Here are some of the answers to the questions asked by our 300+ attendees at our Dec. 13th webinar “How Mobile Staffing Platforms are Transforming the Industry”. Whether you were able to attend the live event or not, this blog will hopefully provide valuable insights and answer any of the questions you may have about mobile staffing platforms.
Missed our webinar? Read the recap or watch it on-demand.
Are mobile staffing platforms used for W2 or 1099 pRN or both?
Yes, staffing platforms can be used for both W2 employees and 1099 contractors, though it depends on the provider. At ActivateStaff, our technology enables work exclusively for W2 workers through our agency partners. However, there are direct sourcing platforms on the market that strictly place 1099 contractors, such as CareRev.
Do clients enter their own shifts or do the agencies still do the data entry function? If so, any best practices for clients entering their own shifts?
Yes to both, depending on what your agency wants. Clients have the option to enter their own shifts through a client portal if that feature is activated or your team can handle the data entry process on their behalf (or a combination). This offers clients the flexibility to manage their staffing needs while also ensuring that your agency is able to maintain oversight and accuracy in the data entry process.
How do you determine that the candidate has the skill (not just certifications) to do the job? How do you know the candidate is a decent human if the recruiter isn’t involved in the matching?
Candidates still go through part of the traditional recruitment process, and that looks a little different for each client. Technology like staffing platforms is about removing friction and redundancies from your processes and finding efficiencies, it doesn’t replace the human element entirely.
The platform is used as an onboarding tool where candidates can quickly add and update their information and credentials. Once the candidates are in the system, agencies still maintain their unique workflows for ensuring this candidate is ready to be placed.
What is the process of moving from one platform to another like?
The process varies slightly with each agency but ActivateStaff has a dedicated team that helps with the transition. We’ve helped many agencies transfer data from one system to another. Whether it’s a scheduling tool such as WhenIWork or a full-experience platform such as ShiftGig, we have the experience to help your agency make a seamless migration to a new platform.
How do you suggest we get buy-in from company decision-makers?
This question was covered during the webinar and this is what Matthew Mawby (Co-founder of StaffHealth and NurseShifts) said: “We knew we needed tech to be evolved more than it was in the beginning. We heard from our nurses first. We wanted to listen to the people who we staff every single day. When [we started hearing things like flexible scheduling, we knew that we needed to pick up something that would be that one-stop shop. The leadership decision was easy to make.”
The sentiment amongst our clients was the same. Making the decision to adopt a mobile staffing platform was easy for decision-makers once they could see that it was what candidates wanted and the benefits for the agency were made clear.
What is the operational lift/value of staffing platforms and how have you seen ops benefit?
For CoreMedical Group, the platform has been shown to save their recruiters 15-50% of their time and a 36% reduction in time to productivity for new recruiters. Additionally, they saw a 30% increase in revenue in the first eight weeks following launch. These results demonstrate the significant benefits that a staffing platform can bring to operations in terms of reducing time-to-fill, increasing productivity and improving revenue generation.
We heard you talk a lot about the platform – can you show it?
Absolutely! Here are our demo videos:
If you’re interested in taking look at our Bullhorn integration, book a demo here.
For the recruiters that have staffed the roles “traditionally” for years, what methods were the most successful in getting them to transition to the digital platform?
The most successful method in getting recruiters to transition was to “show, don’t tell” – sharing the results from recruiters using the platform. For example, for CoreMedical Group, it was easier to start by getting the newer recruiters on board. Seasoned recruiters eventually transitioned when they saw the success and impact on their colleague’s numbers. Seeing that the results from using the platform were making them more money and saving them time were key factors in their decision.
During our webinar, Aram Hampoian (CEO, CoreMedical Group) mentioned they have had record site visits this year. But they’re also seeing 4x the number of visitors to their mobile app. This engagement with their platform has encouraged their more hesitant recruiters to use the platform and is providing good ROI for their team.
Is this technology harder to adopt for smaller companies?
No, it’s actually easier for smaller agencies to adopt new technology compared to big, more established agencies. This is because there isn’t the same need to break any pre-existing processes or build complex integrations. In fact, small agencies can be up and running with a staffing platform in as little as 6 weeks.
Have staffing platforms helped to drive down the dependency on recruiters?
Not exactly. Just take a look at what is happening in the industry – there has been a massive shift in the way candidates search for jobs. All the information previously held exclusively by recruiters is now democratized and made more visible by platforms. This has changed the role of recruiters, who are no longer gate-keeping but instead focusing on building relationships with candidates and clients. Staffing platforms are a result of the information age, driven by the desire for technology and its benefits, such as improved visibility and the ability for candidates to make informed decisions (just think LinkedIn or other job boards.)