If the pandemic has taught hospital hiring managers anything, it’s that being prepared for the status quo means not being prepared at all.

<p>
  If the pandemic has taught hospital hiring managers anything, it&rsquo;s that
  being prepared for the status quo means not being prepared at all. And
  although we may currently be
  <a
    href="https://www.beckershospitalreview.com/public-health/covid-19-cases-to-fall-46-by-march-12-3-forecasts-to-know.html?origin=BHRE&amp;utm_source=BHRE&amp;utm_medium=email&amp;utm_content=newsletter&amp;oly_enc_id=3592A3337067E4X"
    target="_blank"
    >experiencing a lull</a
  >, having a flexible staffing model in place is more than just a temporary
  bandage to protect against the latest surge; it&rsquo;s the new norm. Patient
  censuses are up and down, and so are staff rosters as many nurses and other
  clinicians have--at least temporarily--decided to leave the profession.
  Additionally, numerous healthcare consumers who were infected with the virus
  are struggling with long-COVID symptoms that only further increase demand for
  services.
</p>

<p>
  With so much uncertainty throughout the industry on so many different levels,
  it&rsquo;s hard not to view these challenges from a VUCA (volatility,
  uncertainty, complexity, ambiguity) standpoint. Acknowledging, however, that
  change is constant is the first step in addressing the challenges it presents.
  The question is, now that we have the time to reflect, how can we use our
  experience during the pandemic to ensure we are not just prepared, but
  overprepared for the next big public health crisis? We&rsquo;ll try to answer
  this question by looking through a VUCA lens.
</p>

<h3>Volatility</h3>

<p>
  When the pandemic began, hospitals watched with dreaded anticipation as virus
  hotspots popped up sporadically, knowing they were sure to be among them
  eventually. Then when it inevitably happened, they scrambled to find
  supplemental staff that weren&rsquo;t already battling surges elsewhere. It
  was impossible to know then that we would face multiple surges of ever
  mutating variants that would end up lasting for years. Now, however, the
  uncertainty of the virus has itself become its most reliable certainty. We may
  currently be experiencing a lull, but will it last? Resources must be devoted
  to preparedness, but how can you be sure you&rsquo;re not overbuying talent?
  Cross Country Healthcare can help you with a solution that ensures your
  investment matches your risk.
</p>

<h3>Uncertainty</h3>

<p>
  If hindsight is 20/20, then the current lull in the pandemic is a freshly
  cleaned and polished pair of eyeglasses, bringing into focus not only what we
  know, but what we don&rsquo;t: Whether there will be another or multiple
  surges. How many nurses and other clinicians have left the profession for
  good. What could again put us in a situation where we are so thoroughly
  unprepared. The way to overprepare for these types of unknowns is to invest in
  and share information about what our experience taught us. For example,
  <a
    href="https://www.crosscountryhealthcare.com/blogs/new-survey-unveils-significant-impact-covid-19-future-nursing"
    >our recent nurse survey</a
  >, conducted in partnership with Florida Atlantic University&rsquo;s Christine
  E. Lynn College of Nursing, provided valuable insight into how the pandemic
  changed nurses&rsquo; outlooks on their profession. Our resulting white paper,
  titled,
  <a href="https://www.crosscountryhealthcare.com/lp-nursing-survey"
    >A New Nursing Crisis: How the Pandemic Has Changed Nurses</a
  >
  can help hiring managers make decisions about reshaping staffing models going
  forward.
</p>

<h3>Complexity</h3>

<p>
  Creating the perfect staffing model has always been complex, with local
  population demographics creating unique challenges for individual facilities.
  The pandemic highlighted the myriad interconnected parts and variables that
  affect these models, for example, when both the community and hospital staff
  experience elevated infection rates. It was also made clear that nearly all
  healthcare systems depend on contingent staff to fill at least some of their
  vacancies, and the number of healthcare professionals available to fill those
  roles is finite. This led to some of the highest bill rates the industry has
  ever seen as multiple hospitals were forced to compete for the same traveling
  or per diem clinicians.
</p>

<h3>Ambiguity</h3>

<p>
  There is a lack of clarity on many fronts when it comes to the pandemic, and
  because we have never been in a similar situation, any insight it may provide
  has yet to be fully processed. For example, we know that many nurses became so
  burned out by working in stressful COVID environments that they quit their
  jobs or stopped taking assignments. But how can we know whether they will ever
  return? Answering questions like these will require some amount of risk-taking
  and experimentation. Incentives such as scheduling flexibility or mental
  health resources could increase retention and convince some to return. Ask
  about our RN sabbatical program &ndash; an innovative, no-risk temporary leave
  designed to prevent attrition, maintain core staff and most importantly,
  allow&nbsp;RNs to return to work refreshed and ready to get back to the work
  they love.
</p>

<h3>Consider a OneSource Approach from Your Trusted Staffing Partner</h3>

<p>
  Viewing the current healthcare staffing landscape through a VUCA lens
  highlights the many issues organizations currently face as they navigate the
  new normal. In our 36-year history, we have worked with thousands of hospitals
  and healthcare facilities to solve complex labor-related challenges while
  ensuring high-quality outcomes and exceptional patient care. Let&rsquo;s have
  a conversation about how our proven combination of direct hire (core staff)
  recruiting and temporary staffing solutions can help solve yours.
</p>


Staffing Realities in a VUCA World: How Do We Leverage What We Learned from COVID?