In a hospital in Utah, a computer at a nursing station is dotted with sticky notes featuring the names and phone numbers of the unit’s most reliable independent contractors.

For nurse managers, manual solutions are an imperfect but reliable system for finding the right nurses to close gaps in staffing, whether to fill a planned absence or in a pinch. But there are more efficient ways to secure per diem nursing talent. In fact, healthcare leaders are increasingly turning to tech to find and secure nurses for upcoming shifts.

A Tech-Enabled Approach to Nurse Staffing

It’s clear that contracting options for nurses are growing in popularity. Recent market research estimates the per diem nurse staffing market will rise to $16.4 billion by 2033, up from $8.7 billion in 2023. That’s due in part to nurses’ desire for flexibility, which allows for better work-life balance.

Moreover, contract nursing doesn’t just appeal to nurses who work solely as independent professionals. A recent survey indicates 72% of clinicians who use the Nursa staffing platform have a full-time or part-time job and supplement this income with Nursa shifts.

But the traditional staffing agency model has proven to be too cumbersome, slow and costly to keep up with demand. Understandably, agencies struggle to consistently fill shifts with less than 12 hours of notice. It’s a scenario that has some nurse managers taking matters into their own hands, relying on scraps of sticky paper to keep track of the shift nurses they most want to use.

That’s an area where technology could make a substantial difference.

Platforms that allow nurses to “choose their own adventure” by searching for shifts that match their schedule and their professional interests provide a faster connection to bedside nursing care than one-to-one agency placements. And at a time when one out of three independent nurses are job hunting, according to the Nursa survey, technology puts nurses in the driver’s seat for making connections with facilities that most appeal to them.

Taking an “Un-Agency” Approach

How can leaders adopt a tech-based approach to addressing nurse staffing challenges in ways that benefit nurses and hospitals? Here are three considerations.

Break from tradition. The early bird gets the worm. Agencies aren’t enough to support nurse staffing needs—not when nurses’ expectations around flexibility in scheduling are evolving.. A dynamic staffing platform that applies a tech-first method to sharing shifts, calculating which nurses could best meet those needs, and automating nurse communications directly to assess their interest and availability offers a faster and more nimble method for filling short-term needs. It reaches nurses who are seeking the right opportunity to work in a facility and provides a range of options for them to consider.

Ditch the sticky notes and establish a long-term relationship with independent nurses using tech. At a time when one out of three independent nurses are seeking full-time employment, the right platform will position nurse managers to connect with those nurses directly. This model gives those who desire long-term, stable work the opportunity to test drive those relationships in smaller, cost-efficient shifts. Establishing relationships directly also offers organizations a vital opportunity to broaden their nurse staffing base.

Leverage tech for community. As nurse shift work changes shape, so have the factors that promote satisfaction among nurses. This includes a sense of community, which research has shown promotes safer, higher-quality care. It also encompasses the desire among Gen Z nurses for frequent feedback, according to two nurse educators for Indiana University of Pennsylvania. Nurse leaders can apply these learnings to their relationships with all independent nurse contractors by creating a user forum within their staffing platform. This gives nurses a chance to connect directly with one another, creating a more shared experience among independent nurses and promoting a more authentic work environment.

These simple changes will help leaders more effectively tap into top talent for shift openings and establish relationships that meet their needs in mutually beneficial ways.