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5 Pain Points of Health Employee Screening and Monitoring

Originally posted by Sterling on their Blog.

Finding, screening, hiring and retaining top talent is not as easy task in any industry, but in healthcare managing all necessary verifications, screenings and monitoring, while keeping abreast of changing compliance regulations can be a nightmare.

While you will no doubt encounter obstacles specific to your organization’s processes, there are some common screening challenges faced by healthcare organizations during the employee lifecycle. 

Pain Point 1: The inability to execute primary source verification due diligence.

Primary source verifications of past employment, education, and professional license are an essential part of the screening process for healthcare organizations, as they are necessary to meet compliance regulations, accreditation standards, and internal policies. These verifications cannot only be difficult to acquire, but can also draw out the process, putting you at risk of losing qualified candidates.

Pain Point 2: Utilizing archaic methods for acquiring background information.

Verifications are not the only causes for delay in screening. Criminal background checks, as well as drug and health screenings, can be time-consuming and cause long turnaround times that frustrate candidates and employers alike. Additionally, criminal background checks that are not thorough and produce incomplete results can cause compliance problems and patient risks that are particularly sensitive and potentially expensive for healthcare organizations.

Pain Point 3: Lacking the resources to stay on top of an evolving regulatory landscape.

Keeping up with changing federal, state, and local compliance regulations is a time-consuming task for healthcare organizations, particularly if your company is growing, expanding into other states and localities, or merging with other existing entities. When an organization is operating across multiple states, maintaining compliance can be especially complex to manage.

Pain Point 4: The high cost of an inefficient hiring process.

Hiring a safe workforce and staying compliant can be a costly endeavor. With many healthcare organizations looking to lower expenses, you may be struggling with how to operate with reduced resources and worrying about putting you and your company at risk.

Pain Point 5: The difficulty of consistently engaging candidates.

Traditionally, gathering needed information from your candidates to begin the screening process required the use of paper forms or online tools that could only be accessed via computer. Moreover, if a candidate was away from home for the day, traveling or on vacation, they might not have immediate access to send the needed information.

About Sterling & OMNIA Partners

OMNIA Partners Background Checks & Drug Screening solution will provide members with compliant results while reducing administrative burden and providing a positive applicant experience.

Our partnership with Sterling provides members with an average program savings of 30%+, international capabilities, advanced technology, quicker turnaround times, and compliance. Sterling solutions can assist in providing a smarter and faster way to manage these challenges and help limit your regulatory exposure and reputational risk.

To learn more about these challenges, and how Sterling’s product innovation and continuous technology improvements can help your organization, download their pdf for "Managing the Five Pain Points of Healthcare Employee Background Screening and Monitoring" today!