Get the right staffing numbers with a flexible staffing model

Who knew a flexible staffing model could be this good? 

If you haven’t heard the latest buzz, flexible staffing models such as healthcare platforms that facilitate hiring per diem nurses can help facilities keep up with fluctuating labor demands. The nursing staffing shortage is taking a toll on healthcare facilities nationwide. In fact, over half of health systems surveyed are deploying four or more strategies to tackle the nurse staffing shortage. But is there really a nursing shortage? Or is it all hype? 

Yes, the nursing shortage is real. 

The current staffing shortage is aggravated by several factors: an aging population, high turnover rates, and nurse burnout. Fortunately, several flexible staffing solutions can provide facilities with the coverage and numbers they need. 

What is a “flexible staffing model?”

A flexible staffing model boosts staffing efficiency by adjusting to a workforce’s change in demand. This approach enables businesses to reduce or add to their workforce based on labor fluctuations. 

An example of a flexible staffing strategy is hiring per diem nurses to fill in for gaps in coverage. Facilities can hire per diem nurses using a health staffing platform such as Nursa, which allows clinicians to pick up shifts without an intermediary agency. 

Not only does this save costs, but a flexible staffing model that connects facilities with highly skilled clinicians in a matter of hours can drastically reduce the time it takes to find full-time staff.

Are flexible staffing models better suited for today’s labor needs?

Flexible staffing models are better suited for today’s labor needs because they provide staffing flexibility for both nurses and hiring managers. For example, a healthcare staffing platform that enables real-time hiring of per-diem nurses allows health professionals to choose their own schedules. This type of nurse scheduling can lead to improved job satisfaction among nurses and a better work-life balance. 

Facilities, in turn, are met with happy nurses who are more energized and motivated to work. This phenomenon can lead to better patient care and overall improved patient outcomes. Sounds simple enough? Let’s dive a bit deeper: 

• Flexible staffing offers a faster response to fluctuating labor demands: Flexible staffing can help facilities get the numbers they need when and where they’re needed. Hiring local contract nurses, for example, can provide facilities with reliable coverage during busy times and emergencies. This can curb staffing shortages. 
• Reduce burnout by prioritizing staffing flexibility: 63 percent of health system executives believe with a larger pool of nurses, they could offer greater flexibility to staff. Facilities that focus on flexible and contingent staffing models can strive to give nurses the work-life balance they deserve. Offering nurses flexibility also leads to improved job satisfaction and reduced nurse burnout.
• Reduce wasted costs caused by over-hiring: Over-hiring can be costly for health facilities that are desperate to meet fluctuating labor demands. A flexible staffing model, like Nursa, helps healthcare facilities connect qualified local clinicians to facilities in a snap. This allows them to quickly and efficiently fill shifts without the wasted costs of over-hiring in-house staff. 
• Access to a larger pool of talented staff: Hiring through a temp agency or using traditional staffing limits the pool of talented nurses that facilities have access to. Healthcare facilities that take advantage of a flexible staffing platform can reach a more diversified and skilled pool of nurses. 

A flexible per diem staffing model can reduce hiring costs and improve staffing efficiency. Finally, this type of model can allow healthcare facilities to source extra staff to support the core full-time staff when needed. 

Flexible staffing models: A multi-tiered approach to staffing

Think of a flexible staffing model like building a house with a strong foundation and then adding to the structure one room at a time. Facilities can begin to “build” a flexible staffing model by using the following multi-tiered approach:

Tier 1: Internal Full-Time Staff

Hiring a strong and skilled full-time staff will serve as the foundation for a flexible staff model to thrive. Full-time staff typically have fixed pay and hours. They often have a set of predictable rotating schedules. 

Pros of an internal full-time staff

• Familiarity: Full-time staff generally stay with a healthcare facility for a long period of time, allowing them to become familiar with their surroundings and protocols. This leads to enhanced teamwork, coordination, and continuity of patient care. 
• Predictability: Full-time staff is scheduled on a fixed schedule, providing predictable workforce management, which helps with staff job satisfaction, patient care continuity, and operational consistency.

Cons of internal full-time staff: 

• Limited flexibility: Full-time staff may be less adaptable when there are sudden surges in patient demands, especially if full-time staff has requested vacation or sick leave. 
• Higher fixed costs: Fixed costs for full-time staff tend to be higher than costs associated with contingent staffing. This is because full-time staff typically receive benefits and salaries, which make up the bulk of facilities' ongoing expenses. 

When full-time staffing is most appropriate:

Full-time staffing is most appropriate in environments with stable patient numbers and predictable work environments.

Tier 2: Internal PRN and float pools

Internal PRN and float pools refer to per-diem staff that can apply their nursing expertise in multiple departments. Per diem staff will work on a flexible basis and be scheduled to fill in across multiple departments or units within the facility. 

Pros of internal PRN float pools: 

• Flexibility: Scheduled to work during peak seasons or when patient numbers spike. Internal PRN and float pools are often cross-trained to work in various departments where support is needed. 
• Reduced Overtime: Can fill in quickly for full-time nurses who call out sick or are due to clock out for their shift. This reduces over time and ensures that appropriate staffing levels are sustained. 

Cons of internal PRN float pools

• Less training: May be less familiar with a facility’s protocols on patient care. This could disrupt the continuity of patient care and operational efficiency. 
• Spotty availability: May not always be available when called to fill in for a full-time nurse. This may cause gaps in coverage and possibly impact patient care.

When PRN float staffing is most appropriate?

A PRN float pool is great for facilities that experience significant fluctuations in patient care volumes. Because of their versatility, PRN float staff are able to apply their skills and adapt to working in multiple departments in a healthcare facility. This is valuable for helping to fill gaps in coverage or unexpected absences where skilled clinicians are needed the most.

Tier 3: External on-demand staffing

Per diem nurses are nurses who work on an as-needed basis and can be sourced using an external on-demand staffing platform. These platforms put skilled and local clinicians in touch with facilities in real-time. This flexibility allows facilities to efficiently manage fluctuations in patient numbers.

Pros of external on-demand staffing

• Maximum flexibility: Hiring external per diem nurses can be invaluable assets for facilities that experience a high volume of patient numbers, seasonal surges, and emergency situations. 
• Immediate availability: Platforms such as Nursa provide access to a large pool of per diem nurses who can fill in for shifts at facilities in less than 24 hours. This is particularly beneficial for facilities that receive last-minute call outs or multiple requests for vacation leave from full-time staff. 
• Larger talent pool: Facilities will have access to a broad pool of talented health professionals. External platforms for on-demand staffing often feature thousands of skilled healthcare professionals eager to fill shifts.

Cons of external on-demanding staffing

• Higher per-shift costs: Sourcing per diem nurses on-demand may cost more to pay per-shift. However, these costs are often offset by the fact that contracted per diem nurses do not receive employee benefits or fixed salaries. 
• Lack of continuity: Contingent staff may take more time to become familiar with a healthcare facility’s norms and protocols. This has the potential to delay or disrupt the continuity of patient care. 

When is external on-demand staffing most appropriate?

On-demand staffing using platforms like Nursa is beneficial for facilities that experience seasonal surges in patient volume. Sometimes, a staffing agency may be used to find per-diem nurses; however, this is generally more costly than using a staffing app. Per diem nurses can be hired immediately to fill these gaps. They are also skilled and dedicated nurses who adapt to changing environments. 

Case study: Unlocking staffing flexibility for Hillsboro Health

At Hillsboro Health and Rehabilitation Center, meeting fluctuating labor demands was a perpetual problem. This skilled nursing and rehabilitation care center located in Hillsboro struggled with a reduction in full-time staff due to burnout and the COVID-19 pandemic. They had no additional support when regular nurse staff called out and were frustrated by the cost and time it took to try and find additional nurses through staffing agencies. 

Hillsboro Health then began using Nursa and is now consistently able to be fully staffed. By hiring per-diem nurses through this innovative platform, Hillsboro Health is able to post shifts that local clinicians are ready to pick up at a moment’s notice. Nursa simplified the process of finding nurses for this facility without the headache of going through an agency. 

Remember: Flexible staffing strategies are tailor-made

Finding the right staffing solution for a facility is not one-size-fits-all. Healthcare facilities must consider factors that will influence what type of staffing model they will need. Hiring per diem nurses both externally and from an internal float pool can remedy an overburdened regular staff. 

A facility with fluctuating patient demands can benefit from using on-demand staffing apps. These apps link local nurses with facilities, ensuring adequate staff levels. Plus, per diem nurses will be grateful for the flexibility and work-life balance this type of nurse scheduling affords.  Remember, flexible staffing strategies are tailor-made; when you find one that fits, it can transform patient care and operational fluidity. 

Looking for a flexible staffing model?Connect with local and qualified clinicians today to quickly fill shifts.