FAQ Facilities
What are the chances of filling my order?
How long will credentialing take?
Locums seem expensive. What’s the bottom line?
How do you handle conflict resolution?
Can I offer to hire the Contractor?
What are the most important issues in selecting an Agency?
Who handles the documents and arranging so many details?
Is outsourcing professional staff safe?
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Question
What are the chances of filling my order?
Answer
With the growing shortage of most specialties some agencies’ are experiencing overall fill rates of 20 - 30%. Competition for talent is fierce. If your order isn’t filled, the rate is really ‘0’%. The ability to fill versus “claiming” can become a time wasting issue for facility manager's time, plus increasing risks of missed delivery or stretching a promised 4 week process into many months. You're continuously apprised of our fill forecast. Fill rates and time to fill are critical to you. The agent’s integrity, skills and business processes make a difference.
We’ve built our services with innovative features for both candidates and facilities that produce high fill rates exceeding 70% depending on area, season and specialty. ALLLIANCE Recruiting focuses on 4 Specialties instead of a one size fits all approach of 20, 30 even 50 or more specialties that dilutes both the time to fill as well as fill rates, and quality management. Our specialty focus produces better service. You’re looking for one specialty and so does our agent who walks the talk.
Question
How long will credentialing take?
Answer
For most agencies (and hospitals) 8-12 weeks. The ALLIANCE Recruiting Credentialing department completes the process time averaging 4 weeks, because credentialing delays will create absolute havoc with the entire locum process. For example:
- Candidates may take alternative positions that start sooner, or extend current assignments. In fact their availability window can be lost entirely.
- Facility Revenues are lost.
- What ever the needs were for justifying a locum tenen solution either continues unabated, or the value is diminished. Perhaps totally lost.
- Facility requests for locum services are frequently just weeks ahead of desired start dates, so all processing time is critical.
We do not outsource this function because fast, accurate and completion is so critical for the facility, CRNAs and physicians. Our credentialing staff and methods have cut the process time in half. Hospitals are amazed. We don’t spare the horses. Locum delivery impact on your revenues, staff retention and referral base is too great to accept less.
Question
Locums seem expensive. What’s the bottom line?
Answer
The dramatic growth of our services proves the powerful advantages and efficacy of locum tenens staffing. Costs are significantly offset by revenue generation that typically produces substantial profits. When staff is needed, prompt placement of a contractor is universally the best decision. CRNAs and Physicians are “net revenue” producing rather than “net cost” positions (e.g., nursing or administration).
Take advantage of our free intake surveys for prospective customers to evaluate R.O.I. There’s no obligation and you’ll see projections for your gross margins, and adjustments for administrative expense with estimated pretax income. An ALLIANCE Recruiting program immediately protects the bottom line and entire enterprise.
IMPORTANT: Consider all additional benefits; (a) Guarding your referral base, (b) Staff stress relief, (c) facilitating Vacations, Sabbaticals, FMLA and Illness (d) Reduce delays serving patients, referring physicians, and payers (e) Retain or gain market share. These features and many more are good business practices and worth significant monetary value. Consistent quality and availability leads to patient and referring physician’s preference for your services. (f) Outstanding clinical services provide powerful support when negotiating reimbursement contracts, and capturing volume when revenues per visit or procedure are under pressure. (g) Few attributes attract the best professionals more than a practices reputation for leadership in the community. (h) Preventing just one staff turn-over could save several hundred thousand dollars or more within the first 12 months.
Question
How do you handle conflict resolution?
Answer
An excellent question. The answer provides insight to how our business processes are designed and function for the benefit all stakeholders:
Perhaps you’ve experienced that rare occasion where, “the best laid plans of mice and men can go astray.” We like the “best laid plans” part, but are compelled to eliminate the “can go astray” stuff with “are routinely accomplished”. Here’s our solution.
Begin at the beginning by making proaction investments up-front to prevent negative occurrences during services delivery. Here’s the executive summary of our methods.
- Determine and document best practices for all staffing processes.
- Map work flow aligned to processes.
- Set rules for due diligence supported by relentless attention to details.
- Record data points for every contact and commitment made by all parties,
- Track and manage all activities to time lines and event milestones.
- Continuously review progress and sustain the best interests of all parties.
- Take immediate action to remedy deviation from plan.
Operations execution of the plan is supported by sophisticated and proprietary knowledge based information technology and communications infrastructure. The key is ONEContact™ for everyone associated with your agreement; who manages your entire ALLIANCE Recruiting support team. Further, your agent remains throughout every phase from your initial evaluations, order placement, sourcing matching candidates, negotiations, documentation, start of services, continuing operations support, and completion.
- Intake and candidate profile. Detailed knowledge of candidates is profiled to facilitate search matching to facility opportunities and requirements. The candidate intake process and relationship building is done by the same ALLIANCE agent who works with you to develop your position specification profile and contract negotiations. We empower our agents with the training, experience, and authority to serve your account and meeting expectations. Little wonder we make better matches faster. It’s in the business plan.
- Next your agent sources and selects candidates based on personal knowledge of both your environment and the contractor’s interests. This agent is continuously responsible for fulfilling the Agreement and the candidates’ success at your facility.
- You are now presented information for selecting person(s) to interview .Upon your choice(s) we arrange the appointments and make travel arrangements.
- If an issue occurs, before, during or after services, it’s usually due to misunderstandings, improper use or lack of communications, even a simple mistake. Here the benefits of your One ALLIANCE agent as a party to all promises and document reconciliations become a tremendous asset for prompt remediation. No hand-offs, delays, or ducking. Everyone quickly back on track.
- If it should occur that despite all the best practices, all the upfront management and all efforts to remediate, it remains necessary to terminate the relationship? As a third party we will work amicably with all concerned while sensitive to regulatory, contractual and emotional context to implement appropriate action.
These best practices are immutable to maintain total quality managed delivery. We know of no other service that has committed to the necessary investment, time, discipline and extremely good management practices this model demands. Why do we do it? Because everyone shares in the success of producing quality services. We enhance our sourcing capabilities and retention of the best medical talent for our customers. Our reward is earning repeat business from our valued customers medical professionals.
Question
Can I offer to hire the Contractor?
Answer
Absolutely. That may be a great solution for all concerned. Your Agreement has provisions for offers to hire through your Alliance WorkingINTERVIEW™ program, and as always, your agent will answer any questions. Try before hire can be an extremely valuable recruiting process.
Question
What are the most important issues in selecting an Agency?
Answer
A short list of the top 5 would include:
- Integrity in all communications. Tell like it is. Backup commitments. Membership and compliance with association codes of practice and ethics.
- High fill rates confirming “quality” candidates supported by fast credentialing and response times to all questions and issues..
- All process, work flow, reporting and documentation complete, accurate, and on-time - all the time with
- ONEContact™ - a single source for resolution and management of the entire assignment. No hand-offs or confusing contact tree’s for answers or resolutions. Nothing has greater impact on effective communications so critical to this type of services.
- Experience, focused and knowledgeable about you business and the specialty you require.
More could be added and appropriately considered. We believe if the agency excels at these 5 points of service the probability of a successful experience is high.
Question
Who handles the documents and arranging so many details?
Answer
ALLIANCE Recruiting flawlessly does it all. Our own in-house departments include;
- Travel Department
- Payroll, and Billing
- Credentialing
- Recruiter Sales Account Manager
- Office Administration
- Marketing Department
- Information Technology
- Executive & Board of Directors
All departments integrated for consolidation reports and support continuity comprises your team headed by your ONEContact™ Agent for every detail of your locum tenen engagement. A custom service, and yet controlled by universal standards and excellent documentation for compliance with Federal, State, and recognized industry associations.
Question
Is outsourcing professional staff safe?
Answer
Definitely a Safe & Smart Solution - Locum Tenens professionals have served hospitals and group practices for over 25 years. Today 15% of all Physicians have worked as Locum’s. Recent demand and acceptance has exploded and ALLIANCE Recruiting has set the pace growing at a compounded rate of 50% for the past 5 years by delivering exactly what customers like you demand in supplemental professional personnel contracting programs.
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ALLIANCE Recruiting Resources complies with Joint Commission on Accreditation of Healthcare Organizations (JCAHO) standards and is a member of:
