With a 16 percent growth rate projected by 2024, nurses are in high demand, and nurses who specialize in HEDIS are no exception. Unlike many other nursing specialties, however, the cyclical nature of the responsibilities makes it especially appealing to workers who prefer limited-term temporary contract assignments.
Demand for the top HEDIS nurses heats up toward the end of the calendar year. So why think about it now? Planning ahead and getting an early lead on the best talent can go a long way toward maximizing your crucial HEDIS compliance efforts.Look at your internal needs
The first step in creating your recruiting strategy is to identify your HEDIS needs, including the project parameters. Even if you’ve previously defined the scope of work, you may need to adjust for shifting technical specifications — in 2017, four HEDIS measures were added, seven were changed and one was retired. Make sure you’re up to speed on the performance indicators your organization will be judged on.
Next, review past year performance. Did you meet your objectives? Did you have sufficient staffing, and did your workers achieve their goals? Now’s the time to think about what worked well and what needs improvement so you have plenty of time to course-correct.Strategies for securing top talent
Since most insurers work with at least one recruiting firm, this is a good time to bring them in and begin the collaborative process. Your recruiting partner should be prepared to help you determine the necessary strategy and tactics to secure top talent.
In the narrow window for hiring HEDiS nurses, timing can be critical. “Although the majority of HEDIS nurses don’t begin work until January, you should think about a schedule that allows you to lock up your preferred candidates by August or September,” recommends Jeff Gorski, Aerotek director of business development. “That will give you a head start on the competition, all of whom will be looking at the same pool of talent as you are.”
Insurers that are late to the game, he notes, may find that their preferred candidates have all accepted other assignments.
Another way to lock down the top talent is to consider a longer-term assignment. Look at your workload for November/December. Do you need someone to handle preparation for HEDIS activities? If so, consider hiring a HEDIS nurse early. Offering a longer contract length can be very attractive to the most sought-after candidates, and that could be the edge you need to seal the deal.
Along the same lines, some employers are finding a need for year-round HEDIS activities, creating a permanent job that will appeal to certain candidates.What to look for in hiring HEDIS nurses
In addition to having an active nursing license, HEDIS nurses should ideally have experience in medical record review, quality assurance, health information and medical coding. Most hiring managers prefer nurses who worked in the clinical setting for a span of years, giving them a perspective on the information they’re dealing with, and a familiarity with patient charts, for instance.
“As opposed to a clinical nursing role, HEDIS nurses need to be adept at working with volumes of data and navigating different computer programs,” notes Justin Clark, Aerotek practice lead. “The best candidates are also very systematic and organized, able to keep themselves on task without a lot of direct oversight.”
Many HEDIS nurses are in the middle or even later stages of their careers, and they often have management experience. “At that point, they have the background and discipline to excel in this field,” Clark adds. “And they appreciate the autonomy they have in achieving their goals.”
Working with a trusted recruitment firm can help you make the most of the time-sensitive opportunity for hiring each season’s HEDIS nurses. Make sure you’re partnering with one that has a deep understanding of the unique needs of HEDIS employers. Contact Aerotek now.