Clinical labor shortages, rising contract labor costs, and changing workforce expectations were creating new challenges for this regional health system. Staffing was managed independently across multiple markets and departments, resulting in inconsistent hiring practices, limited visibility, and unnecessary administrative complexity.Â
At the same time, clinicians were seeking greater flexibility in how and when they worked. The organization needed a workforce strategy that could improve retention while creating a more consistent approach.
Leadership believed solving workforce challenges required more than reducing costs. Improving retention also meant giving clinicians greater control over their work preferences.Â
The organization sought a partner that could bring consistency to workforce operations while supporting a more flexible workforce model. Hallmark aligned with that vision by combining configurable technology with a hands-on partnership that continued well beyond implementation.Â
The implementation began with Hallmark’s Vendor Management System (VMS), creating a centralized approach to contingent labor management. The health system then expanded Flex Choice, its Internal Resource Pool (IRP), giving clinicians more options for when and where they worked while standardizing workforce processes across the organization.Â
The phased rollout improved financial transparency, simplified credential management, automated workflows, and provided leaders with better insights for strategic workforce decisions. The vendor-neutral platform also enabled the organization to work with multiple staffing agencies while maintaining greater visibility and oversight.Â
Following implementation, the health system was able to:Â
What began as an effort to better manage contingent labor evolved into a broader workforce strategy centered on clinician flexibility and retention. With strong results and continued demand for Flex Choice, the health system is well positioned to continue expanding the program.Â
