There’s no doubt that the costs of attracting and hiring nurse talent in an overly competitive market where demand is outstripping supply are expensive. What’s not being accounted for is the costs of “not hiring”. For any specific job, more candidates are opted out than are hired but the costs of getting them fully vetted is the same. And, many of the nurses opted-out are good, quality nurses. It’s the expense of doing nothing with these candidates where time, money, and resources were invested that is so costly. Today there is a way to share the “not hired” quality candidates with other hospitals who are doing the same in a common network that gives them the ability to recoup the costs of qualifying them in the first place. Hospitals can now leverage the investments of others because they have a way to hire candidates where the qualification has already been done. It’s the shift from competition to coopetition (cooperation + competition) that allows this to be operational. To learn more about how others are leveraging this model to recoup costs, elevate candidate experience, and to accelerate the hiring process with pre-qualified candidates, we’ll be happy to share insights and perspectives from others who are successfully embracing talent coopetition. Just let us know and we will schedule a brief call.