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Let’s be honest:
If you’ve worked in healthcare for more than five minutes, you already know summer can be staffing chaos. Vacations, unexpected sick days, travel nurse competition—throw in a census spike or two and suddenly your charge nurse is pulling double duty, again.

But while summer staffing challenges aren’t new, the way savvy facilities prepare for them is. Spoiler: the best plans don’t start in June.

They start now.

Why April is the New June for Staffing Strategy

We get it—April still feels like spring. There’s Easter candy in the breakroom and PTO calendars seem manageable. But here’s the reality:

Travel nurses? By May, they’re booked.
Onboarding? It takes time—background checks, credentialing, orientation… not exactly one-click ordering.
Vacation approvals? Most clinicians submit summer PTO in March or April. The clock’s ticking.

📉 Wait too long and you’ll be left with fewer options, higher costs, and a frazzled staff wondering why they’re working three weekends in a row.

Common Summer Staffing Mistakes (That You Still Have Time to Avoid)

Let’s play a quick game of “Don’t Be That Facility.”
Here are the top pitfalls we see every year:

❌ Banking on your core staff to cover everything. Burnout is not a staffing strategy.
❌ Booking travelers at the last minute. You’ll overpay and under-match.
❌ Assuming census will behave. (It won’t.)
❌ Locking into rigid contracts. Flexibility isn’t just for yoga.

✔️ Pro Tip: Just because it worked last year doesn’t mean it will work this summer. Start fresh with a smarter strategy.

What High-Performing Facilities Are Doing Differently

Here’s what the top facilities (aka your future self) are doing right now to prep for summer:

Holding summer staffing planning sessions in April.
Layering their staffing models—mixing float pool, PRN, and travel staff to stay nimble.
Getting contracts in place now while quality candidates are still available.
Forecasting PTO trends to get ahead of big gaps.

💬 “Facilities that lock in their summer coverage by early May almost never need crisis help later,” says one of our veteran recruiters. “It’s like booking your flight before prices spike.”

Questions to Kick Off Your Summer Staffing Plan

Before June creeps up like your cat during a Zoom call, ask yourself:

How many PTO days are already approved for summer?
Do we have visibility on our highest-risk shifts?
What’s our current time-to-fill for core roles?
Do we have both local and travel resources lined up?
What’s our plan B (and C) for back-to-back call-offs?

📝 Bonus: Create a simple staffing scenario map—best case, worst case, and likely case. Build a flexible plan around it.

Bottom Line: Future You Will Thank You

Summer’s coming. And while we can’t control vacation requests or census spikes, we can control how prepared we are for them.

The difference between a stressful summer and a manageable one? Planning.

So take a beat, look at your PTO calendar, chat with your department heads, and start locking in what you can now. Your team (and your blood pressure) will thank you.

Need some help getting started? Download our free Summer Staffing Readiness Checklist by clicking below!

Summer Staffing Checklist

Because healthcare is hard enough—let’s make it easier on yourself

If you’ve worked in healthcare for more than five minutes, you already know: Stress is inevitable.

Patients panic.
Families demand answers.
Coworkers get on your nerves.
You’ve got six things to do at once, and somehow, everyone needs you right now.

But here’s the deal—how you handle stress, conflict, and emotions determines whether your shift feels like controlled chaos or a total meltdown. That’s where emotional intelligence (EQ) comes in.

And the good news? You can improve it. No self-help books or therapy sessions required—just some practical, real-world strategies to make your job (and life) easier. Let’s get into it.

Step 1: Catch Yourself Before You Snap (Self-Awareness 101)

Ever had a moment where you said something in frustration and instantly regretted it? Yep, we all have.

The problem: Most of us go through the day on autopilot, reacting to things without realizing what’s actually triggering us.

💡 Try This: Next time you feel annoyed, stressed, or overwhelmed, ask yourself:
❓ What’s actually bothering me? (Is it the patient, or am I just exhausted?)
❓ Am I reacting to this person, or am I carrying frustration from earlier?
❓ What do I need right now? A deep breath? A second to reset?

👉 The Fix: When you feel yourself getting frustrated, pause for five seconds before responding. Those few seconds give your brain time to catch up with your emotions so you don’t react in a way you’ll regret.

🔄 Make It a Habit: Start “checking in” with yourself during your shift—especially in stressful moments. The more you practice, the easier it gets.

Step 2: Control What You Can, Let Go of What You Can’t

A lot of workplace stress comes from trying to control things that are 100% out of your hands.

❌ You can’t control a patient’s attitude.
❌ You can’t control if a coworker is slacking.
❌ You can’t control how busy your shift gets.

But you can control:
✅ Your reactions (Snapping vs. staying calm)
✅ Your mindset (“This shift is awful” vs. “I’ll get through this shift like I always do”)
✅ How you set boundaries (Saying no, taking breaks, asking for help)

💡 Try This: The next time you catch yourself stressing over something out of your control, take a deep breath and ask: “What part of this situation do I actually have power over?” Focus on that. Let the rest go.

Step 3: Master the Art of Not Taking Things Personally

Newsflash: Patients aren’t mad at you.

They’re mad at their pain, their diagnosis, their insurance company, or just the fact that they’ve been waiting forever.
They’re scared. They don’t understand what’s happening. They feel powerless.

The way you respond can either make things worse or help them feel safe.

💡 Try This:
Next time a patient is rude, angry, or short with you, don’t react right away. Instead, mentally separate their emotions from your own.

Ask yourself:
❓ Is this about me, or are they just scared/frustrated?
❓ If I were in their position, how would I want to be treated?

👉 The Fix: Instead of matching their frustration, try something like:
🗨️ “I hear that you’re frustrated, and I want to help.”
🗨️ “I know this is stressful. Let’s figure it out together.”

Small shifts in how you respond can completely change the energy of a conversation.

Step 4: Handle Coworker Drama Like a Pro

You work in a high-stress environment. Tension happens. But if every little disagreement turns into a full-blown feud, it makes everything harder.

❌ Talking behind someone’s back? (Nope.)
❌ Passive-aggressive behavior? (Unprofessional.)
❌ Letting small annoyances build up until you explode? (Disaster waiting to happen.)

💡 Try This Instead:

Address small issues early. (“Hey, I noticed we’re getting our wires crossed on patient handoffs. Let’s fix that.”)
Don’t assume bad intentions. (Maybe they aren’t being difficult—maybe they’re having a bad day.)
Pick your battles. (Not every little thing is worth getting worked up over.)

👉 The Fix: Before reacting to a coworker, ask:
❓ “Is this an actual problem, or just a small annoyance?”
❓ “Will this matter a week from now?”

If the answer is no, let it go. If it’s yes, address it professionally, not emotionally.

Step 5: Don’t Forget to Take Care of YOU

You can’t pour from an empty cup. If you’re constantly exhausted, stressed, and emotionally drained, your EQ will tank fast.

💡 Try This:
✅ Take breaks (guilt-free!) – You’re not a robot.
✅ Find small ways to decompress during shifts – Even one minute of deep breathing helps.
✅ Outside of work, do things that refill your energy – Exercise, sleep, time with people who don’t drain you.

👉 The Fix:
Self-care isn’t selfish. You can’t be good at your job if you’re running on fumes.

The Bottom Line: EQ Makes Healthcare (and Life) Easier

You already know how to be clinically great at your job. But when you work in healthcare, how you handle emotions—yours and everyone else’s—matters just as much.

By improving your emotional intelligence, you will:
✅ Have way less stress at work (because you won’t take things personally)
✅ Feel more in control of your emotions (instead of reacting to everything)
✅ Communicate better with patients and coworkers (and avoid unnecessary drama)
✅ Actually enjoy your job more (because you’re handling things like a pro)

And the best part? It’s all stuff you can improve, starting today.

Want to work somewhere that values EQ as much as experience? We’ve got opportunities for you.

📞 Find Your Next Opportunity

Don’t forget to check out all our other articles on our blog!

In healthcare, clinical skills may get you hired, but soft skills make you invaluable.

A nurse with textbook-perfect IV placement but zero patience for nervous patients? A medical assistant who knows every insurance code but can’t explain a bill without sounding like a robot? A front desk staffer who types at lightning speed but barely looks up to greet a patient?

Not exactly the dream team.

Whether you’re hiring or job-hunting, soft skills—like communication, empathy, and teamwork—make all the difference in a fast-paced, high-stress environment. Let’s break down why they matter and how to put them to good use.

1. Communication: Talking the Talk (Without Freaking People Out)

Let’s face it: medical jargon can sound like a foreign language to patients. Imagine telling someone, “You’ve got hypertrophic cardiomyopathy with an ejection fraction under 40%.” Cue the blank stares and rising panic.

Now, try this instead: “Your heart’s working a bit harder than normal, so we’ll monitor it closely and adjust your treatment as needed.” Better, right?

For Healthcare Workers:
✅ Explaining complex information in a simple, reassuring way builds trust.
✅ Clear communication with coworkers prevents mistakes and misunderstandings.

For Employers:
✅ Strong communicators reduce patient confusion, complaints, and misdiagnoses.
✅ When staff communicate well, workflow is smoother and more efficient.

💡 Pro Tip: Whether you’re hiring or interviewing, role-play a scenario where a patient asks a confusing question. If the response is cold, rushed, or full of jargon—there’s room for improvement.

2. Empathy: Walking in Their Shoes (Even If They’re Not Your Size)

What is a routine checkup for a nurse may be the scariest day of the year for a patient. A long wait time at the front desk might be frustrating for staff, but it could feel like a lifetime for someone in pain.

Empathy isn’t just about being nice—it’s about understanding that every patient has a story and that your attitude affects their experience.

For Healthcare Workers:
✅ Showing kindness makes patient interactions less stressful for everyone.
✅ Listening and validating concerns helps patients follow instructions better.

For Employers:
✅ Empathetic staff improve patient satisfaction scores.
✅ A culture of kindness reduces burnout and creates a better work environment.

💡 Pro Tip: When hiring, ask candidates, “Tell me about a time you made a patient feel more comfortable.” If their answer is, “I don’t know, I just do my job,”… yikes.

3. Teamwork: Because No One Likes a Lone Wolf in Scrubs

Healthcare is not a solo act—it’s an ensemble performance.

When nurses, medical assistants, front office staff, and doctors support each other, everything runs faster, smoother, and with fewer mistakes.

For Healthcare Workers:
✅ Asking for help doesn’t make you weak—it makes you a good team player.
✅ Helping others creates a positive workplace and stronger patient care.

For Employers:
✅ Staff who work well together reduce turnover and workplace drama.
✅ A supportive environment means fewer mistakes and better outcomes.

💡 Pro Tip: If someone says, “I prefer to work alone,” during an interview… that’s a red flag in any healthcare setting.

Soft Skills: The Secret to Career Growth (and a Thriving Workplace)

Technical skills get the job done, but soft skills make the experience better for everyone—patients, coworkers, and employers alike.

If you’re hiring: Prioritize candidates who show strong communication, empathy, and teamwork—they’ll be the ones who keep patients happy and staff engaged.

If you’re job-hunting: Highlight these skills in your interview—they’re just as important as what’s on your resume.

At the end of the day, healthcare is about people. So whether you’re treating a patient, explaining a bill, or helping a coworker during a hectic shift—how you do it matters.

Looking for healthcare professionals who have both technical AND people skills? We can help!

📞 Let’s Talk!

Nurses aren’t leaving because they don’t care. They’re leaving because they’re tired of being set up to fail.

Short-staffed shifts. Overflowing patient loads. Never enough resources. Healthcare keeps asking nurses to do more with less—until there’s nothing left to give.

One of our nurses in Charleston tells her story. She’s seen it all, felt it all, and hit burnout in every possible way. In her own words, she shares what it’s like to push through exhaustion, fight for your patients, and wonder if staying is even worth it anymore.

👉 Keep reading for her raw, unfiltered take on burnout and why so many nurses are walking away.

Burnout for Me

Burnout in nursing often starts in school—with the endless tests, papers, clinicals, and the constant pressure to master aseptic technique. But for me, that wasn’t the case.

They tell you nursing is a noble profession, a calling. But once you’re in it, you realize you’re not just a nurse—you’re a medication dispenser, a waitress, an environmental services worker, a phlebotomist, and a pillow finder all rolled into one.

I’ve been a nurse for nearly 15 years, and I’ve experienced burnout in every possible way. But like a woodwick candle, I find ways to keep the flame burning just long enough to see my way through the darkness—before having to find a new room, a new setting, a new way to cope.

The Cycle of Burnout

For me, travel nursing has been the best way to survive in this profession. It offers change—new environments, new people, and a shift in patient populations. When I need a break, I turn to the ER—yes, I actually work in the emergency room to recover.

Because working short-staffed, shift after shift, in a unit where the sickest patients aren’t getting the care they deserve—not because we don’t want to, but because we don’t have the resources—that’s what makes me want to quit. That’s what makes me want to put down my stethoscope and walk away.

COVID Took It to a Whole New Level

And then COVID hit.

We tried so hard to save just one person—just one. But at first, no one who went on a ventilator made it out alive. Patients died alone, without family, without comfort. We became their last connection to the world.

We weren’t just nurses. We were their family, their friends, their final hand to hold. And we did it while barely knowing our own coworkers, hidden behind layers of PPE, only recognizing each other by the exhaustion in our eyes.

We became a pact, a unit of silent warriors, facing death every day, bag after bag, until it felt normal—and that was the scariest part. There was no time to process, no time to grieve. We had to move on to the next patient, the next hope.

I did that for two years before I finally broke.

The Aftermath of War

When the alarms stopped blaring so often, when the ventilators weren’t running constantly, when things should have felt better—it hit me like a ton of bricks.

Had I just fought a war? Had I actually survived?

I had to take a break. My candle was out.

We Are Human Too

People forget that nurses and healthcare workers are human, too. We feel pain. We carry emotions. We build connections with patients and their families, and sometimes, they feel like our own.

So, on the hardest days, when I feel unseen and unappreciated, when I want to throw in the towel, someone—a former patient, a grateful family member—reminds me that what I do matters.

And for a moment, my candle glows again.

But it’s short-lived.

Because here comes the next patient—the regular who hits and kicks me, who curses me out, who makes me question why I keep doing this to myself.

The Only Thing We Ask

Be kind to us. We will continue to do our best to stay in this profession—for you.

Want to explore PRN or Travel Nursing? Check out our open jobs!

Want to explore how a staffing agency can help with burnout? Contact us now!

In today’s fast-paced workplace, where burnout rates are soaring, company values are often viewed as abstract ideals—framed on a wall or displayed on a website. However, when businesses fail to uphold their values, the consequences can be severe, leading to employee burnout, high turnover rates, and even business failure. On the other hand, companies that genuinely embrace their values foster resilience, reduce stress, and achieve lasting success.

Steward Health Care: A Case Study in Misaligned Company Values

A striking example of misaligned company values is the downfall of Steward Health Care. Once a leading hospital chain, it filed for bankruptcy in May 2024. Despite publicly emphasizing patient care and community health as core values, the reality painted a different picture. When its CEO brought in an investment firm, the company prioritized profits over people.

In 2016, Steward paid a $790 million dividend to its private equity owner, Cerberus Capital Management, even while reporting a $300 million net loss. (WSJ) This financial strategy significantly weakened the company’s stability, leading to operational challenges such as staffing shortages and resource constraints. Employees voiced concerns, stating that financial decisions compromised patient care and workplace conditions.

While investment partnerships can be beneficial, Steward’s focus on short-term financial gains over long-term sustainability eroded trust with employees, patients, and the communities they served—ultimately contributing to its collapse.

Loma Linda University Medical Center: A Model of Value-Driven Success

In contrast, Loma Linda University Medical Center (LLUMC) exemplifies how living by core values drives resilience and long-term success. LLUMC is guided by principles such as:

Compassion
Excellence
Humility
Integrity
Justice
Teamwork
Wholeness

These values are woven into every aspect of the organization. Through initiatives like the “Values in Practice” program, employees are encouraged to embody these principles daily, resulting in:

High employee satisfaction – with an average tenure of 5.1 years, exceeding industry norms.
Holistic patient care – addressing physical, mental, and spiritual health.
Enhanced reputation – attracting top talent and improving patient outcomes.

By embedding values into their culture, LLUMC has built a strong foundation for long-term success and employee well-being.

Turning Values into Action for Sustainable Growth

Your company values are more than just words—they shape your brand and influence how employees and customers perceive you. To create a thriving work environment and drive business success, consider these actionable strategies:

Communicate Values Clearly
- Reinforce them in meetings, newsletters, and daily interactions.
Lead by Example
- Ensure leadership embodies the values consistently.
Recognize and Reward Alignment
- Celebrate employees who exemplify core values in their work.
Align Business Goals with Values
- Make decisions that prioritize both profitability and people.

By transforming values from abstract concepts into actionable strategies, businesses can reduce burnout, foster loyalty, and achieve sustainable growth.

Key Takeaways:

Misaligned values can lead to business failure, as seen with Steward Health Care.
Authentic commitment to values fosters success, exemplified by Loma Linda University Medical Center.
Embedding values in daily operations creates a resilient and thriving work environment.

Spotting the Warning Signs of Burnout

Burnout doesn’t happen overnight—it builds over time. Whether you’re on the frontlines or working behind the scenes, recognizing the red flags can help prevent a complete breakdown. Key warning signs include:

Compassion Fatigue: Emotional detachment from work, patients, or colleagues.
Chronic Exhaustion: No amount of sleep feels like enough, and fatigue lingers even on days off.
Increased Irritability: Snapping at coworkers, feeling impatient, or withdrawing socially.
Cognitive Fog: Struggling with focus, decision-making, and critical thinking.
Physical Symptoms: Headaches, muscle tension, and stomach issues that flare up with stress.
Dreading Work: The mere thought of another shift fills you with anxiety and frustration.

If any of these sound familiar, it’s time to take action—whether you’re an individual looking for relief or an employer seeking to support your team.

Why Is Burnout So Common in Healthcare?

Let’s be honest—healthcare is tough. But burnout isn’t just about long hours; it’s about how those hours are structured and the support (or lack of it) in place.

Work Overload (Because 24 Hours Isn’t Enough)
From managing patient loads to endless paperwork, healthcare workers are often expected to do more with less. Without adequate staffing, both clinical and administrative teams feel the pressure.
Lack of Control
Rigid schedules, unpredictable shifts, and limited decision-making power leave employees feeling like they have no control over their work-life balance.
Inadequate Pay
Let’s face it—healthcare professionals give their all, yet compensation often doesn’t align with the emotional and physical toll of the job.
Lack of a Supportive Work Environment
Whether it’s a shortage of teamwork or a culture that discourages speaking up, feeling isolated in the workplace can significantly contribute to burnout.
Conflicting Values vs. Operational Demands
Many healthcare workers enter the field to help people, but when efficiency and cost-cutting take priority, it can lead to frustration and disillusionment.

What Can Employers Do to Support Their Teams?

Addressing burnout requires more than just words—it takes actionable steps that create meaningful change. Here’s what healthcare organizations can do:

Encourage (and Actually Allow) PTO
Time off should be a priority, not a luxury. Employers must foster a culture where staff feel comfortable taking breaks without fear of repercussions.
Promote Positive Workplace Culture
Toxic environments can accelerate burnout. Leaders should foster a culture of respect, open communication, and empathy.
Provide Mental Health Resources
Offering Employee Assistance Programs (EAPs), on-site counseling, or stress management workshops can show employees that their well-being matters.
Flexible Scheduling Options
Implementing flexible shifts or remote administrative work when possible can provide employees with a better work-life balance.
Acknowledge Effort and Accomplishments
Recognition goes a long way. A simple “thank you” or celebrating small wins can boost morale and engagement.

What Can Healthcare Professionals Do to Combat Burnout?

For those working in healthcare, burnout can feel like an inevitable part of the job—but it doesn’t have to be. Here’s how employees can take control:

Set Healthy Boundaries – Saying “no” to extra shifts or setting limits on work-related responsibilities is key to long-term sustainability.
Prioritize Physical and Mental Health – Exercise, proper nutrition, and rest are essential, even in high-stress environments.
Lean on Your Support System – Talking to colleagues, family, or a professional can provide relief and new perspectives.
Take Micro-Breaks at Work – Even a few minutes of fresh air or deep breathing can help reset stress levels.
Seek Professional Help if Needed – There’s no shame in reaching out to a mental health expert who understands the unique challenges of healthcare.

How Healthcare Staffing Agencies Can Help

When burnout stems from excessive workload and poor work-life balance, self-care alone isn’t enough. This is where healthcare staffing agencies come in, offering solutions that benefit both employees and employers:

Relief Staffing – Bringing in temporary or per diem staff can lighten the load for overworked teams and improve patient care.
Flexible Work Arrangements – Whether employees need part-time, contract, or travel roles, staffing agencies offer options to fit their lifestyle.
Reducing Overtime – Supplementing the workforce with additional staff helps prevent excessive hours and ensures employees have adequate rest.
Finding the Right Fit – Healthcare professionals can explore roles that align with their skills and values without feeling stuck in burnout-inducing environments.
Supporting Career Growth – Whether it’s a new specialty or a change of pace, staffing agencies can help workers find fulfilling opportunities.

Final Thoughts: A Shared Responsibility

Burnout doesn’t have to be the norm in healthcare. Employees and employers alike have a role to play in preventing and addressing it. By fostering supportive environments, setting boundaries, and seeking external support when needed, healthcare organizations can ensure their teams thrive—and ultimately provide the high-quality care patients deserve.

Feeling overwhelmed? We’re here to help. Contact us today to learn how our staffing solutions can support you and your team.

Because healthcare should be about caring—for both patients and the people providing that care.

Did you know that by 2025, the U.S. could face a shortage of over 200,000 nurses? As the healthcare landscape evolves, staffing challenges are intensifying. But behind the numbers lie opportunities for forward-thinking organizations to adapt and thrive. Let’s explore 3 surprising statistics that will redefine healthcare staffing strategies in the coming year.

Growing Demand for Specialized Healthcare Professionals

The Bureau of Labor Statistics projects a 40% increase in demand for nurse practitioners by 2025, outpacing most other professions. (Source: nursejournal.com)

It seems like every day, there’s a new innovation or emerging trend reshaping the healthcare sector—and workforce needs are no exception. While the COVID-19 pandemic spotlighted widespread nursing shortages, a deeper shift is occurring. Specialized healthcare roles, such as nurse practitioners, mental health counselors, and telehealth specialists, are becoming increasingly vital to meet evolving patient demands. This growing need for specialization is being driven by several key factors:

An Aging Population: As the Baby Boomer generation enters their senior years, demand is soaring for professionals skilled in chronic disease management, geriatrics, and home healthcare services.
The Mental Health Crisis: The pandemic amplified mental health challenges, driving unprecedented demand for psychiatric nurses, therapists, and counselors to fill critical care gaps.
The Rise of Telehealth: Telemedicine has transformed healthcare delivery. Virtual care requires specialists trained in digital health tools, remote diagnostics, and patient engagement in a virtual setting.
Advancing Medical Technology: Innovations in AI, robotics, and specialized treatments are creating opportunities for professionals with niche technical expertise to support cutting-edge care.

Healthcare Professionals Are Demanding Flexible Work Models

73% of Gen-Z employees say flexibility is a top factor when choosing an employer. (Source: Johns Hopkins University)

Let’s face it: Millennials and Gen-Z are now driving the healthcare workforce, making up nearly 45% of nurses, according to the National Center for Health Workforce Analysis. With these younger generations come shifting priorities that healthcare organizations can’t afford to ignore. Unlike previous generations, Millennials and Gen-Z workers place a higher value on flexibility, work-life balance, and purpose-driven careers over traditional job security or rigid schedules. This shift has sparked significant growth in per diem, travel, and remote/telehealth nursing.

Organizations that fail to adapt to these preferences risk higher turnover and recruitment challenges. To attract and retain this talent pool, facilities must embrace new workforce models, such as:

Flexible scheduling that gives nurses control over their hours.
Travel assignments with competitive benefits and career support.
Hybrid opportunities that mix in-person and remote work for appropriate roles

The Financial Cost of Turnover Will Rise Dramatically

Each nurse turnover costs healthcare organizations an average of $52,000, a number expected to rise by 15% in 2025. (Source: NSI Nursing Solutions)

How many times have you interviewed someone and thought, “This is going to be a great addition to our team,” only to be sorely disappointed after 60 days? High turnover doesn’t just affect staffing—it creates financial strain, disrupts operations, and compromises patient care.

To combat these challenges, healthcare organizations must balance effective retention strategies with smarter recruitment practices. Here are six proven suggestions:

Prioritize Employee Wellness and Work-Life Balance: Offer flexible scheduling to reduce burnout and improve retention.
Competitive Compensation and Benefits: Ensure salaries and benefits match or exceed industry standards to attract top talent.
Invest in Professional Growth and Development: Provide continuing education and mentorship programs to help employees advance.
Improve Onboarding and Training: Create a structured onboarding process with clear expectations and support.
Build a Positive Workplace Culture: Celebrate achievements and encourage open communication to boost morale.
Utilize Temp-to-Perm Staffing Agencies: Test employee fit before offering permanent positions to reduce long-term risk.

These statistics paint a clear picture: 2025 will be a pivotal year for healthcare staffing. Organizations that embrace flexibility, leverage technology, and prioritize retention will not only weather the challenges but thrive. Are you ready to future-proof your workforce?

Looking for innovative staffing solutions tailored to 2025’s challenges? Contact ATC Healthcare to build a reliable, cost-effective healthcare talent pipeline today.

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We are so honored to announce that we have been featured in Forbes magazine where they announced their top temporary staffing agencies and gave us a 5 Star ranking for being one of America’s best temporary staffing firms.

This is a huge honor and one we have worked so hard to achieve. Since day one it has been our goal to help find jobs for people, find institutions that are looking for personnel and facilitate that in an efficient and effective manner.

When the coronavirus started to spread across the United States in February we wasted no time preparing our team. Many physician offices closed, especially in March and April, so a lot of clinical staff were looking for employment and many hospitals were in need of highly skilled healthcare staff. Our quick and agile response to the pandemic allowed us to place healthcare workers in healthcare facilities that needed them most.

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To ensure the best care for the patient there needs to be a smooth “baton pass” between nursing shifts. Although it may be tempting to rush through this routine duty, patient safety hinges on a complete and correct exchange of information. Shift reports have the potential to be nurse-task focused instead of patient-focused. Research has shown that involving the patient and/or their family in this process by conducting the “patient handover” by the bedside has improved this communication and patient satisfaction.

Bedside handover requires nurses to exchange pertinent patient information such as clinical conditions, allergies and care plans with the patient in his or her room. By taking the handover to the patient, nurses and patients see each other sooner. Bedside handover also allows patients to ask questions and clarify information with both nurses — which can relieve anxiety and get them involved them in their care.

Bedside handover is more efficient and effective from a nursing perspective too. Being in the patient’s room allows the incoming nurse to assess patients directly and to identify the priority needs of their unit more quickly and accurately. It increases nurse to nurse accountability and allows for a complete description and sharing of the patient’s status as a whole and can improve patient safety. It can help more experienced nurses to act as role models to less experienced nurses and can enable tasks that can be difficult to accomplish alone to be done during the handover.

Bedside handover creates an opportunity for nurses to collaborate. It is being reviewed and studied and is a trend that is gaining traction – some even speculate this is will be a best practice guideline by the Joint Commission in the near future.

Nothing Smarts Worse Than Wasting Money!

Temporary Nurse Staffing

We often say that users of temporary staffing firms should consider the fully-loaded cost of hiring a full-time employee when comparing our prices to salaries. It seems we may be onto something!

A recent study (published in December 2014 in the Journal of Nursing Care Quality) undertaken by the University of Rochester’s School of Nursing comparing the cost efficiency of using temporary nurse staffing versus their permanent counterparts suggests “modest use” of temporary staff can lead to cost savings and efficiencies for hospitals, while “heavy reliance” on temporary workers to meet long-term staffing needs was not found to be cost effective. To ready the full study, follow this link: http://www.staffingindustry.com/row/Research-Publications/Publications/Healthcare-Staffing-Report/April-2-2015/Modest-use-of-temp-nurses-can-save-hospitals-money-study-says

Category: Uncategorized