How can EMCON help Hospitals
Is it possible for EMCON to help cut the Hospital’s operational equipment service costs by actually paying a recruiting fee to EMCON? In most cases EMCON knows we can and are ready to explain how we can do it.
One of the first facts to consider is that it will cost the Hospital nothing to determine if EMCON can assist in cutting your costs! It’s because we are a “contingency fee” based medical recruiting/consulting group, you only pay a recruiting fee when EMCON has provided the hospital with the best result. How many consulting groups provide a hospital with a cost solution and then only charges them if it actually works?
Here are the main three reasons why a hospital should be open to considering utilizing EMCON’s new innovative “RKS: 298” Employment Concept’s recruiting service.
1 – The typical question we are asked is how does reducing the hiring frame process by 60 to
120 days offset EMCON’s recruiting fee?
In order to take your equipment service in-house you had to justify the cost savings to
management. The proposal considered every service option and all of the present
expenses being paid by the hospital for servicing its equipment. In addition, it would
indicate all new expenses that would be incurred by bringing the equipment service in-house
(employee, benefits, taxes, inventory, test equipment, space allocation and possibly a
training budget). Then you would provide to management a cost analysis comparison report
that would show the dollar savings per year should the hospital decide to take the service in-
house. If this figure were not a substantial then management would never approve bring the
equipment service in-house. Once the program and position(s) were approved, at that very
moment is when the hospital actually starts losing the monthly savings that was presented
to management until a service engineer has actually started working.
From the date the in-house program has been approved the average hospital’s timeframe to
hire a service engineer is 150 days. A hospital who can hire an engineer within the first 60
days of approval has saved the hospital 1/4th of the projected annual savings. The major
problem in getting someone hired is finding a qualified service engineer in a timely manner.
The second is hiring the service engineer who will provide the service level capability that
allows the savings to be obtained.
Reducing your hiring process by 30 to 90 days is where EMCON comes into play – our
one-time fee of approximately $12,000 to $15,000 will normally be less than one months
lost savings to the hospital.
EXAMPLE:
Lets say the savings to the hospital is - $150,000 per year – divide by 12 = $12,500.00 per
month is the savings. If already approved for each month the position remains open the
hospital is paying a $12,500.00 fee in lost savings. If the # of months to hire is 4 – that’s
$50,000.00 the hospital will never be able to recover.
When EMCON reduces your hiring time by even 2 months the hospital has saved $25,000,
minus our one-time fee of $12-15K – thus at least $10,000.00. The lost savings would be
greater for each additional month the position remains open.
If the programs savings is $250,000 a year – divide by 12 = $20,833.33 for each month
the position remains open. Why would the hospital want to lose $20,000 per month?
Why not pay EMCON their one-time fee that will be well under $20,000 if for no other reason
than to stop the savings bleeding.
The Issue Is: Hospitals are already paying their Human Resource Department to recruit
their service engineer, why spend more money? It really shouldn’t, but what justification is
there to management when it takes HR 3-6 months to hire a qualified employee. There is
no dollar justification that management can make, yet they say they don’t want to pay
a fee. The only reason they relate they don’t pay fees is they have never evaluated that
they are all ready paying a fee each month the position remains open. Because the hospital
doesn’t want to pay a recruiting fee the hospital ends up spending or losing even more
money than EMCON’s one-time fee – does that make sense?
2 – The quality of the service engineer the hospital hires will have a huge impact on the
success of the in-house program. In addition, the Director’s future employment
possibilities can also hinge on the results the service engineer provides and the
overall success of the in-house program.
The key here with EMCON’s recruiting capabilities will be in the number of quality
service professionals we will be able to provide. A larger selection pool will normally
always improve your greater odds of successful hiring and securing the best available
candidate in comparison to the hospital only having a limited selection and ending up hiring
someone because they were the best of a limited supply.
Secondly, remember you will always have the final decision in determining if EMCON
has provided you with a better service engineer.
3 – At no additional cost to the hospital, we will provide a career development consulting
service to each candidate we represent. It’s the “RKS: 298” Employment Concept – the
real world of employment that is the key. The benefit to the hospital is that the individual will
better understand their career responsibilities and the career importance of being the
best they can be throughout their entire employment career. It provides the reasons why
those who have proper work attitude normally always gain the best from their employers in
comparison to those employees who struggle always seem to be rocking the boat. The
program takes the career responsibility off the shoulder of the employer and puts it solidly
back on the individual’s shoulder where it truly belongs.
Let us assist you and the hospital in building a positive result, call EMCON at 703-430-6446 or e-mail rspringer@emcon298.com.
