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CASE STUDY: Managed Healthcare Company Streamlines Independent Contractor Migration for New Acquisitions

By MBO Partners |

Updated Thursday, April 22, 2021

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Vertical: Healthcare | Type: Workforce Management

Independent professionals today are increasingly self-assured in the value they bring to the table. In fact, among independents who make more than $100,000 annually, more than 90 % say they have a lot or some choice in picking the clients they work with. That means there is stiff competition for skilled workers.

The good news is, there’s a lot organizations can do to position themselves as an attractive place for independent talent to work. Helping independent workers feel like part of the team, providing opportunities to learn and build skills, creating a positive work environment, valuing work produced, and creating reasonable processes and procedures are five key areas to focus on.

Onboarding and Independent Talent Satisfaction

One of the most important factors influencing client choice and satisfaction is having a fast and efficient onboarding process. This includes defining project goals and objectives, as well as having automated systems in place to limit paperwork. Independent contractors look for clients who make it easy to work with them.

By creating a standard process for engaging independent workers, enterprises can position themselves as a more desirable place to work—attracting highly-qualified talent. Incorporating quick and fair compensation that is in line with market standards, and focusing on ways to limit paperwork, and provide straightforward guidance on company policies are all great ways organizations can set themselves apart.

A Managed Healthcare Company Streamlines Independent Contractor Onboarding

A managed healthcare company based in the Midwest was looking for a better way to streamline onboarding for their independent contractor population. The company operates internationally and is involved in a large number of acquisitions. They needed to get healthcare workers and doctors to work quickly without interrupting the mergers or running into any hurdles with international laws. They chose to partner with MBO to manage incumbent migrations and integrate the existing brand and culture into newly acquired companies.

What We Did:

  • Created a program to seamlessly integrate independent talent after the company acquires a new entity
  • Developed a migration plan for independent contractors to quickly establish a connection to their new culture and environment
  • Reduced onboarding time
  • Incorporated a legal compliance structure
  • Optimized the company’s workforce for the future

View the case study to learn more about how the company improved its integration timeline for new independent talent by as much as 75 percent.

You can also contact our team of experts today, or view our case study library to see more success stories.

The information provided in the MBO Blog does not constitute legal, tax or financial advice. It does not take into account your particular circumstances, objectives, legal and financial situation or needs. Before acting on any information in the MBO Blog you should consider the appropriateness of the information for your situation in consultation with a professional advisor of your choosing.