Healthcare staffing issues can create a stressful environment for patients and medical professionals. For instance, hospitals and clinics facing shortages may have to reduce their services or operate with decreased care. Undoubtedly, understaffed facilities can put patients at risk and cause burnout among overworked employees.
Addressing staffing issues in healthcare is vital to creating a safe environment that promotes positive patient outcomes and healthy workplaces. Healthcare recruitment strategies are the key to building a reliable team and ensuring your facility can respond to patient needs quickly and efficiently. This article will offer valuable insights to help you achieve your goals and empower healthcare services with credentialing.
One effective way to enhance healthcare recruitment strategies is to streamline the provider credentialing process. Azulity’s provider credentialing services can help you achieve your objectives by boosting your hiring processes and building a reliable team.
Importance of Recruiting the Right People in Healthcare
Recruiting the right people in healthcare is essential for improving the quality of patient care. The caliber of professionals delivering care directly affects the quality of care. By implementing robust recruitment strategies, healthcare organizations can attract highly skilled professionals, ensure a diverse workforce that reflects the patient population, and bring fresh perspectives and innovative approaches to care. When healthcare facilities prioritize recruitment, they invest in better patient outcomes and satisfaction.
Reputation and Recruitment
A healthcare organization’s reputation is closely tied to its ability to attract and retain top talent. Recruitment strategies prioritizing hiring skilled and experienced professionals contribute to a positive reputation within the industry. Word-of-mouth recommendations, positive reviews, and professional accolades all play a role in attracting high-caliber candidates. A strong reputation can also make it easier to recruit for hard-to-fill positions and attract candidates from competitive markets.
Addressing Staff Shortages & Burnout
The healthcare industry is notorious for staff shortages and high burnout rates, particularly in specialized fields such as nursing, radiology, and surgical care. Effective recruitment strategies can mitigate these issues by ensuring adequate staffing levels, reducing workload on existing staff, and introducing new team members with fresh energy and ideas.
By continuously bringing in new talent, healthcare organizations can create more balanced and sustainable work environments, increase job satisfaction, and reduce turnover. This involves anticipating future staffing needs and seeking qualified candidates before vacancies become critical. Building a pipeline of potential hires and maintaining relationships with educational institutions can help healthcare organizations avoid staffing challenges.
Flexible Staffing Solutions
In addition to traditional recruitment methods, healthcare organizations can benefit from flexible staffing solutions such as temporary staffing, part-time roles, and telehealth positions. Healthcare recruitment strategies incorporating these options can help organizations adapt to fluctuating patient volumes and changing healthcare demands. This flexibility ensures patient care isn’t compromised during peak times or unexpected staff shortages.
Keeping Pace with Technological Advancements
Healthcare technology is advancing rapidly. From AI-assisted diagnostics to telemedicine, the industry requires professionals who aren’t only medically competent and technologically savvy. Recruitment strategies should include assessing candidates’ proficiency with technology and their ability to adapt to new advancements. Furthermore, ongoing training and development programs can help existing staff stay current with the latest technological trends, ensuring the organization remains at the forefront of healthcare innovation.
Embracing Digital Recruitment Tools
As the healthcare industry continually evolves with technological advancements, recruitment strategies must keep pace. Digital recruitment tools, such as applicant tracking systems (ATS), social media platforms, and online job boards, have become integral to modern recruitment processes. These tools streamline the hiring process, making it more efficient and effective. By embracing technology, healthcare organizations can reach a wider pool of candidates and make data-driven hiring decisions.
Cost-Effectiveness & Resource Optimization
While investing in recruitment might seem costly upfront, it’s a strategy that pays dividends in the long run. Effective recruitment can reduce turnover costs, lower training expenses for new hires, and improve operational efficiency. By bringing in the right people from the start, healthcare organizations can optimize their resources and reduce the financial burden associated with constant hiring and training cycles.
Building a Positive Work Culture
Effective recruitment strategies build a positive work culture, which is essential for employee satisfaction and patient care. By hiring individuals who align with the organization’s values and mission, healthcare facilities can create a cohesive and supportive work environment. A positive work culture enhances employee morale, leading to better collaboration, improved patient care, and a lower turnover rate.
Adapting to Changing Healthcare Models
The healthcare industry is shifting toward value-based models, emphasizing preventive care and patient outcomes. This transition requires a workforce that’s adaptable, patient-centered, and focused on holistic health. Effective recruitment strategies help healthcare organizations identify and attract professionals who can thrive in these new care delivery models.
Meeting Regulatory & Compliance Requirements
Healthcare is a highly regulated industry with strict staffing ratios, qualifications, and continuing education requirements. Strategic recruitment ensures healthcare organizations can meet and exceed regulatory standards, maintain proper staffing levels across all departments, and ensure all staff members have the necessary credentials and qualifications. By prioritizing compliance in the recruitment process, healthcare facilities can avoid legal issues and maintain their reputation for quality and safety.
Fostering Innovation & Research
Many healthcare organizations aren’t just care providers but also research and innovation centers. Effective recruitment strategies can attract researchers and academics, professionals passionate about innovation, and individuals with diverse backgrounds and perspectives. By bringing together diverse groups of talented professionals, healthcare organizations can foster environments of continuous learning and advancement, contributing to the overall progress of medical science.
Addressing Specialized Skills Gaps
Healthcare is a field of specialization, and recruitment strategies are crucial in addressing skills gaps in niche areas. Whether it’s finding neurosurgeons for an expanding brain center or genetic counselors for a new personalized medicine program, targeted recruitment efforts ensure healthcare organizations can meet specific needs and expand their service offerings.
Preparing for Future Challenges
The healthcare industry is constantly evolving, with new challenges emerging regularly. From global pandemics to the rise of chronic diseases, healthcare organizations need to be prepared. Strategic recruitment allows these organizations to build a workforce with diverse skill sets, create adaptable teams that can respond to crises, and develop leadership pipelines for future organizational growth. By thinking ahead in their recruitment efforts, healthcare organizations can position themselves to tackle future challenges head-on.
Related Reading
- Resource Allocation in Healthcare
- Healthcare Workforce Shortage Solutions
- How to Recruit Healthcare Professionals
20 Healthcare Recruitment Strategies
1. Harnessing the Power of Azulity
Azulity excels in healthcare master data management and provider credentialing services. Their expertise in healthcare data solutions and credentialing spans the entire United States. Azulity’s platform helps organizations eliminate the issues surrounding fragmented data systems by synchronizing patient, provider, location, and claims data across all departments and systems.
Key features include healthcare master data management, provider master data management, reference data management, credentialing, and provider enrollment. Azulity serves healthcare technology leaders and can help your organization manage its healthcare data. Book a call today to learn more about Azulity’s healthcare master data management services.
2. Job Boards Are Great for Recruitment
Job boards are a popular healthcare recruitment strategy because they allow hiring managers to reach a large pool of candidates. They can use job boards to advertise open positions and track how many people apply. Healthcare professionals can also see how many people click on their advertisements, giving them an idea of their brand awareness in the marketplace. If they have questions about applicants, job boards allow staff to contact candidates directly through email or other means.
3. Streamline the Hiring Process for Candidates
In the competitive healthcare market, candidates can quickly lose interest and go elsewhere if the hiring process is long and complex. HR professionals and healthcare organizations should improve the candidate experience by reducing the hiring time, keeping candidates fully informed throughout the process, and using skills-based assessments to screen out unqualified applicants. Consider the background process, for example. Many candidates are left in the dark while waiting for their background check results without information about how long it might take.
4. Offer Internships to Students
Internships introduce students to what it’s like working on the job. It also lets them see if they like the work environment and how healthcare organizations operate. Internships can also help recruitment officers identify talented individuals in areas that may not be immediately apparent when interviewing them for full-time roles.
For example, suppose they’re looking for someone with specific medical knowledge or skills but don’t have the budget to hire someone with those qualifications immediately. In that case, they can offer students an internship where they receive training on those topics while working on other projects that do not require that expertise. If they do well during their internship, they can provide students with a full-time position.
5. Provide Creative Perks, Benefits, and Competitive Salaries
When healthcare professionals have multiple opportunities to consider, your organization can stand out as an attractive option if you offer competitive salaries, creative perks, and a beautiful suite of benefits. Providing these helps applicants and employees know that you value them by showing your willingness to compensate them for the services they give richly.
6. Cultivate a Recruitment Brand That Appeals to Candidates
Creating a recruitment brand is a good healthcare recruitment strategy because it allows organizations to attract top talent and ensure they stay. This is because a strong brand means candidates will be more likely to apply for their positions, which means they can find the right people for their jobs. Employee satisfaction and retention rates increase when the right people fill more open positions. Having a strong recruitment brand helps hospitals and clinics to stand out. This means candidates looking for employment are more likely to consider their organization.
7. Utilize Social Media in Recruitment
Building a strong social media presence for your organization, through which you provide helpful information, links to blogs, and highlight employee achievements, can help establish your organization as a trusted voice in the community. Highlight your organization’s culture and showcase the positive experiences your employees have when working for you.
8. Build an Employee Referral Program
Developing a referral program is a good healthcare recruitment strategy because it helps organizations keep their employees happy while also helping them attract new hires. Employees will be more likely to refer others to the organization if they feel treated well. This means that instead of spending money on advertising, the company can use this money to provide bonuses and other rewards to employees. This approach also helps them attract new hires because it allows them to settle into their work faster, as they have an ally in their new workplace.
9. Provide Fast, Reliable Background Checks
Healthcare background checks that take too long to come back can frustrate candidates who are waiting to begin work. By partnering with a reliable third-party background company, you can ensure your background checks are completed quickly without sacrificing accuracy, reliability, and legal compliance. Because of our extensive access to reliable resources and advanced research techniques, we return background checks in as little as a few hours. We are also well-versed in federal and state background check laws and healthcare regulations, and always comply with them when we conduct background checks.
10. Create a Career Page on Your Website
Creating a career page on an organization’s website is a good healthcare recruitment strategy. It helps attract and retain top talent by providing employees with the information necessary for applicants to make informed career decisions. It also allows them to see what it’s like to work at the company, which can help you attract more applicants. This is because they can look at photos of the premises to gauge an understanding of practices. Blog posts and newsletters posted regularly can also provide additional insight.
11. Focus on Diversity and Inclusion
The healthcare workforce and the overall population are highly diverse, and your organization should ideally reflect that. Value people from diverse backgrounds when hiring decisions, and implement and encourage inclusion within the workplace.
12. Conduct Interviews Using Technology
There are several reasons why virtual interviewing tools are a good healthcare recruitment strategy. This is because it allows candidates to experience the new position before accepting any offer, which can help reduce turnover. Also, it saves both time and money for the hiring company as less travel is subsequently required.
Video conferencing allows interviewers to select a time that works best for them, rather than working around travel schedules at different locations. This technology also allows hiring companies to see how applicants present themselves, which helps them to determine if a candidate can fit into the corporate culture.
13. Partner with Educational Institutions
Don’t overlook educational institutions offering healthcare degrees and certifications in your area as a ready source of new talent. Contact schools to participate in internship programs through which up-and-coming nurses and other students can complete required internships with your organization in exchange for course credit. Internships also allow you to evaluate potential new talent and choose to continue your relationship with them as future employees.
14. Build Relationships with International Healthcare Professionals
Building relationships with healthcare professionals from other countries is a good healthcare recruitment strategy because it helps an organization to find new talent. It makes sense for recruitment officers looking for more qualified doctors, nurses, and other medical professionals to go where the best ones are. Another reason is that it can help the reputation of a hospital or clinic internationally, leading to a better applicant pool. As these employees settle in, they can suggest improving a medical practice and recommend lesser-known practices from different cultures and traditions.
15. Implement a Persona-Based Strategy
Your organization must determine its employee value proposition, which is what employees who work for you value about their jobs. Once you have chosen the value you offer, you must communicate it to each candidate. However, how you communicate your organization’s employee value proposition will differ based on the varying priorities of different groups. A persona-based strategy allows you to tailor how you communicate with prospective applicants by identifying demographic trends and values and highlighting specific aspects of what your organization has to offer accordingly.
For example, if you are communicating with members of Generation Z to fill healthcare jobs, it’s essential to show that your organization values diverse viewpoints and offers growth opportunities. A large cohort of this generation prioritizes diversity, equity, and inclusion, so communicating that your organization does so might make working for you more appealing. If you are communicating with mid-level candidates who might have family commitments they need to meet, emphasizing your organization’s focus on work-life balance through its flexible scheduling can make your company more attractive as an employer.
16. Start a Blog About Hiring and Interviewing Tips for Healthcare Professionals
Starting a blog about hiring and interviewing tips for healthcare professionals is a good healthcare recruitment strategy because it allows recruitment officers to connect with potential candidates in a way that’s more personal than other methods. Blogs are an excellent way for professionals to share their expertise with others and to explain the reasons behind their hiring process. When looking at an organization’s job listing, it can be challenging to gauge the specifics of the role and what it’s like to work there. By reading a blog instead, applicants can better understand what working there involves explicitly.
17. Hire From Within
If you have positions open within your organization, look inward at your existing employees first. Providing opportunities for employees to progress in their careers through promotions is a good way to develop your current staff and retain valued employees.
18. Highlight the Organization’s Culture
Highlighting an organization’s culture is a good healthcare recruitment strategy because it allows candidates to gain insight into the company’s values and priorities. Candidates can see whether or not they’re going to be able to align with the company’s mission, which massively helps them decide whether or not they want to apply for a position. Candidates are much more likely to apply for positions if they feel they’re going to be able to fit in with the organization’s culture. Hence, companies must ensure their employment brand accurately reflects their internal operations.
19. Implement an Employee Awards System
When implementing an employee awards system, you show your current staff how much you appreciate what they do. Recognize employees who have gone above and beyond in their jobs. Consider implementing an incentives-based program through which employees can earn rewards based on their efforts.
20. Attend Career Fairs
Attending a career fair is a valuable healthcare recruitment strategy because it allows employers to connect with potential employees in person and interact more personally than by phone or email. This can be especially important for people nervous about job interviews and want to feel more comfortable before meeting people from their potential employer’s company. Career fairs also allow employers to showcase their company culture and values through their booths, which helps potential candidates decide if they want to work there.
9 Serious Recruitment Challenges in the Healthcare Industry
1. Candidate Attraction: The Ongoing Challenge of Healthcare Recruitment
The healthcare industry has long dealt with staff shortages. Unfortunately, the situation is even worse post-COVID. The Health Foundation reports that the UK needs over a million more health and care staff to meet rising demand, improve services, and recover from the pandemic by 2030. Skills for Care found that care worker vacancy rates in 2021/22 were twice as high as the national average, at 11%.
The CIPD’s Labour Market Outlook Autumn 2022 shows that 55% of recruiting employers in the
The UK healthcare sector reports the highest proportion of hard-to-fill vacancies of any industry. Private health and social care providers will likely see an even further challenge in retention and attraction due to the 5.5% pay increases within the NHS that were announced recently. Many are unable to find the financial resources to match them. And there’s no end in sight. The aging population is getting older, and demand is increasing.
The healthcare workforce is getting older, too, and is coming ever closer to retirement. Plus, long COVID is stubbornly sticking around, adding long-term pressure on healthcare professionals and hurting their health more than anyone’s. Faced with massive talent shortages and colossal competition, healthcare recruiters must focus on developing proactive candidate attraction strategies. If not, worsening care quality and patient outcomes are on the horizon.
2. High Turnover and Retention Issues: Contributing to Staffing Shortages
Burnout, job dissatisfaction, and poor work-life balance lead to high turnover rates. Healthcare workers face heavy workloads and long hours, which deter candidates from pursuing healthcare roles. Inadequate compensation and benefits that fail to reflect the demanding nature of the job only worsen the situation.
As a result, many healthcare positions remain unfilled for extended periods. On average, healthcare businesses take 48.3 days to fill a vacancy, which is more than 20 days longer than other industries. Lengthy decision-making, complex employment screenings, and extensive training requirements all contribute to this delay.
3. Rising Costs: The Financial Impact of Recruitment Challenges
Skills shortages and turnover are expensive problems. One 2022 study says nurse turnover alone costs the average hospital millions yearly. And taking too long to hire loses great people, forcing you back to job boards or towards stop-gap agencies. And that’s before you consider soaring inflation, piling pressure onto healthcare profit margins.
McKinsey calls inflation a “gathering storm” that could “put nearly half of profit pools at risk.” In 2023, healthcare recruiters must focus on building a more efficient recruitment process to make every moment (and penny) count. The age-old ‘do more with less’ dilemma has never been so important.
4. The Skills Gap and Technological Advancements: Tackling the Complexities of Healthcare Recruitment
The rapid evolution of medical technology adds another layer to recruitment challenges. Healthcare roles often require special skills and qualifications that are difficult to find, particularly for niche roles like nurse practitioners and rheumatologists. Continuous upskilling to adapt to emerging technologies and systems is also often necessary. Unfortunately, many healthcare HR teams have yet to leverage advanced talent acquisition tools fully. This gap limits their ability to efficiently identify, attract, and retain highly skilled candidates.
5. Hiring Manager Experience: The Bottleneck of Healthcare Recruitment
Healthcare recruiters are pressured to hire faster, but hiring managers can be a significant bottleneck. According to Jobvite, 56% of recruiters say their biggest bottleneck is hiring managers moving candidates through hiring stages too slowly. Additionally, 43% of recruiters say their biggest bottleneck is hiring managers reviewing CVs too slowly.
And 25% of recruiters say they’ve witnessed or experienced a candidate interview that took four or more hours. That’s an even bigger deal, as frontline healthcare workers battle increasing pressure, workload, burnout, and fatigue. It’s the perfect storm: a fast, effective recruitment process is more important than ever, but hiring managers have almost zero bandwidth. In 2023, healthcare recruitment teams must improve collaboration to speed up recruitment and enhance the candidate experience.
6. Diversity and Inclusion Challenges: Building a Culturally Competent Workforce
Building a diverse and culturally competent workforce remains an ongoing issue in healthcare. Organizations face challenges such as underrepresenting specific demographics in key healthcare roles and addressing discrimination and inequalities in pay and career progression. Diverse teams are critical to serving a wide range of patient populations, yet progress in this area remains slow.
7. Black Holes: Poor Data Visibility in Healthcare Recruitment
Poor data visibility is a big issue in almost every industry. But it’s awful for decentralized healthcare organizations, with hundreds of managers and complex recruitment processes. Many healthcare recruiters say they can’t easily track even the basic stuff. How many roles are open, and where? How long have those roles been open? Why have those roles stayed open? How many candidates have applied? Which sources do candidates come from? How many candidates are we interviewing?
Which candidates are we onboarding? Have candidates been sent the right contracts? Have we verified candidates’ compliance documentation? Who’s accountable for what, when? Which hiring managers are doing what, when? How are recruiters or teams performing? Where do hiring managers need extra support? The problem is that poor visibility translates into poor control. The candidate experience is usually shoddy and inconsistent, plus your recruitment team is practically working nights just to handle basic admin.
And your exposure to risk goes through the roof. Plus, if you can’t easily get the answers to questions like these, you can’t see where you could improve. You recognize the symptoms – rising recruitment costs, threatened care ratios, even enforcement action – but black holes mean you can’t diagnose or cure the problem. Healthcare recruiters must use data to move the needle on their most important outcomes.
8. Regulatory and Compliance Complexities: The Challenges of Healthcare Recruitment
Healthcare recruiters must navigate an intricate landscape of policies, regulations, and certifications. Immigration policies, which impact international talent recruitment, add another hurdle for organizations attempting to address staffing shortages.
9. ED&I Progress: Making Diversity a Priority in Healthcare Recruitment
Many healthcare organizations are doing a fantastic job of improving workforce diversity. In 2021, for example, the NHS workforce was the most diverse in its history. Despite positive progress, there’s still much work needed to achieve equal representation. Recent research from the CIPD showed that only 47% of UK employers have an ED&I strategy, for example. Healthcare recruiters can’t rest on their laurels.
And making progress is a significant opportunity, when so many other businesses aren’t. ED&I is a major priority for job seekers: your diversity creds are essential to your employer brand. For example, Glassdoor finds that 67% of job seekers look at workforce diversity when evaluating companies and job offers. A fair and inclusive recruitment process also opens talent pools you might otherwise be excluding. Healthcare recruiters must make 2023 the year of real progress on ED&I.
Azulity specializes in healthcare master data management and provider credentialing services, bringing proven expertise in implementing healthcare data solutions and credentialing across the US. Our comprehensive platform ensures consistent patient, provider, location, and claims data synchronization across all systems and departments. Key features include: healthcare MDM, provider MDM, reference data management, credentialing, and provider enrollment. We serve healthcare technology leaders – from CIOs and CDOs to VPs of data platforms and credentialing – helping them eliminate the costly problems of fragmented data systems. Book a call to learn more about our healthcare master data management services today!
Related Reading
- Employee Retention in Healthcare
- Recruitment Challenges in Healthcare Industry
- Healthcare Data Analyst Requirements
Mistakes to Avoid While Recruiting Healthcare Professionals
Avoid the Hiring Trap of Forcing a Fit
Hiring candidates is no walk in the park, especially during a healthcare staffing crisis. So, when you finally get someone to agree to an interview, it’s easy to start thinking about how to get them to say yes to your job opening. But beware of tunnel vision. Forcing a fit occurs when you hire to satisfy an immediate need, even if the candidate isn’t right for the role.
This approach can lead to lower productivity, high turnover, and more significant costs in the long run as you restart the hiring process to find the right candidate. Instead, listen to your gut. If you feel like something is off about a candidate’s skills or culture fit, take the time to find the right match for your organization.
Stop Using Generic Job Descriptions to Recruit Healthcare Workers
In healthcare, we often talk about the importance of culture. This also applies to hiring. Every organization has a culture. And when you use a generic job description to recruit healthcare workers, you’re telling candidates that you don’t care enough about your culture to personalize the description and give them valuable insight into what it’s like to work at your organization.
Instead, take the time to write a detailed and custom job description that accurately reflects your organization’s culture. Use engaging language to attract top talent and excite them about the opportunity to work with you. Also, don’t forget to highlight the benefits of joining your team. Doing so can help alleviate candidates’ apprehension about transitioning to a new role, especially during challenging times like a pandemic.
Organize Your Healthcare Hiring Process
The healthcare hiring process is notorious for being long and tedious. Candidates already stressed from the prospect of changing jobs and transitioning to a new role don’t want to wait weeks or months to hear back from an employer.
And they certainly don’t want to feel as if they are going through a disorganized process that lacks structure. If your healthcare organization can’t even run a smooth hiring process, what does that say about how you operate daily? Instead, create a strategic plan for your healthcare hiring process. Outline the steps involved, and assign roles to specific team members so everyone knows their responsibilities. This can help ensure a smooth candidate experience and improve your chances of securing top talent quickly.
Don’t Be Too Pushy
Candidates today are understandably wary of recruiters. One of the biggest complaints about working with recruiters is that they are too pushy. When you are excited about a candidate, your first instinct might be to pursue them aggressively. You mean well, and your intent is in the right place, but this can be a significant turnoff to top candidates. Instead, give the relationship time to grow organically.
Train Interviewers to Conduct Better Interviews
For many candidates, the interview is the only time they will get to interact with a representative of your organization. If it is uncomfortable or off-putting, there’s a good chance a candidate will think twice before deciding to proceed with being considered for the role.
Some of the most common interviewer offenses include asking vague questions, which can signal that they didn’t prepare ahead of time, lacking a firm understanding of the job, and being generally awkward (being too serious or not serious enough, for example). Position interviewers to succeed by pre-planning a list of questions tailored to each role, allowing enough time to review candidates ahead of the interview, and reviewing hiring success rates by the interviewer to identify whether anyone might benefit from additional training or practice.
Keep Candidates Updated About the Hiring Process
Another top candidate complaint about recruiters? They go radio silent. The other side of the coin from being too aggressive is not being communicative enough. The best healthcare talent gets snatched up quickly. The last thing you want is to lose one of your top choices because they took another offer while waiting to hear from you.
Even if your hiring funnel moves slowly, keep candidates in the loop about where things stand. Check in regularly to update them on the process and let them know that they are still in the running. Remember, this does not always have to be done via phone call; busy healthcare candidates are appreciative when you use more convenient channels like email and text messaging. If a candidate has been eliminated from the running, by all means, give them the courtesy of being informed.
Shorten Your Hiring Process
When hiring for healthcare roles, you’re not just competing with other employers. You’re also up against widespread burnout and a critical shortage of skilled workers. There’s no time to waste: your hiring process lags every additional day, which compounds how difficult it is to hire. So how long is too long? While the overall length of the hiring timeline is essential, and speeding it up is always a good thing, focus instead on the time between each step in the process.
(This is another reason why having a cohesive hiring strategy is beneficial.) If two weeks pass after an interview without a candidate hearing any news, for example, there’s a significant risk they’ll lose interest or move on to another position.
By shortening your time to hire and the window between each hiring phase, you’ll keep candidates engaged and emphasize your strong interest.
Book a Call to Learn More About Our Provider Credentialing Services
Azulity specializes in healthcare master data management and provider credentialing services, bringing proven expertise in implementing healthcare data solutions and credentialing across the US. Our comprehensive platform ensures consistent patient, provider, location, and claims data synchronization across all systems and departments.
Key Features Include
Healthcare MDM, provider MDM, reference data management, credentialing, and provider enrollment. We serve healthcare technology leaders from CIOs and CDOs to VPs of data platforms and credentialing, helping them eliminate the costly problems of fragmented data systems. Book a call to learn more about our healthcare master data management services today!