Our industry has been struggling with a staffing crisis for several years. We are all looking for ways to attract and hire qualified individuals to staff our ambulances and work in our dispatch and billing offices. This shortage has often resulted in ambulance providers hiring many people who meet the basic qualifications for the position even if they might not be the best fit for the company. There is a strong focus on reducing overtime hours to keep cost in line with shrinking reimbursement dollars. However, when a new person is introduced to the company community and culture, there are impacts that are not always recognized. Our industry has also struggled with the concept of collecting and reporting cost data because there are many dynamics that drive cost for ambulance providers throughout the country. Difficulties with identifying and isolating recruitment and retention costs are no exception to this struggle. An article published by the HR Daily Advisor discusses a recently published survey that studied the financial impacts a bad hire has on an organization. Not only does the organization lose the money associated with onboarding the wrong candidate (interview time, screening costs, orientation costs, uniforms, third ride time, etc.) but (more…)
Scott Moore, Esq, and Sterling Backcheck’s Peter Mulherin shared with us some best practices for employee background screening for EMS. Protect your ambulance service and your patients—contact firstname.lastname@example.org for personalized assistance.
Attention AAA members! The American Ambulance Association is teaming up with Sterling Backcheck, the country’s largest and best-respected employee background screening company. AAA members receive deeply discounted pricing, as all background checks for AAA members are treated as one “client.” (Learn more about the Sterling Backcheck difference.)