to do so? What would you say to them to maybe give them that push or that little bit of encouragement?
00:15:06:01 – 00:15:27:09
Heather
You know, I’m going to borrow a quote from Rohan Jacob. He’s the CEO of Active Staff, and he shared some words of wisdom in the report. You might have seen it released by FIA in October about AI. But he said in the past, you know, it’s been acceptable to say, I don’t want to use this tool because I’ve done it my way forever and it’s worked.
00:15:27:12 – 00:16:05:12
Heather
That’s going to be very destructive and counterproductive this time, is what he said. And I’m uncertain if the delayed reaction to recent AI capabilities is due to maybe AI not being new. I mean, it was, what, 25 years ago when, you guys probably remember the old IBM computers came preinstalled with Solitaire, Minesweeper, right. Am I dating myself? Chess and remember you had the option, no seriously, to play against the computer. And it was like this pivotal moment in 1997 when a world chess champion was defeated by a computer.
00:16:05:12 – 00:16:35:08
Heather
Right. And that was one of my earliest members or memories of artificial intelligence first surpassing human intelligence. The current developments in generative AI way beyond winning just games, right? They’re set to revolutionize how we live and work. So it’s a paradigm shift that will reshape the future. So embracing that generative AI is not just a choice, but really a necessity for individuals and companies seeking to stay relevant in the evolving landscape.
00:16:35:12 – 00:16:55:22
Allie
Yeah, the relevance is huge right now, especially as the years continue on.
Allie
Yeah. Chase, what do you have?
Chase
Yeah, I would piggyback on that and just say that it feels to me like we’re in the age of when the internet was just getting kicked off as it relates to AI And I think that the future is so unknown.
00:16:55:22 – 00:17:16:13
Chase
But if you can, if you can dabble and if you can play with it, carve out some time for recruiters and just figure out what sort of questions you have and what capabilities AI has to solve that. I think it’s a trial and error type of thing, and if you don’t spend time in it or you’re scared to play in it, you’re not going to progress.
00:17:16:13 – 00:17:46:15
Chase
But the folks who do have some time to, I don’t even want to say time. I want to say that like the curiosity to explore it. I think it will be great.
Allie
Awesome. Well, I know we talk about AI a lot, but I thank you guys for touching on that. I’d like to move into more of, like, the social media aspect and how you guys believe, you know, is social media an effective way to fill assignments, especially in this coming year, 2024?
00:17:46:18 – 00:18:18:15
Allie
And then what are your thoughts and even suggestions about SMS campaigns, as well as social media? Not sure who wants to hit that first.
Janelle
Yeah, I’ll jump on it first. Okay. So first off, yeah, let me start with social media. So social media, definitely I think it depends your audience, your comfort zone, and also your intent. If you’re going into social media right away to say, I’m just going to start posting about jobs, jobs, jobs.
00:18:18:18 – 00:18:58:17
Janelle
You are joining 50 million Facebook groups and hoping that’s going to have the most positive, productive interaction. May want to take a step back on this. I definitely think that social media is there to help you with placements, but also too it’s, depending on the platform and your intent, it depends on what you want to get out of it and you may not always have it. If you’re just going in there again, just for the placements, but also going in there to learn, you know, you may be learning not only from your competitors, but learning from what other clinicians are liking and engaging with. Social media, you know, creates that veil where we
00:18:58:19 – 00:19:18:02
Janelle
kind of get a little bit stronger. We may turn into someone else. So you may see some passionate people out there. We can think of those groups, those social media groups where they kind of they have a voice, you know, and that is their platform to say to do that, too. But social media is there to create kind of like a a passive way for people to also get to know your brand.
00:19:18:04 – 00:19:53:03
Janelle
And so working with, you know, your marketing team or working with some mentors to figure out how you can build your brand and also your company brand on social media will be huge. So, that way you can showcase culture, showcase tips. But even again, if you’re not sure what to do or if it’s been a while and how to really approach it because especially in certain platforms or certain types of specialties, you really have to be cognizant of what you’re doing because you’re going to come in if you come in aggressive, if you come in with no knowledge, you’re going to see it right away and your clinician will be like, Oh, never mind. You know, it’s competitive out there.
00:19:53:03 – 00:20:11:09
Janelle
So start with social media. Even just to learn, but also too it doesn’t always have to be about jobs. It’s the same thing when it comes to your SMS campaigns. That’s the only thing you’re using for is the blast, text blast 100 clinicians each day and be like, Hi, I saw your resume. My name is Janelle.
00:20:11:15 – 00:20:33:02
Janelle
Would you like a job? Are you still an R.N. in Texas? I don’t know who’s going to answer you anymore.
Allie
Yeah. There’s no personalization really out there anymore.
Janelle
There isn’t. And that’s where I’m hoping. And it is hard. It is incredibly hard for companies to even be better with their data, to have that good data in there so that you can personalize it, make it meaningful, make an intent.
00:20:33:04 – 00:20:57:07
Janelle
An SMS can be, even if it’s only five clinician, but if it’s the most individualized, purposeful campaign with those five, you’re going to get a better return than trying and do 100. So hopefully use resources and that’s we’re going back to sites marketing team even to that’s where we were talking about before about using with AI just to even create that foundation where you’re instead of staring out a window and gos what do I say, where do I start?
00:20:57:10 – 00:21:17:04
Janelle
We’re very fortunate there are platforms out there. So for SMS campaigns, if you’re using, let’s say, like a sense or a text us or anything like that, they even have templates to start. Then you can go in and personalize that to your brand, your own personal recruiting brand or your company brand. So it could be meaningful. Yeah, you can use in both ways.
00:21:17:04 – 00:21:33:23
Janelle
It’s just going in there. Maybe just kind of know why. And if you’re not sure on your why or if it’s been a while and what to do, I would say find a mentor or even go in just to watch first, create some best practices.
Allie
And I think it’s important to note that social media and SMS campaigns can be used together, right?
00:21:33:23 – 00:22:00:15
Allie
So the curiosity part with the social media, you can apply that into the personalization aspects, into the SMS. I think that’s something that often gets overlooked, which rightfully so. We have a lot of things going on, but great, thanks. Chase, do you have any insight on this?
Chase
Yeah, I would say from a social media perspective, we see a lot more success on a person to person basis versus interacting with a brand.
00:22:00:18 – 00:22:24:17
Chase
And so I think that that’s one piece there. And then from the text us or from the I guess, SMS campaigns, we have seen a little bit of friction. I guess I will say, in terms of what marketing wants to say and promote versus recruiters want to reach out individually or in kind of a batch offering type of thing.
00:22:24:17 – 00:22:54:09
Chase
So really like over hitting that candidate, I would say has been a bit of a challenge or something to be mindful of.
Allie
Right, Right. Great, great. Janelle, you kind of touched on the data aspect. How would you suggest that recruiters use data to fuel their outreach strategy for maximum effect and effectiveness this year and the future use?
Janelle
Oh, absolutely.
00:22:54:12 – 00:23:12:00
Janelle
Yeah. Right now, especially since we saw a shift, you know, and we’re going to continue to see that shift. You know, now in February, even Google and Yahoo! Are going to keep adding more barriers when it comes to email. And then we saw a shift last year, even too, with some of our T mobile, Verizon, all that is first creative.
00:23:12:00 – 00:23:34:19
Janelle
So from a consumer side, I’m like, yeah, thanks for protecting me. From a staffing and for marketing. You’re like, okay, now we really do need to be intentional. How are we going to do this? So data now is more than just what is their certification, what is their specialty, Where do they want to work? It’s really important, and you know, hopefully you have a ATS a CRM.
00:23:34:21 – 00:23:58:23
Janelle
I don’t know. Heck, at this time, depending on what you’re doing, a good Excel spreadsheet, whatever you got to start with to be able to use that data so that you really are knowing as far as where is it they exactly want to be traveling, you know, as we’re seeing more and more systems even put into place, stricter, you know, the radius rules and all different types of barriers for health care staffing, that’s where you really try to figure out how to build that relationship with the clinicians.
00:23:58:23 – 00:24:24:03
Janelle
So if you can use your database, again, weather it’s an ATS or CRM to go beyond, you’re more than what is there when their licenses expiring to be able to know even what the contract is, what is the likes, what are they really looking at, whether they’re top things that are driving them just to start that conversation and then you can really start personalizing it again with your outreach to say, okay, this is what we found.
00:24:24:03 – 00:24:51:18
Janelle
You talked about. We’re looking at tell me more. Tell me why your’e looking at it again. You can have those data variables in those platforms and hopefully those platforms talk with what your’e using for email, text campaigns, social media post you can at least somewhat keep track of how to start with that personalization. Just to open the conversation. But, from there you’re using your own data as just having that one-on-one conversation to take notes and follow up on it.
00:24:51:18 – 00:25:17:12
Janelle
Then someone would love it, if you remember the dog’s name.
Janelle
They’ll appreciate it and help you stand out more because it is a competitive landscape now it’s more about being real and transparent and being upfront as far as the expectations and people, I shouldn’t say everyone, but many people don’t mind if it is. If you’re making me part of an email or text, it’s because I opted in and I know you’re fitting it to what I want.
00:25:17:15 – 00:25:32:24
Janelle
If that’s what you’re doing, send it my way. But then I hope that I still get a human in those key milestones when it’s really a lot and it’s like, this is overwhelming. You just sent me long text, kind of like when you have someone telling your story, why didn’t you just call me or how do you fit my schedule?
00:25:32:24 – 00:25:57:29
Janelle
You know I’m sleeping right now. Why are you trying to promote?
Allie
The one-on-one aspect is huge. I was actually talking to somebody recently at our company about we got an email and it was very personalized and we’re like, I mean, I opened it after hours, you know, because of its personalization aspect.
Janelle
And it is and especially with health care, we know they have health care has different shifts and different hours and different things and needs.
00:25:57:29 – 00:26:14:07
Janelle
And sometimes they don’t tell you and they do. And, you know, you just got to know what they’re after. You know, the clinician is after the pay or they’re after this type of location. I mean, write it down. Make your life easier to go from there. So, yeah, I guess that’s where I would start. And again, it’s a lot.
00:26:14:09 – 00:26:43:26
Janelle
Recruiters have so much on their plate to be able to remember this, this, and this, especially if you are a full circle with recruiting. If you’re an agency where you got these other partners to work with you on. So it does get a lot. So trying to figure out what is the important data. And again, maybe if there is something that you’re missing that could be crucial, like, man, if I just remembered their birthday and I had someone to help me send out a card, sounds like maybe if you can get something that where you can work with marketing to have it, make it sound like your personalized happy birthday message.
00:26:43:26 – 00:27:01:19
Janelle
And then you’re using a program like handwritten, or they mail out the card for you. But it’s your writing, your thing, your brand, your own personal brand. That’s a start. That’s one less thing you have to worry about. So it’s great.
Allie
Great. Thanks, Janelle. Chase, do you have any insight there?
Chase
Yeah, I’m just going to piggyback again off of what Janelle is saying.
00:27:01:19 – 00:27:25:13
Chase
I think the data portion is, I don’t want to say the easy portion, but I mean, there’s repositories of candidate information all over the place, definitive US health news. You can kind of find specialties and preferences and things like that. I think that personal touch is is really what’s going to set people apart. I mean, we’re talking about careers and jobs, right?
00:27:25:13 – 00:27:49:26
Chase
I don’t think that you can automate that from an AI perspective. I think that has to be that that personalization as well. So that’s yeah, you set the stage really well. Janelle.
Allie
Heather, I know you were a recruiter while a while ago. Do you have any tips on this?
Heather
Yeah, I mean the personalization I think is, is everything.
00:27:49:28 – 00:28:15:05
Heather
You know, I think in my recruiting days, you know, Janelle mentioned writing things down. I mean, I was doing that and then file cabinets and I would encourage, you know, I mean, there’s so much opportunity to streamline that with, you know, like we have a person in a field and and you have those personalized, you know, messages that go out.
00:28:15:07 – 00:28:39:06
Heather
So, you know, I think thinking strategically, too, of what is it, what is it that you want to accomplish and using, you know, as much infrastructure as possible so you can help to, you know, get it, get it done and and also have that personalization around it.
Allie
Right. Heather, we can start with you on this question if you’re okay with that.
00:28:39:06 – 00:29:11:06
Allie
But as we enter in 2024, are there any technology advancements you guys are watching and even beyond that that will improve the travel health care space?
Heather
So, I’ll keep in my, you mentioned technology already so I can keep with, you know, with that tech space. I suppose, you know, looking ahead to 2024, there is a powerful health care tech story unfolding that is focused on reducing costly hospital return trips.
00:29:11:06 – 00:29:52:20
Heather
So there are 3.8 million, 30 day readmissions. That costs us you know, the US, 50 over $52 billion annually. So I think the urgency for innovative solutions is very much needed. So, picture this, you know, kind of this heartwarming scene, all right. A hospital in England, you know, they used, not sure anyone’s heard the story yet, but they used Chat GPT to transform, you know, complex discharge instructions into a vibrant coloring book for a child with pediatric asthma.
00:29:52:22 – 00:30:19:18
Heather
AI even created pictures. So they handed it to the child said, you know, hey, little buddy, you know, here are your discharge instructions, but check it out. It’s a coloring book. So, now the child, along with the parents and doctors and nurses, you know, they can explore together understanding why they need meds and blood checks, and why they need to stick to that personalized care plan.
00:30:19:18 – 00:30:53:24
Heather
So, but this just isn’t about instructions. It’s about creating connections and that health care staff can now bond with the child and have confidence that post hospital care instructions will be followed. And imagine that ripple effect, you know, not just on reducing readmissions, again, $52 billion a year on readmissions, but it just transforming the entire patient experience. So, you know, it’s stories like these that remind us that positive impact technology can really have on people’s lives.
00:30:53:26 – 00:31:21:28
Allie
That’s great. Well, just a quick pause here. Shawn, welcome. I’m so sorry you had technical difficulties there.
Shawn
Yeah, I’m glad to join in. Appreciate Chase for covering.
Allie
Do you want to do a quick introduction for everybody that’s on?
Shawn
Yeah, I am Shawn Lamar. Been with CHG Healthcare coming up on 20 years. So, I’ve been doing the marketing the entire time and seeing a lot of changes from where we were 20 years. Some the foundation stuff is still the same that we do.
00:31:21:28 – 00:31:49:14
Shawn
But then with technology changing, there’s a lot differences. So, I invited Chase to join because he is on the marketing team. Does a little bit different types of marketing than what I do. I thought you’d give that some insight as well.
Allie
Yeah, I love everybody’s value here. It’s really great. Shawn, the question that we were talking about now is if there are any technology advancements that we’re watching in 2024 and beyond, that will improve the travel health care space.
00:31:49:14 – 00:32:11:00
Allie
I don’t know if you have anything that you want to add to this.
Shawn
There’s honestly an advancement. But I think. Have you guys talked about paid pay rate?
Allie
No, not yet. Not yet. Yeah, go ahead. Start it.
Shawn
Yeah, that’s one of the things that we know that there’s certain states and cities that have legislation about pay transparency.
00:32:11:02 – 00:32:35:28
Shawn
And so I think that’s probably going to continue as time goes on. And that’s something. So, you know, we have them that in our job postings that we put out there for where it’s required, we’re also looking at, you know, how does that seem to deter candidates from applying or does it increase? And the jury is still out on that, We don’t really have any solid data because it’s been fairly recent that we’ve started doing that.
00:32:36:00 – 00:33:14:13
Shawn
But the other thing, too, is it’s not really technological, technology advancements. But, as things change for one. I think reading and being aware of different legislation and or things that are coming, you’ll kind of get as a recruiter salesperson, get your your mind in the space of what would the candidate not necessarily know that you could know and be an advocate for the selected candidates and provide more value to them rather than just place them in a job. But different things that might be coming up would depend on their specialty in the in the different landscape is things change.
00:33:14:13 – 00:33:55:24
Shawn
I know one of the things that is out there, it’s possible state licensing now could be more of a compact between different states. I think so, yeah.
Allie
Great. Janelle Chase, do you have anything to add?
Janelle
I’ll hop in. Two things that we are watching. So one, when I was at the SIA health care summit back in November, there was a couple of speakers who mentioned how what they’re doing is they’re using different types of technology platforms to help with data analysis, but in a way to differentiate themselves when it comes to working with clients, whether it’s direct or VMS.
00:33:55:24 – 00:34:24:28
Janelle
And what they’re doing is they’re looking at their own data. So like, for instance, Premier, we’ve been around for more than 20 years. So, we have some data. I know there’s something in their database,. It’s somewhere in there, you know, data cleaning and things like that. So with that being said, though, being able to work with some of our longstanding partners and say, here’s the data trends we’ve noticed by working with you or working with others like you to add that personalization, because yes, everyone can get their own market analysis and it’s out there, use that.
00:34:25:00 – 00:34:44:23
Janelle
But to have another channel to address that, hey, based on working with you or other people in your market, we’ve noticed that there’s a trend based on what happens on third shift or on your floor in your unit. We noticed what happens in this month to show that we are paying attention and what we’ve been using working with them or others like them.
00:34:44:25 – 00:35:01:09
Janelle
So that was really interesting. I loved hearing about that. And of course just want to tell them we should network. I want to know more about your using. You know how to use that data more intentionally. The other thing too, that I’m watching is that if you remember during the height of the pandemic, we had more.
00:35:01:09 – 00:35:22:11
Janelle
We had, more so the hospital systems were almost using tactics to tell their patients don’t come to us unless it’s absolutely necessary, because they were trying to decrease the spread. They were trying to also help so that it wasn’t overflowing with patients just because of shortage, things like that. Now, hospital systems, health hospital systems had to switch that and say, wait a minute, we missed you.
00:35:22:11 – 00:35:40:03
Janelle
Come back. A lot of people now have set in their mindset still, even though it’s now 2024 of like, when do I need you? So, yes, we’ve seen the increase of telehealth, but what they’ve had to shift in health care marketing is trying to do a mix. I’d like to say like it’s science and human.
00:35:40:06 – 00:35:58:06
Janelle
So being able to say, here’s the data, here’s the science on why it’s good to do checkups, why it’s good to come back to us. So because of that, obviously they need patients. So then for the staff, they need staff for the patients. If they have all that, then they need someone to help them fill those placements.
00:35:58:06 – 00:36:18:06
Janelle
And that’s where we come into play. So watching how they’re using that technology because that’s similar what we can do in healthcare staffing where it was, yes, there’s things that we build. So you can do this on your own, you can search for your job, you can get the job alerts, you can manage your credentials, your documents, all that you can do, especially if you’re working different shifts, you’re working at night.
00:36:18:09 – 00:36:38:23
Janelle
I’m sleeping. Hopefully that vise versa. But again, I also want to make sure you have that human approach or also that other data to support how we get you to your next step. So watching those two things as far as like how to use data analysis differently to be able to work better with our clients and even our clinicians as well.
00:36:38:23 – 00:37:03:21
Janelle
Like, hey, just let you know based on history or whatever it is, because every year and every month is a new normal, here’s what I’m thinking is going to happen. But, two how are you using technology to do a mix of that science, that data, and still adding the human touch to it?
Allie
Yeah. If anybody has any questions, please feel free to chime in.
00:37:03:23 – 00:37:26:29
Allie
You know, I think a lot has happened since 2020, right? Even though it was four years ago, it feels much more recent than that. But looking ahead, where do you guys see travel health care in the next five years? I’d love to hear from all of you. If you have something insightful to share. So whoever wants to go first, another battle it out moment.
00:37:27:01 – 00:37:53:03
Heather
Yeah, I’ll jump in.
Allie
Yeah, great. Thanks, Heather.
Heather
Sure. You know, so I guess, looking ahead to the next five years and and health care, I definitely see a significant impact driven by advancements in technology. You know, I think about Epic, right? Is the leading electronic health records platform. I believe they have about 40% market share in the EHR space.
00:37:53:03 – 00:38:33:28
Heather
But, they’ve recently partnered with Microsoft to integrate AI. It’s live at UC San Diego Health, UW Health, Stanford Healthcare. There’s 30 other sites. And the initial outcomes have been promising with reported time savings and increased documentation quality. So one site, they observed 76% reduction in doctors time spent in after clinical hours and another reported over 60% of users experience improved documentation quality.
00:38:34:00 – 00:39:07:21
Heather
So, I mean this sort of shift I think it addresses burnout concerns where we hear all the time administrative tasks and paperwork are major contributors to that burnout. So other EHR players like Cerner, they have begun integrating generative AI voice tech to automate medical note taking. Harvard and McKinsey released a report stating that the widespread adoption of AI in health care could save the U.S. up to $360 billion annually.
00:39:07:21 – 00:39:39:29
Heather
So, not only do we have the potential to reverse burnout, but also generate substantial savings for health systems, and I think that is very encouraging news for the health care industry, clinicians, and patient care for the next five years and beyond.
Allie
Exciting.
Chase
This could be some wishful thinking, but I’m thinking that there is going to be a lot more presence of gig work versus full time employment.
00:39:39:29 – 00:40:01:13
Chase
I think with the aging physician population, I bet that seems to be a trend that we are we are seeing. I also think lower acuity professions, advanced practice will probably fill a lot of the roles of some of the physician jobs that are going to be left vacant. Shawn, I don’t know if there’s anything else you would tack on from the CHG perspective.
00:40:01:14 – 00:40:27:27
Shawn
Yeah. Yeah. From the city’s perspective, definitely those. But I also know that there are different legislation with the pay transparency thing, but there’s also some non-compete stuff going on. And if that could change and allow doctors to be able to move more freely and I think we’ve seen it with with COVID and working from home and the flexibility that other workers like us have.
00:40:28:00 – 00:40:47:27
Shawn
I think from that position, the health care providers are looking at that too, and may not want to do the full time thing and do it more of a gig, travel locum type of assignments.
Allie
Yeah, I think, I believe it was an SIA report that came out that’s saying locum is really going to increase here this coming year and it’s interesting seeing that trend happen.
00:40:47:29 – 00:41:16:00
Allie
Janelle, I’d love to hear, hear what you have to say.
Janelle
Yeah, I will try to make sure I don’t repeat anything my colleagues voiced. We’re still seeing the overall if you’re looking at travel nursing with that being a decline right now and because of different things that we’re seeing increased local, we have certain clients of course are putting in different. They’re either trying to do their own in-house or they’ve had the in-house and now they’re trying to do that differently with the travelers.
00:41:16:00 – 00:41:42:16
Janelle
And or again, the radius rules and different types of stipulations. So now agencies are having to be creative as far as how do you get someone who’s local, again, trying to talk about the compact licenses, but also too with traveling itself? I mean, that’s gotten harder because of inflation. The cost of whether you’re doing it on your own or if you’re experienced or not experienced trying to handle all of those costs. And again, trying to go from something where you’re used to these type of rates a few years ago.
00:41:42:16 – 00:42:02:00
Janelle
These rates are still different rates and how that gets all set. So I think we’re still trying to level it out. I know for us right now there’s definitely been a more of a focus. Like you said, there’s locum tenants, there’s more of the advanced practice stuff, more of the allied trying to shift when it is not as much with travel nursing.
00:42:02:00 – 00:42:32:00
Janelle
We’re still seeing short staffed. Unfortunately, just all across, whether you’re coming from the agency perspective of the consumer perspective, just trying to schedule an appointment right now, booking six months out and only on Tuesdays, things of that nature. So cost, right. So you’re trying to figure out creative ways to get there. And so again, I think there’s an advantage for us when it comes to getting to know the clinician personalization, having that flexible schedule, being able to educate and be transparent.
00:42:32:00 – 00:42:51:23
Janelle
So yes, we’ve been talking about transparency and rates, but also transparency as far as like, here’s everything you need to bring a table. This is how it’s going to look, what it’s going to look like. This is how you’re going to be successful. This is how it is working with me as a recruiter. You know, do we have the same culture, the same goals, lifestyle that’s going to work with what you need for that career step?
00:42:52:00 – 00:43:11:06
Janelle
So it’s big. It could be exciting and also a stressor at the same time. But the big thing is trying to figure out how ,too. Clinicians want things better and faster as far as when it comes to looking for stuff. On working with the contract staffing. So if you can do that in the front end for them, here’s what it is working with us.
00:43:11:08 – 00:43:35:21
Janelle
Here’s what we offer you, here’s how you can get to your jobs. You do everything in the front end you can. If not, I have someone here to help you out if that’s not your comfort zone or you’re not even available to do that. Again, there’s still people who don’t have good reception or still not on smartphones. So, being able to help them out with that, but working with different partners where you can and figuring what are your strategies and goals, you can’t be everything to everyone.
00:43:35:24 – 00:44:05:00
Janelle
So start there. And then I think from there you can keep building on the strengths just there. So five years is a very long time and also a very short time,
Allie
Right? It’s like I said, 2020 felt so resent, but really it was four years ago, closer to five years. But it’s wild. Thanks, Janelle. So as we end here, I would love just a little snippet from each of you of what you would say to recruiters going into this new year.
00:44:05:03 – 00:44:41:21
Allie
2023 was certainly a more challenging year for a lot of recruiters in the health care space. So, what would you say to them as they enter this new year 2024?
Shawn
It’s from a marketing perspective, I would say, definitely look at what worked and try to replicate some of that, but not just get in. I know sometime we’re guilty of this too, sometimes you see a campaign that got x results from y input so let’s just do more y input to get more of the x results.
00:44:41:24 – 00:44:59:03
Shawn
But if you’re a little more surgical on it like figuring out why did it really work? What of that? And not just look at a lead as a lead as a lead. Numbers might look nice in the chart, but you know, they may be duplicates or maybe they’re people that aren’t authorized to work in the US. So you may not be able to if you don’t have a J-1 visa sponsorship for that.
00:44:59:03 – 00:45:29:20
Shawn
You can’t place them and look at also what isn’t working and why. I did an analysis awhile back on some of our jobs that didn’t get any leads and they try to figure out well why did those not get leads then look at the ones that are getting leads. Try to figure out a little bit more of why. Why we think that certain things are working things out and then test out a little bit more, maybe do something a little different than we’ve done in the past.
00:45:29:23 – 00:45:49:12
Shawn
I like to do different trials with different vendors, with not just job postings. That’s my world. Doing 0ur job feeds, but there’s a lot of things out there and I think it’s just getting back into the mind of hat does the physician want to know? Of course we know we want them to work with our our company and place them in position.
00:45:49:15 – 00:46:10:23
Shawn
But what are they? You know, you give them kind of like what? What do they really want? What value can we bring to the provider out there to make ourselves more valuable to them, which would then eventually build our relationship and lead to a placement.
Allie
That’s great. That’s great. Chase or Heather, if you would like to, no pressure.
00:46:10:23 – 00:46:32:07
Chase
I can pop in. And just again, Janelle touched on this earlier in the call, but what can they be mindful of? What data can solve versus what you as a recruiter can solve? You can’t lean on any sort of AI to tell you what your candidate’s dog’s name is, right? That’s information that you’re going to have to go out and find for yourself.
00:46:32:07 – 00:47:05:06
Chase
I think that is important and special to a candidate.
Allie
Social media.
Chase
Yeah. There you go. Yeah, I guess you could get lean on that, right? That’s the only other thing I want to hop on.
Heather
I would just love to add that, keep in mind that the health care staffing market is expected to be $54 billion in 2024, and that’s almost three times the market size than what it was in 2019.
00:47:05:08 – 00:47:39:04
Heather
2019 was just shy of, 19 and, calling out travel nursing specifically, for example, 2024 is expected to be 28 billion and it was 6.5 in 2019. So that’s, more than four times the market share opportunity just five years earlier. So I think, a lot of a lot of marketers may have gotten into the industry during COVID and COVID as a whole was just a different time.
00:47:39:04 – 00:48:09:06
Heather
Right. So, kind of historically, there’s actually, massive upside, even though. Yes, of course, you know, going for like Janelle mentioned, the reduction from, 20, 21, 22 to 23. Yes, that had to happen to sustain U.S. health systems. But it’s still, just from travel and obviously lcoum tenants really on the rise to that.
00:48:09:09 – 00:48:30:15
Heather
It is a very exciting time you know to to be in the industry.
Allie
That’s great to hear. We did have a question come in, Heather, this might be a great question for you. And if anybody else has any insight, please chime in. But Zach asked, as massive data cleanup is required, is a required step for AI implementation.
00:48:30:17 – 00:49:10:08
Allie
Please discuss some lessons learned and what preparations must be made to AI to implement at scale.
Heather
Yeah. I am so sorry, I was just reading Janelle’s question in the comment because I thought the question was it.
Janelle
That’s just me just saying after you say what I thought. I am happy to share with everyone else on this call who attended today that’s all.
Allie
Here I will copy it and put it in the chat. Just in case. There you go, this is from Zach.
00:49:10:15 – 00:49:44:08
Heather
There it is. Oh, my gosh, this is such a good one. Thank you Zach for asking asking this. You know, I think it’s so critical and I think Janelle mentioned sense and various automation tools.
00:49:44:08 – 00:50:09:01
Heather
There’s a lot of lot of different automation tools that are out there. I think that’s an important piece. Just to first look at the structure, probably there’s historical data and things that date back, maybe even prior to new fields being created or new processes being created for coding things or tagging things accordingly.
00:50:09:01 – 00:50:36:22
Heather
And that’s, going to hurt you right in marketing and outreach and in certainly in AI. So I think, first, where is that low hanging fruit, maybe using automation too, to structure and then really working with your teams too, and bringing them in, along with, what’s in it for you. And knowing that with that data hygiene and nobody loves doing that.
00:50:36:22 – 00:51:02:21
Heather
I can speak personally, from my days in recruitment, if you think something like what you need to know your name of your dog, you can’t do that with AI. I mean, maybe actually if we had created the field and that became part of it, maybe we actually get it. But it starts with not just write it down on pen and paper, but it’s how does that transfer and how do you get that into your database?
00:51:02:22 – 00:51:24:15
Heather
And I think thinking strategically, too, and to what is the end game because there might be kind of those fields that don’t exist today. Don’t delay five years from putting them in. You’ll be kicking yourself, right? Get them and now figure out again what automations can be utilized to code accordingly. And then what could you do?
00:51:24:18 – 00:52:02:11
Heather
Just as the ongoing processes to really set yourself up for success.
Allie
That’s great. That’s great, Heather.
Shawn
Yeah, I would agree with what you just said, Heather, about figuring out how to set it up. Look for future. We don’t know what the future is going to be like, but I know with a lot data and sometimes it is too narrow or we built something and we don’t anticipate how can we use this data to be useful in five years because it might have a new field or something different or something that’s changed and some we have to go back and do a lot of data cleanup.
00:52:02:11 – 00:52:26:17
Shawn
And it’s it can be a mess. So, I think trying to anticipate what you believe you’ll need in the future for that data, because data cleanup can be big. I mean, we’ve got a lot of data with different email addresses, it’s the same provider. But we can’t just key off email address because they might have a record from three years ago.All of us I think, have more you know. We have Gmail account or several Gmail accounts, or our work account.
00:52:26:19 – 00:52:52:17
Shawn
So it is challenging. But I totally agree. Think about what you may need in the future not to overbuild, but allow for some integration down the road to make the efforts you’re doing now more useful.
Allie
Okay. Well, thank you so much, guys. I really appreciate it. It looks like somebody might be typing a question, so I’m just going to keep an eye out there.
00:52:52:17 – 00:53:24:16
Allie
But, you know, I really appreciate you guys this time for joining and taking time out of your busy day. You know, some of us with kids at home because of weather. But I really appreciate everyone, Janelle, Heather, Shawn Chase, and unfortunately, Chloe can’t be here. Somebody had said we created a neutral network taxonomy so that as new values are added and health care, our neural network can think about where these values go or if they need to be added.
00:53:24:19 – 00:53:47:18
Allie
That’s how we are using AI. It’s great. Thanks, Rebecca. Well, thank you guys so much. I really appreciate you being here. If anybody has any questions, please reach out to us. If anybody has any questions for our panelists specifically, reach out to me and I’ll get you in touch with them. Yeah. Again, thank you, guys. Stay warm or enjoy the warmth.
00:53:47:18 – 00:54:05:19
Allie
Chase, Shawn, I’m not sure where you are, but Chase is in Vegas, so.
Shawn
Yeah, so not not warm, but definitely not like east coast folks.
Allie
Yeah. Yeah, we’re here. We’re good. All right, guys, thank you so much.
Chase
Thank you all. Great meeting you all.
Heather
Thank you
Allie
You too
Chase
See you guys
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