The 10 Most Reliable Healthcare Staffing Companies in 2024

1. THE CAREW RLD Exploring the Science of Wellness www.thecareworld.com APRIL ISSUE 01 2024 The 10 Most Reliable Healthcare Staffing Companies in 2024 Rick Barnett Founder Rep-Lite Replicating Success through Medical Sales Talent Acquisition

4. Editor’s Note Editor’s Note

5. Strengthening Healthcare System with Innovative Staffing Solutions T he process of recruiting and searching for a job is a time-consuming and challenging task, especially for healthcare professionals and organizations. Access to reliable and trustworthy staffing solutions has become essential for healthcare organizations worldwide. As the demand for skilled professionals continues to outpace supply, healthcare providers increasingly rely on staffing companies to bridge the gap and ensure seamless operations. As the healthcare industry encounters unforeseen chal- lenges, such as staff shortages, burnout, and ever-increasing patient demands, healthcare staffing partners have become increasingly important. This edition aims to guide healthcare leaders in making informed decisions and forming strategic alliances with staffing companies that prioritize quality, compliance and a patient-centric approach. As you explore the profiles of these remarkable companies, you will learn how their innovative solutions can empower your organization to deliver the highest standard of care while ensuring operational efficiency and workforce stability. In this edition, we present to you the 10 Most Reliable Healthcare Staffing Companies in 2024. Through rigorous research and analysis, our team has carefully evaluated numerous staffing firms based on their reputation, industry expertise, quality of service, and ability to meet the diverse needs of healthcare facilities. Indulge in an insightful reading! These top-ranked companies have proven their mettle by delivering exceptional talent, establishing strong partner- ships, and demonstrating a deep commitment to healthcare excellence. Whether you require temporary or permanent staffing solutions, these firms offer a wide range of services tailored to various healthcare settings, including hospitals, clinics, long-term care facilities, and more. Natalie May Natalie May Editor’s Note

6. Cover Story Replicating Success through Medical Sales Talent Acquisition

7. Table of Contents Versatile Consultancy Eleva?ng Human Capital Solu?ons Globally Profile Matine Rahmani The Importance of Early Detec?on of Mental Ill-health in the Workplace CXOs Priscillia Stephen U. Suicidal Idea?on Among Youths in India Combating Burnout How Healthcare Organiza?ons Can Support and Retain their Workforce? Articles Telehealth and Remote Work Expanding the Healthcare Staffing Model for the Future

8. Editor-in-Chief Credits Thahn Truong Pearl Shaw Managing Editor Natalie May Executive Editor David King Visualiser Samuel Martinez Art & Design Head Co-designer Paul Belin Grace Brown Art & Picture Editor Emily Jones Business Development Manager Bill Thompson Marketing Manager Business Development Executives Anna Smith, Jack Miller Lisa, Frank Sales Executives David Miller Technical Head Joseph Taylor Assistant Technical Head Mia Rodricks Technical Consultant Alina Sege Digital Marketing Manager Assistant Digital Marketing Manager Daniel Jones Gemson SME-SMO Executive Research Analyst Amy Jones Circulation Manager James Carter sales@thecareworld.com APRIL, 2024 Contact Us: Email: info@thecareworld.com For Subscription: www.thecareworld.com https://twitter.com/thecareworld Follow us on : www.facebook.com/thecareworld/ We are also available on : Copyright © 2024 Insights Success Media and Technology Pvt. Ltd., All rights reserved. The content and images used in this magazine should not be reproduced or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission from Insights success. Reprint rights remain solely with Insights Success Media and Technology Pvt. Ltd. The Care World is powered by Insights Success Media and Technology Pvt. Ltd.

9. THE 10 MOST RELIABLE HEALTHCARE STAFFING COMPANIES IN 2024 Featuring Person Company Brief AMN Healthcare is a leading provider of healthcare staffing services, offering a wide range of career opportunities across various sectors within the healthcare industry. AMN healthcare amnhealthcare.com Cary Grace CEO CareStaf of Dallas is a healthcare staffing agency that supplies qualified nurses, therapists and other medical professionals to hospitals and clinics in the Dallas area. Steve Tips President CareStaf of Dallas carestafofdallas.com Get Med Staffing is a medical staffing company that specializes in placing physicians, nurses and allied health professionals in temporary and permanent positions. Get Med Staffing getmedstaffing.com Linda Hotchkiss Owner Kavin Group provides staffing and recruitment services, with a focus on supporting veterans, athletes, Indigenous groups, and immigrants Kavin Group kavingroup.ca Steve Vincic CEO Medacs Healthcare is a global healthcare staffing company that recruits and places medical professionals in the UK and internationally. Nigel Marsh CEO Medacs Healthcare medacs.com MSG Staffing is a professional staffing firm that provides temporary, temp-to-hire, and direct hire services in the areas of accounting, finance and information technology. MSG Staffing msgstaffing.com Jamal Mahijibhai President Pinnacle Health Group is a healthcare consulting firm that helps hospitals and health systems improve operational efficiency, financial performance and patient outcomes. Pinnacle Health Group phg.com Michael Broxterman CEO Rep-Lite is a medical staffing and recruitment agency that connects healthcare professionals with job opportunities. Rep-Lite Rick Barnett Founder https://rep-lite.com/ Stability Healthcare is a healthcare staffing agency that offers travel nursing, per diem, and permanent placement solutions to hospitals and healthcare facilities nationwide. Stability Healthcare stabilityhealthcare.com Jason Casani CEO Versatile Consultancy is a management consulting firm that provides strategic advisory services to organizations across various industries. Versatile Consultancy versatileconsultancy.ae Deeksha Gandotra Managing Director THE CARE WORLD

10. C O V E R S T O R Y Replicating Success through Medical Sales Talent Acquisition Through his extensive experience, Rick realized that his work was critical to helping organizations achieve good KPIs and success.

11. Rick Barnett Founder Rep-Lite

12. The 10 Most Reliable Healthcare Staffing Companies in 2024 M candidates can be challenging and time-consuming. This is where Medical Device staffing companies come into picture, serving as a crucial intermediary in connecting qualified sales professionals with leading medical device manufacturers. edical Device companies constantly strive to employ skilled and qualified sales professionals. However, the process of finding suitable their teams. Organizations can approach Rep-Lite with their requirements, and the team will analyze the criteria and scan job boards to identify the most suitable candidates. After subjecting them to a thorough hiring process, successful candidates are employed and work on behalf of the client. Clients have the option to make that candidate a direct hire at any time after 12 months. Since its inception thirteen years ago, Rep-Lite has grown not only in numbers but also in expertise. Remarkably, it has converted about 97% of its employees over the past 13 years into direct hires for its clients. This track record attests to Rep-Lite’s commitment to excellence and dedication to delivering results for its clients. Rep-Lite is a reputable name in the medical device staffing and recruitment industry, particularly in the area of medical sales talent acquisition. The company provides comprehensive support to its clients for their medical sales talent needs through a dedicated approach to medical talent management. Rep-Lite also offers customized contract salesforce solutions for various sectors within the medical industry. The Success Factor Rick believes that Rep-Lite’s success is largely due to its ability to identify talented and motivated individuals. He acknowledges that the Rep-Lite team is highly skilled at finding individuals who are committed to their work and dedicated to achieving success. The innovative founder of Rep-Lite, Rick Barnett, leads this dynamic organization with his strategic management. With extensive experience in the medical device industry, Barnett is focused on building client relationships, developing successful sales strategies, and selecting top- talented teams. He has held senior-level executive positions for various organizations and is known for his performance- driven leadership style. His diverse background and expertise make him well-suited to lead Rep-Lite in its mission to elevate medical sales teams with expert talent solutions. Rep-Lite also offers a 100% performance guarantee to its clients, meaning that if a candidate or employee fails to perform well, they will be replaced at no extra cost. This approach creates trust among clients, as there is no risk involved in working with Rep-Lite. To further mitigate any potential risks for its clients, Rep- Lite takes responsibility for the performance of candidates all the way through to their conversion. While it typically fills positions within six weeks, it is committed to finding the best candidate for the job and will keep the position open for as long as necessary. As a leading healthcare staffing company, Rep-Lite is dedicated to providing expert talent solutions to its clients, making it an ideal healthcare staffing partner! Culminating Three Decades of Expertise With more than 32 years of dedicated service in the medical device industry, Rick is a seasoned professional in the field. His journey began at Stryker Endoscopy, where his efforts were instrumental in establishing its service division, now known as Procare. During his tenure, Rick led the expansion of the team to nearly 800 people across the United States. Later, he joined Intuitive Surgical, where he recruited about 100 individuals, mostly for the clinical and junior sales force. Rep-Lite has provided recruitment services to several Fortune 50 companies, as well as some of the largest firms in the medical device and pharmaceutical industries worldwide. The company has established a reputation for excellence in providing recruitment solutions for its clients. Boosting the Sales The use of technology in healthcare has become essential for patient care. Rick believes that pairing technology with skilled personnel can revolutionize the quality of care. Through his extensive experience, Rick realized that his work was critical to helping organizations achieve good KPIs and success. To extend this expertise to other companies, Rick founded Rep-Lite, a contract sales and service company that helps its partners find top talent for Rep-Lite predominantly specializes in catering to the needs of the medical device and pharmaceutical industries. The company primarily uses LinkedIn as a platform to approach

13. T Rep-Lite has provided recruitment services to several Fortune 50 companies, as well as some of the largest firms in the medical device and pharmaceutical industries worldwide.

14. T Rep-lite takes pride in its ability to engage its clients’ workforce and help them achieve their goals through the provision of highly skilled and qualified personnel.

15. Choosing the Right Candidate these entities and inquire about available employment opportunities. After establishing a connection with a prospective partner or client, Rep-Lite conducts a thorough inquiry into their expectations and preferences regarding the desired qualifications, attributes, and qualities of potential candidates. Armed with these insights, the organization embarks upon a market search to identify suitable professionals. Rick acknowledges that achieving revenue targets by not only providing technology to patients but also by having a robust corporate framework is significant. Rep-Lite’s comprehensive approach towards staffing ensures the provision of a complete team, thereby aiding its clients in achieving their revenue goals. Medical sales talent support is the primary forte of Rep- Lite. It assists its clients in acquiring sales talent to achieve their revenue targets. Rep-Lite also facilitates clinical positions by providing support to companies that sell medical equipment, thereby ensuring effective implementation of deployed equipment. Irrespective of their experience, Rep-Lite deems three attributes to be of paramount importance in potential candidates. Foremost among these is integrity, which serves as a cornerstone of this organization’s core values. Secondly, Rep-Lite seeks individuals with the bandwidth to learn and adapt quickly, often within a compressed timeframe. Lastly, the candidate must possess a high-energy level to ensure the sustained delivery of high-quality work. When working with medical / pharmaceutical sales, Rep- Lite provides a range of services, including hiring medical pharmaceutical clinical support, field service personnel, and various other job titles, to ensure utmost success in deploying resources. In the event that a candidate embodies these three attributes and aligns with the client’s criteria, they stand a good chance of succeeding in this competitive landscape. T

16. Sustaining the Employee Another significant challenge that plagues the medical device industry is attrition. It is inevitable that some employees may leave an organization after joining, which can have a detrimental effect on the company’s operations. To address this challenge, Rep-Lite has implemented a contractual hiring policy. If an employee performs well during their contracted period, they are offered a direct position after 12 months. This approach has proven to be an effective strategy for reducing attrition rates and ensuring organizational continuity. Rep-Lite provides a comprehensive selection of services that are tailored to meet the unique needs of each client. The selection criteria is largely influenced by the client’s preferences and requirements. For instance, if a client requests certain positions to be filled sometime in Quarter One, it endeavors to source the most suitable candidates for the positions within the specified timeframe. However, if a client has a more pressing need for some of the positions, it prioritizes their filling. Maintaining Transparency in the Process The chances of conversion of employees are significantly improved by various factors, such as promotions, additional job responsibilities, and opportunities to earn more as a sales representative. These incentives keep employees motivated and engaged, which ultimately leads to increased productivity and a higher likelihood of conversion. Rep-lite takes pride in its ability to engage its clients’ workforce and help them achieve their goals through the provision of highly skilled and qualified personnel. Rep-Lite boasts an impressive tech stack comprising a suite of software, applicant tracking systems, and data mining tools. To ensure the utmost transparency in the hiring process, the company allows clients to interview all candidates selected by it. It assists clients in identifying the best candidates and presents them to the clients for final selection. It is noteworthy that Rep-Lite abstains from providing any training to candidates. The company holds the view that each client has unique training requirements, and hence, clients are responsible for training their new hires. Rep-Lite hires candidates on behalf of clients, who then become the client’s employee from day one. The new hires are trained by the client and seamlessly adapt into the team, reflecting the client’s culture and ethos. Challenges in Healthcare Recruitment In the healthcare industry, finding an ideal candidate for a specific role is critical to the success of any organization. As the leader of the Rep-Lite team, Rick acknowledges that recruiting highly qualified individuals who meet the specified job requirements is the most significant challenge his team faces on a daily basis. Despite this challenge, Rick’s team has a strong foundation that enables them to accurately match candidates to the right positions, thereby overcoming this hurdle. However, candidates may approach Rep-Lite with fundamental qualifications and prior employment experience. Rep-Lite puts them through its rigorous hiring process, and once hired, the candidates undergo the client’s training program. If you love what you do, you will never work another day.

17. T Example of Exceptional Service The success of the partnership highlights Rep-lite’s expertise in recruitment and selection. Rep-lite partnered with a startup specializing in dialysis several years ago. The startup’s novel approach to treatment allowed people with renal failure to receive dialysis therapy at their residence, a clinic or any other convenient location. At the time of the partnership’s inception, the startup was experiencing rapid growth and sought assistance from Rep-lite. Future at Rep-lite Rick expresses his profound gratitude for the remarkable growth that Rep-lite has achieved over the course of the past thirteen years. With the most successful year on record in 2023, Rep-lite is cognizant of the growing demand for contracted labor since the pandemic, as companies prefer agility, flexibility, and performance guarantees. Rep-lite focuses on technology and innovation to manage this explosive growth, ensuring that they meet their clients’ needs in the future. Over the course of one year, Rep-lite successfully recruited 93 clinical specialists to assist the startup in managing its growth. These specialists were instrumental in providing the necessary care to people with renal failure using the startup’s device. To keep pace with the rapid growth demanded by clients in 2024 and beyond, Rep-lite remains committed to innovating and adopting new technologies. The CEO of the startup acknowledged Rep-lite’s contribution on the company’s website and expressed gratitude. The CEO affirmed that the startup would not have attained such a high rate of growth without the invaluable assistance provided by Rep-lite. Rick concludes with an enduring quote close to his heart, “If you love what you do, you will never work another day.” T

19. SUCCESS IS NOT FINAL. FAILURE IS NOT FATAL. IT IS THE COURAGE TO CONTINUE THAT COUNTS. - Winston Churchill

20. The 10 Most Reliable Healthcare Staffing Companies in 2024 Consultancy Eleva?ng Human Capital Solu?ons Globally I that offers customized services to meet the specific needs of its clients. Versatile Consultancy emerges as an icon of innovation and excellence in this domain, offering a distinctive approach to staffing solutions. Based in Dubai, the firm prides itself on delivering personalized services that transcend conventional norms, embodying a commitment to excellence that goes beyond mere promises. n the world of HR services, there is a need for companies that specialize in specific areas of human resources. A boutique HR firm is a consulting company Specializing in key sectors such as healthcare, hospitality, manufacturing, and retail, Versatile Consultancy has established itself as a trusted partner for numerous organizations within these industries. The company's mission is clear—to provide unparalleled personalized services and human capital solutions that consistently exceed expectations. Deeksha Gandotra Managing Director Versa?le Consultancy As the Managing Director of Versatile Consultancy, Deeksha Gandotra brings a wealth of experience and expertise to the organization. Her credentials, including ACCA certification and a finance-focused education from the London School of Economics, underscore the commitment to excellence that defines Versatile Consultancy. Our recent interaction with Deeksha offers a glimpse into the passion and dedication that fuel Versatile's mission—bringing efficiency, transparency, and effectiveness to the recruitment process. An Empowering Vision Versa?le Consultancy has developed a unique 'Four-Way Methodology' for talent search, se?ng the company apart in the industry. In her mission to empower female entrepreneurs globally, Deeksha strives to leave a lasting impact. She envisions a world where collaboration triumphs over competition, firmly believing that there is abundance for everyone. Her core values revolve around the idea that together, we can achieve more, the importance of self-belief, and the concept that her individual success is intertwined with the success of the collective. 18 www.thecareworld.com April 2024

21. Despite having a background in finance and accountancy, her first venture was a recruitment consultancy. Recruitment Challenges: Understanding the unique challenges of recruiting and retaining healthcare professionals, including nurses and specialized staff. Healthcare HR Guidelines Credentialing and Privileging: Managing the process of credentialing and granting privileges to medical staff, ensuring they meet the facility's standards. HR workers in the healthcare field need to be aware of several industry-specific guidelines, including: Compliance with Healthcare Regulations: HR professionals must ensure that healthcare staff adhere to strict industry regulations, such as HIPAA (Health Insurance Portability and Accountability Act) for patient data privacy. These guidelines help HR professionals in healthcare maintain a safe and compliant work environment while supporting the delivery of quality patient care. Versatile Consultancy ensures that these guidelines are followed when catering to clients from the healthcare domain. Licensing and Certification: Healthcare workers often require specific licenses and certifications. HR should verify and monitor these credentials to maintain compliance. Navigating Objections in Healthcare Hiring Healthcare providers often face common objections during the hiring process, and effective handling is crucial. Here's a brief guide to help address these objections: Health and Safety: HR should promote a safe work environment, including infection control protocols and safety training to protect employees and patients. Salary Negotiations: Candidates seek higher compensation. Discuss the package, consider qualifications and market rates. Highlight non-monetary benefits. Employee Health Benefits: Managing healthcare benefits and ensuring employees have access to medical services is crucial in the healthcare industry. Relocation Concerns: Hesitation to relocate. Discuss relocation assistance, share location benefits, and emphasize career opportunities. Staffing Ratios: HR should consider staff-to-patient ratios to maintain quality care and compliance with regulations. Work-Life Balance: Worries about work-life balance. Highlight policies, scheduling, and support services promoting work-life balance for staff well-being. Training and Development: Continuous training and development programs are vital to keep healthcare staff up to date with industry best practices and emerging technologies. Credentialing and Licensing Delays: Concerns about process time. Be transparent, provide a timeline, and offer support during credentialing. Cultural Sensitivity: Given the diversity of patients and staff, HR should promote cultural sensitivity and diversity and inclusion initiatives. Concerns About Workplace Culture: Inquiries about culture and team dynamics. Share insights on culture, teamwork, and employee engagement. Encourage conversations with current employees. Union and Labor Laws: HR should be familiar with labor laws and union regulations, which can be prevalent in healthcare settings. Career Advancement Opportunities: Questions about career growth. Describe growth potential, specialization, leadership roles, and education opportunities. Share internal promotion success stories. OSHA Compliance: Ensuring compliance with Occupational Safety and Health Administration (OSHA) guidelines to protect healthcare workers from workplace hazards. Patient Load and Stress: Concerns about workload and stress. Address staffing, support systems, and stress management programs. Prioritize patient and staff well- being. Employee Assistance Programs: Offering support services for healthcare workers dealing with high-stress environments and emotional challenges. 19 www.thecareworld.com April 2024

22. recruitment life cycle. With a presence spanning 52 countries, the firm has become a formidable force in the global HR solutions arena. Perceived Job Security: Inquiries about job security. Discuss stability, commitment to retention, and any expansion plans. Inspiring Insights Competing Offers: Multiple job offers. Express enthusiasm, offer competitiveness, and provide a reasonable decision timeline. Emphasize facility uniqueness. Deeksha offers some words of wisdom for young professionals aspiring to pursue careers in healthcare HR services: Contract Terms: Concerns about employment contract terms. Be transparent, encourage legal advice, and address any questions candidates may have. The healthcare field is dynamic, with ever-evolving regulations and technologies. One must commit to continuous learning to stay current and add value to your organization. In healthcare HR, you'll interact with diverse staff and encounter challenging situations. Cultivate empathy to support employees and create a positive workplace culture. Effectively addressing these objections requires transparency, clear communication, and a focus on the candidate's needs and concerns. Tailoring your responses to individual circumstances is key to successful healthcare hiring. Healthcare HR comes with strict regulations. Be diligent in adhering to laws like HIPAA and stay up to date with changing healthcare legislation. Strategies for Selecting Top Talent Enhancing the hiring process in the healthcare industry is essential for selecting the most qualified candidates. Here are some strategies to improve the process: Find a mentor or network with experienced professionals in healthcare HR. Their guidance can provide valuable insights and help you navigate your career. The healthcare industry can be emotionally demanding. Remember that your role in HR can directly impact patient care by ensuring a well-supported, motivated healthcare workforce. Use Technology Employ Data-Driven Recruitment Pre-Screening and Assessments Behavioral Interviews Competency Frameworks Collaborative Decision-Making Onboarding and Training Employee Referral Programs Employer Branding Diverse Hiring Continuous Feedback Streamlined Credentialing Clear Communication Candidate Experience Post-Hire Evaluation Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Healthcare HR is a rewarding field that plays a crucial role in delivering quality healthcare services. She further emphasizes, "Your dedication to HR in healthcare can have a profound effect on the well-being of both employees and patients. Stay passionate and committed to making a positive difference in this vital industry.'' By incorporating these improvements, healthcare organizations can better identify and select the most qualified and dedicated candidates, ultimately enhancing patient care and the overall success of the institution. Versatile Consultancy has developed a unique 'Four-Way Methodology' for talent search, setting the company apart in the industry. What distinguishes it is its global recruitment platform, meticulously crafted to infuse efficiency, transparency, and effectiveness into the expatriate 20 www.thecareworld.com April 2024

24. The Importance of E Early Detec?on M Mental Ill-health ental Ill-health in the Workplace arly Detec?on of S countries. Globally, the World Health Organization estimates that one-eighth of the world endures mental ill- health annually, and these numbers are based only on reported cases. The actual prevalence is likely much higher. Due to stigma, prejudice and discrimination, many individuals with psychological illnesses do not disclose their conditions. omeone dies from suicide every 40 seconds. Each year, depression, anxiety, and other mental illnesses affect approximately 20% of adults in Western of suicides occur in the working-age demographic, it is vital that we combat these trends directly within our workplaces. In addition to the devastating toll that mental disorders take on individuals, families and communities, depression and anxiety significantly impact the global economy. As highlighted by the WHO, the impact of mental health on the economy costs an estimated US $1 trillion annually. Furthermore, around the world, 12 billion working days are lost yearly because of mental ill-health. In the Australian context in 2020, mental health concerns were the most common reason for lowered productivity, impacting 3 in 5 workers. Workplace mental health is a pressing and growing issue, requiring immediate attention and action. Traditional work team environments, structures and cultures are increasingly recognized as factors exacerbating mental ill-health. Employees at all levels are concerned about the consequences of discussing their mental health at work. They silence themselves due to fears of discrimination, harassment and losing their jobs. Psychologically unsafe and mentally toxic workplaces impact both employees and employers. Left unaddressed, the consequences of these types of workplace environments are vast and far-reaching. These include exacerbated mental health symptoms, distrust and fear, decreased productivity, more sick leave and absenteeism, social isolation, discrimination and prejudice, bullying and harassment, OH&S violations, workers’ compensation lawsuits, a damaged employer reputation, increased turnover and associated recruitment costs, and further ramifications. In recent years, there has been strong evidence of a rise in mental illness in the working-age demographic. Numerous global trends have contributed, such as the COVID-19 pandemic, technological disruption and the changing nature of work. While work is our lifeline, unsafe work practices have amplified anxiety, stress, depression and social isolation. Long working hours with excessive demands, job insecurity, low job control, prejudice and discrimination, inequality, and multiple other risks have all contributed to increased work-related mental illness. The good news is that for every US $1 spent on scaled-up treatment for common mental disorders, there is a US $4 return in improved health and productivity. All levels of an organization benefit by proactively facilitating safe, inclusive and healthy team environments. We spend on average approximately 90,000 hours working over our lifetime. But despite working in teams, 33% of adults face loneliness and psychological isolation. As 84% Along with employee wellness, the benefits and advantages of better workplace cultures are immense. These include greater openness, connection and trust; retained knowledge 22 www.thecareworld.com April 2024

25. About the Author Matine Rahmani, Co-founder of The United Project, had a successful career as a senior executive for prominent technology and management consulting firms across Asia, Europe and North America. He was previously a partner at IBM, Director at EY, Victorian General Manager at Noetic, and held Head of Strategy & Value Engineering positions at Infor and SAP. Matine holds bachelor’s and honours degrees in IT and Law, a Master’s in IT, and has received academic scholarships and awards. After experiencing a mental health-related breakdown, his former career ended, and he founded The United Project to make a tangible and macro-level difference in reducing mental ill-health and suicides among other people. He is married with three children, aged 7, 11 and 13, and lives in Castlemaine in regional Victoria, Australia. Matine loves sport and travelling and is happiest when he’s in nature. Mine Rmani Co-founder 23 www.thecareworld.com April 2024

26. and skills; higher employee productivity and loyalty; better team cohesion; decreased turnover rates; recognition as an employer of choice; and compliance with WH&S policies. In terms of systemic developments, the need to facilitate psychologically safe work environments is becoming increasingly recognized as an employer’s legal liability. proactive, sustainable change in workforce mental health. We seek to unite teams through a shared commitment to mental wellness, promoting belonging, connection, trust, gratitude, resilience, and individual value. Our goal is to eliminate work-related mental health discrimination and decrease suicides. The United Project embraces intelligent, scalable technologies, with a focus on early-detection tech that provides personalized insights and support. To create lasting change, with our partners, we focus on driving enterprise-wide commitment, integrating interoperable and intelligent data systems, and enabling cultural transformation. However, as previously mentioned, employees are often reluctant to and uncomfortable with discussing their mental health in work contexts. Most do not feel sincerely supported in disclosing their issues, concerns, and suggestions for improvement. They fear managerial indifference and the risk of losing their positions. I realised we need a science-backed, tailorable framework and implementation roadmap that is whole of organization, efficient and instructive – one that complements existing well-being and detection programs. Through the United Pledge (“commitment”), we encourage investment in mental well-being that embeds programs of acceptance with policy and systemic changes. Our United Cloud (“capability”) facilitates early detection of mental ill- health through artificial intelligence (AI), providing access to personalized, proactive intervention, delivered ethically, securely and confidentially. United Training (“culture”) enhances mental health awareness and conversations, connectedness, relationships and meaning. Lastly, our United Giving (“cause”) focuses on ensuring that everyone globally has access to preventative mental healthcare, including in developing countries. In 2020, I co-founded The United Project, a registered charitable foundation and non-profit, to address the rise in mental illness in workplace and team environments. After working as a senior executive for prominent technology and management consulting firms, my former career ended in 2015 due to my mental health deteriorating. My breakdown led to an eventual diagnosis of chronic treatment-resistant major depression. The toll has impacted every area of my life, including my self-esteem, identity and values. It is an ongoing challenge that I will struggle with for the rest of my life. The United Pledge, United Cloud, United Training and United Giving programs enable the commitment, capability, culture, and causes needed to build positive, psychologically safe, mentally healthy teams at work. Our programs facilitate personal and team wellness and resilience. They create healthier lives and boost team morale, connection and support. Importantly, they reduce discrimination towards members experiencing psychological distress and illness. Furthermore, they increase enterprise-wide accountability for staff well-being. The silver lining is that my lived experiences inspired me to contribute towards a societal issue that needs significant improvement. I wanted to transform this negative experience into something positive, that would benefit others. Several years ago, I partnered with Greg Muller, and we established The United Project with the intention of reducing the incidents and severity of ill mental health and reducing the suicide rate, globally. Together, our programs will reduce the incident rate/onset of mental health conditions; provide enhanced organizational performance (as productivity equals increased output/revenue per cost unit); facilitate systemic, sustainable industry change at all levels; and reduce the suicide rate. We quickly identified that to enact tangible and macro-level change, we needed to think differently about the problem. To reduce the number of employees with deteriorating mental health, it was necessary to focus on prevention through early detection. We shifted our focus toward creating an intervention model so that people are supported well before they endure the worst effects of mental ill- health at work. We are currently looking for investors and early adopters of our products. If you are interested, please email contact@theunitedproject.net. The United Project’s vision is to unite the efforts of the world’s leaders, employees and industry to deliver 24 www.thecareworld.com April 2024

28. Comba?ng Burnout How Healthcare Organizations Can Support and Retain their Workforce? ealthcare organizations face a workforce crisis H quality patient care. By prioritizing employee well-being, organizations can combat burnout and turnover. and organizational efficiency. Burned-out healthcare workers are more likely to experience job dissatisfaction, absenteeism, and high turnover rates, leading to staffing shortages and increased costs for organizations. Moreover, burnout can compromise patient safety and quality of care, as exhausted and detached providers may struggle to maintain empathy, attention to detail, and effective communication. driven by burnout, stress, and staff shortages. Retaining skilled professionals is crucial for This article explores strategies that can help organizations to retain a dedicated healthcare workforce. Burnout in the Healthcare Workforce: A Pressing Challenge Recognizing the Signs The first step in addressing burnout is recognizing its signs and acknowledging its impact. Healthcare organizations should regularly assess burnout levels among their staff using validated tools like the Maslach Burnout Inventory (MBI). They should also monitor indicators such as employee turnover rates, absenteeism, and job satisfaction levels, as these can signal underlying burnout issues. Healthcare professionals dedicate their lives to caring for others, often at the expense of their own well-being. The relentless demands of the job, coupled with the emotional toll of witnessing suffering, can lead to a state of burnout – a condition characterized by emotional exhaustion, detachment, and a diminished sense of personal accomplishment. As burnout rates continue to soar, healthcare organizations face a pressing challenge: retaining their skilled and compassionate workforce. A Comprehensive Approach to Combat Burnout Combating burnout requires a multifaceted approach that addresses the root causes and nurtures a supportive work environment. Healthcare organizations must adopt comprehensive strategies that prioritize their employees' The Consequences of Burnout Burnout is more than just a personal struggle; it ripples through healthcare systems, impacting patient outcomes 26 www.thecareworld.com April 2024

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30. well-being while also improving organizational efficiency and patient outcomes. 5. Developing Performance Improvement Plans A performance improvement plan (PIP) is a crucial component in addressing burnout. PIPs involve redistributing tasks, eliminating unnecessary responsibilities, and providing resources for managing workloads effectively. By tailoring PIPs to individual needs and ensuring a reasonable workload, healthcare organizations can help reduce stress and increase job satisfaction among their employees. 1. Fostering Work-Life Balance One of the primary drivers of burnout is the imbalance between work and personal life. Healthcare organizations can help employees achieve a healthier balance by offering flexible scheduling options, telemedicine opportunities, and paid time off for self-care. Additionally, organizations should promote wellness programs, such as fitness classes, meditation sessions, and stress management workshops, to encourage employees to prioritize their physical and mental well-being. Investing in the Future Combating burnout is not just a matter of employee well- being; it is an investment in the future of healthcare organizations and the quality of patient care. By acknowledging burnout, cultivating work-life balance, enhancing job satisfaction, creating a supportive work environment, addressing administrative burdens, and developing performance improvement plans, healthcare organizations can retain their skilled and compassionate workforce, ultimately improving patient outcomes and organizational efficacy. 2. Enhancing Job Satisfaction Job satisfaction is a crucial factor in preventing burnout. Healthcare organizations can enhance job satisfaction by providing opportunities for professional growth, recognition, and autonomy. This includes offering mentorship programs, training and development opportunities, and avenues for leadership development. When employees feel valued, supported, and empowered in their roles, they are less likely to experience burnout. In an industry where the human touch is paramount, investing in the well-being of healthcare professionals is not just a moral imperative but a strategic necessity. By prioritizing their workforce's mental and emotional health, healthcare organizations can cultivate a culture of resilience, empathy, and excellence – ensuring that patients receive the compassionate care they deserve while promoting the long-term sustainability of the healthcare system. 3. Creating a Supportive Work Environment A supportive work environment is essential in combating burnout. Healthcare organizations should promote teamwork, collaboration, and open communication. This can be achieved by creating opportunities for socialization, peer support, and employee recognition. When employees feel connected to their colleagues and supported by their organization, they are better equipped to cope with the demands of their jobs. - Natalie May 4. Addressing Administrative Burdens Administrative tasks can be a significant source of stress for healthcare professionals, often detracting from their ability to focus on patient care. Organizations can help alleviate this stress by streamlining processes, automating tasks, and providing resources for managing administrative responsibilities. By reducing unnecessary administrative burdens, healthcare providers can dedicate more time and energy to their core responsibilities, enhancing job satisfaction and reducing burnout. 28 www.thecareworld.com April 2024

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36. Telehealth and Remote Work Expanding the Healthcare Staffing Model for the Future T he healthcare industry is evolving at a rapid pace, driven by technological advancements and changing patient expectations. One area undergoing a significant transformation is the staffing model, which must adapt to meet the evolving needs of both patients and healthcare providers. Telehealth and remote work have emerged as crucial components of this transformation, offering a more efficient, cost-effective and patient-centered approach to healthcare delivery. Traditional Staffing Challenges Historically, healthcare staffing models have been centered around in-person interactions between providers and patients. While this approach has its merits, it also presents several limitations. First, there are geographic constraints, as providers are often restricted to specific locations, making it difficult to reach patients in remote areas or with limited access to healthcare services. Additionally, in- person interactions can be time-consuming and resource- intensive, leading to long wait times and high costs. Furthermore, patients may not have access to specialized care or expertise due to geographical or logistical barriers. The Telehealth Revolution Telehealth has emerged as a game-changer in the healthcare industry, revolutionizing the way care is delivered. By leveraging technology, telehealth enables patients to access healthcare services from anywhere, at any time, breaking down barriers to care and improving health outcomes. One of the key benefits of telehealth is increased accessibil- ity. Patients no longer need to travel long distances or wait 34 www.thecareworld.com April 2024

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38. for an appointment; they can receive care from the comfort of their homes or from remote locations. This not only enhances convenience but also reduces the risk of exposure to infectious diseases, a consideration that has become even more critical in the wake of the COVID-19 pandemic. tion and data exchange between healthcare providers and patients. Investing in these technologies is a critical step in ensuring high-quality care delivery. 3. Provide Training and Support: Healthcare providers must receive comprehensive training and ongoing support to effectively utilize telehealth and remote work technologies. This includes not only technical training but also guidance on best practices for virtual patient interactions and ensuring a positive patient experience. Telehealth consultations can be conducted more efficiently than traditional in-person interactions, reducing wait times and improving patient satisfaction. Additionally, telehealth platforms can facilitate more active patient engagement, enabling patients to take a more proactive role in their healthcare journey. 4. Monitor and Evaluate: Continuously monitoring and evaluating the effectiveness of telehealth and remote work initiatives is essential. This allows healthcare organizations to identify areas for improvement, make necessary adjust- ments, and optimize outcomes. Remote Work: A New Era in Healthcare Staffing Alongside telehealth, remote work is another critical component of the evolving healthcare staffing model. By allowing healthcare providers to work from anywhere, remote work offers several benefits. The Future of Healthcare Staffing As the healthcare industry continues to evolve, it is essential to prioritize the development of effective telehealth and remote work strategies. By embracing these innovative approaches, healthcare organizations can improve patient access, increase efficiency, and enhance health outcomes. Moreover, these models can contribute to a more sustainable and patient-centered healthcare system by addressing the challenges of traditional staffing models. Firstly, it can improve work-life balance for healthcare professionals, reducing burnout and improving job satisfaction. The demanding nature of healthcare profes- sions often leads to high levels of stress and burnout, impacting both the quality of care and employee retention. Remote work provides greater flexibility, enabling healthcare providers to better manage their time and prioritize patient care. The COVID-19 pandemic has further accelerated the adoption of telehealth and remote work in healthcare, highlighting their importance in ensuring continuity of care during times of crisis. As the industry moves forward, healthcare organizations that successfully integrate telehealth and remote work into their staffing models will be better positioned to meet the changing needs of patients and healthcare providers alike. Secondly, remote work can enhance patient care by allowing healthcare providers to focus more on delivering high-quality services without being tied to a specific location or office. This increased flexibility can lead to improved patient outcomes and a more patient-centric approach to care delivery. Implementing Telehealth and Remote Work: Best Practices The healthcare staffing model is undergoing a significant transformation, driven by the adoption of telehealth and remote work. By expanding the traditional staffing model to include these innovative approaches, healthcare organiza- tions can improve accessibility, efficiency, and patient outcomes while enhancing the work-life balance and job satisfaction of healthcare providers. Embracing these changes is not only necessary but essential for creating a more sustainable and patient-centered healthcare system for the future. As healthcare organizations embrace telehealth and remote work, several best practices can help ensure a successful transition: 1. Develop Clear Policies and Procedures: Establishing clear guidelines for telehealth and remote work is crucial. These policies should cover patient engagement, data security, communication protocols, and ethical consider- ations. - Natalie May 2. Invest in Technology: Robust telehealth platforms and remote work tools are essential for seamless communica- 36 www.thecareworld.com April 2024

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