General Healthcare Resrouce's  Blog

Post COVID-19 Hiring Strategy: Bring on Remote Workers!

Sep 2, 2020 9:06:53 AM / by GHR RevCycle Workforce

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It’s a fact that COVID-19 is forcing enterprises to rethink the way they do business and revisit policies for security, business continuity, and especially, remote workers.

As we continue to deal with the pandemic, the shift to remote work has gone from a “temporary” solution to the new normal. And industries around the country – including healthcare revenue cycle operations – are looking to use new strategies, tactics, and technologies to stay productive – while keeping employee and customer (patient) safety in mind.

Why Remote Hiring?

Healthcare recruiters, HR professionals, and managers are finding that talent acquisition approaches they previously dismissed as unworkable before COVID-19 are now becoming the norm. Many jobs can be done remotely, and hiring someone digitally allows recruiters to find better-quality candidates.

Here are some benefits to remote hiring now and post-COVID-19:

  • Decreased Health Risks for Employees and Employers

While remote work has been on the rise even before the COVID-19 outbreak, it’s now essential to provide a safe and healthy work environment for all considered.

With a remote revenue cycle workforce, organizations don’t need to implement social distancing or quarantining since the virus exposure in the workplace is virtually zero. Working from home means fewer potential disruptions and improves work continuity while also reducing company liability for any work-related COVID-19 infections.

  • Increased Talent Pool

Hiring remote employees gives you a chance to hire more talented individuals even if they’re from the other side of the United States.  For organizations not located in big cities, this levels the playing field since many talented candidates often look for opportunities in larger metropolitan areas.

Creating a Successful Remote Workforce

  • Finding the Right Candidates

When considering a remote hire, it’s important to have criteria in mind to narrow down the candidates through job history and credentials. For example, if the job requires a good bit of interaction via video conferencing, you’ll likely want to ensure that the person has good communication skills and is fairly outgoing. Checking personal and professional references can help you understand the candidate’s personality before you make an offer.

  • Providing the Right Technology

To ensure that a remote team is productive and working effectively, it’s important to provide the right technology platform. To enable staff to effectively perform work remotely, technology must be configured and activated with the required job tools necessary to perform daily activities. Access to every application used daily by staff will need to be made remotely available to them.   

  • Implementing a Strong Screening and Hiring Process

If you’re trying to fill the remote role quickly, a good recruiter will screen the candidates based on your criteria, so you won’t waste time looking at resumes or talking to people who are not right. When working with a recruitment agency, it’s important to start as early as possible to shorten the hiring time and alleviate the stress of hiring the right person.

Conclusion

In today’s COVID-19 world, hospitals, healthcare organizations, and managers have been forced to pivot from face-to-face interactions with staff to virtual communication. This will not change post-pandemic, and remote work is poised to become the new normal. A well thought-out remote hiring policy can enhance short- and long-term productivity and effectiveness.

 

At GHR RevCycle Workforce, we’re 100% focused on placing highly-skilled full-time revenue cycle professionals in various positions, including remote opportunities. To find out more, visit our website today

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Topics: RevCycle, remote working