Revenue cycle management is a critical component of success for all healthcare organizations.  For rural and critical access hospitals, finding the right people to ensure a healthy and sustainable bottom line can be a demanding and challenging task. When it comes to recruiting top tier talent, sometimes the negative aspects of small-town living keep strong candidates away.  The perception of lower pay, lack of cultural amenities, lower state funding for professional services, and lack of programs for education and certification are a few of the issues that come to mind.  

In response to this challenge, we have found that many physicians or practice managers make the choice to outsource functions of their revenue cycle management processes to vendors with larger pools of qualified talent.  There is negative perception associated with the migration of this work to an outsourced solution – in small communities where the hospital is considered a major employer in the community, outsourcing can seem like a bad idea. 

Luckily, there’s good news, – it does not have to be this way. 

The best human resource leaders in rural communities have found that there is an advantage associated with building a balanced approach to the strategic outsourcing of non-clinical positions. 

Growing up in the heartland has given me firsthand knowledge of the power of small-town Nebraska. There is a reason people love their rural communities – it extends beyond the charm and there are some distinct advantages to living in a rural environment.  Rural areas offer everyone a statistically safer place to raise a family, shortened commute times, the ability to form tight professional bonds at work, and the ability to serve a variety of people with differing needs.  All of these factors combine to make a strong case for living and working in a rural area. 

Here is the rub – for up and coming talent, the prospect of having less access to education and training can be a hiring disadvantage.  When unemployment dips or there is a lack of human capital, human resource managers are forced to settle.

Filling positions with less than the best is a critical mistake many healthcare organizations are tempted to make.  However, a strategic RCM partner can make all the difference in the world.  By outsourcing key RCM areas that prove to have little or no candidate flow, you can give your organization access to a greater pool of talent.  This strategy will also offer your hospital an advantage by creating extra time for your HR teams to find the right person for the job.

A great outsourcing partner like Signature Performance offers many advantages to your revenue cycle processing.  First, it allows you to focus on what matters most – patient care. The right partner can reduce billing errors and help your firm save much-needed monies.  A strong RCM partner will improve your cash flow at the same time you improve your patient satisfaction levels.  Finally, an outsourcing partner will help to ensure billing compliance and buy you the time to find top talent that is migrating in to your community.

What is the driving force that has always motivated rural America? – The desire to never settle.  Look to Signature as an RCM company you can trust and form a winning partnership that allows you the necessary time to find the perfect candidates from your communities.   Don’t let the strain of recruiting, educating and training top talent hinder your ability to focus on improving revenues and delivering great patient care.