In the traditional recruitment cycle, a few hours of interviews and a background check are often all a facility has to go on before making a hiring decision. Locum-to-perm staffing can change that dynamic. By introducing what many call a “working interview,” bringing in a provider on a temporary basis can be a viable option with the explicit, shared goal of a permanent transition if the fit is right.
Reducing the Financial Risk of Turnover
The cost of a “bad hire” is astronomical. The average cost to recruit a single physician can exceed two to three times their annual salary when factoring in sourcing, credentialing, and lost billable revenue. Locum-to-perm significantly reduces that risk. You aren’t just assessing clinical competency through a CV. You can see how a provider interacts with your specific nursing staff, navigates your unique EMR system, and integrates into the local community.
Empowering Providers to Find Their Home
Providers are able to benefit just as much. Committing to a permanent contract often involves major life changes, including relocating a family or stepping away from the flexibility of travel work. A locum-to-perm arrangement offers a “try-before-you-buy” scenario. A significant percentage of providers value the flexibility of locum work as a pathway to finding the right permanent culture. When the contract eventually transitions, the provider is already settled, credentialed, and productive, leading to higher long-term retention rates.
Streamlining the Clinical Transition
For an industry struggling with burnout, the locum-to-perm model offers a low-pressure path to a permanent home, ensuring that when the “perm” contract is signed, it’s for the right reasons.
Ready to find the right fit? At Optigy, we’re all in. Whether you have immediate gaps to fill or are looking for long-term strategic hires, we can help. Schedule your FREE Talent Acquisition Assessment today!
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