If you’re filling shifts at short notice on a regular basis there really isn’t an excuse not to build a staff bank. Or face temp overspend like this! www2.staffingindustry.com/eng/Editorial/…

The perfect storm is coming of double jabs and backlogs… now is the time to steady the NHS staffing ship LBC lbc.co.uk/news/nhs-facin…

Many vaccine clinics have been powered by volunteers to date but are unlikely to be in a few months given the end of the furlough scheme and the re-opening of society… now is the time to build an internal bank of staff.

We’ve worked out that a typical ‘find’ approach can require 10 or more human interactions (even with workforce management software) to fill a shift. Hirehand needs just 1. Read more. hirehand.co.uk/our-technology/

If your staff are taking time off to enjoy the sunshine, we can help you avoid the ring around trying to fill shifts. Have an ice cream not a meltdown!

It’s not just about finding staff post lockdown, but also offering them shifts they actually want to work. There’s more than one reason why frontline workers aren’t easy to find even if things are now ‘open for business’.

The “pingdemic” is the ultimate test for dynamic staffing. Never has having a flexible workforce been more important. bbc.co.uk/news/business-…

The answer to staff shortages? Adopt a more dynamic staffing model and allow your team more autonomy about how and when they work. It might make the difference between finding new team members, and not.

Running at 30% absence rates is the reality for many businesses right now. The ‘pingdemic’ is pushing staffing flexibility to its limits. ​​bbc.co.uk/news/business-…

Customers are back but the workers have moved on, reads the headline of a WallStreetJournal article and it’s happening in the UK too. Many workers didn’t want to return to their old shift patterns after lockdown. Dynamic staffing can help.

Dynamic Staffing isn’t just for Healthcare (although we’re currently saving huge amounts of time and manual processes there). Here’s an example from the hotel industry costar.com/article/163965…

If you need to fill shifts at the last minute, make sure your team knows that you do that fairly, automatically, and efficiently in a manner that they are also in control of. Buy-in makes a big difference.

How to hang on to your ‘new’ workers - staff who migrated to work with frontline industries during lockdowns are still needed. Offering flexible work is key to retention.

Frontline services - care, delivery, logistics etc are facing staff shortages as some of their ‘new’ team members return to their previous work. Being as flexible as possible will be key to keeping them.

Offering fully dynamic staffing will allow those who moved to new industries during lockdowns the ultimate flexible work options - between jobs and skills - and stop retention rates plummeting.

If you don’t have a way of allowing your team to pick the hours and work they want, you won’t be able to take advantage of the new ‘hybrid’ workers who want to combine new skills they found in lockdown, with their original work.