Change is hard. Spearheading projects and implementations designed to assist with change, is even harder, especially when you already have a full plate. Going through a significant healthcare technology investment, updating or defining processes, or taking on any other large project that isn’t part of the typical day-to-day operations takes not only manpower to complete but a large time investment as well. These tough tasks have practices nationwide weighing their options when it comes to people operation strategies.
You could hire.
Hiring a full time employee is its own full time job. Screening resumes, scheduling interviews (sometimes multiple per candidate), and onboarding to your organization are all things that take time. In fact, recruiting and onboarding a new employee can cost $4,000-$16,000 per position and that is if you can find the right candidate. The increase in remote work could be shrinking the talent pool in your area and increasing the cost of the right candidate, especially when you add in employee benefits now available to candidates from remote markets you’re not even competing in.
You can outsource.
You have a few choices with outsourcing with the likes of 1099 contractors, large consulting firms, and highly-specialized boutique consulting companies. There are pros and cons to each of these options but overall the benefits of outsourcing projects is that you can target specific skill sets for implementations more easily than through direct hires and possibly control the costs to your business with designated scope and durations of the contract.
Business operations are shifting and taking a critical look at your options when it comes to optimizing your practice can be the differentiator when it comes to success. Contact us to learn more about how H3 Healthcare can help!
