The Hublo Pool comes to the rescue of replacements at the Gaston-Métivet clinic.
.png)
How did Katia Morazin, a healthcare executive at the Gaston-Métivet Clinic, add this new pool of already pre-qualified professionals to her replacement routine?
Katia, like many user executives, used Hublo as a salaried nurse before switching to the other side of the application to find her replacements as a manager.
Rather Hublo or Pool Hublo?
It’s a fact, many healthcare professionals no longer want fixed positions, and we must work with this data.
Katia always starts by posting her replacement needs on Hublo.
Then the Pool Hublo, “especially when we are less than 15 days away from the mission date for certain services,” allows for broader dissemination and reaching a larger number of professionals.
Through Hublo and the Pool Hublo, Katia meets professionals from various backgrounds to maximize her pool of candidates.
The services and the most “Hublo-friendly” moments
Hublo is particularly effective for outpatient and external consultation services, especially for nursing assistants and stretcher-bearers.
If the mission is not filled or the period is tight (school holidays), Katia also calls on the Pool Hublo to increase her chances.
As a last resort, Katia puts on her nurse's coat and comes to support her teams.
What were the reasons that motivated the adoption of the Pool Hublo?
When there is little time to act (a maximum of 15 days), it is better to use as many channels as possible. In short, the adoption of the Pool Hublo is the illustration of the proverb “better safe than sorry” in terms of HR management.
What is the value of the pre-qualification of the Pool caregivers?
So far, they have all satisfied Katia, who always plans a phone call before their arrival to provide useful information and show them that they are expected.
If the first mission goes well, the caregivers will position themselves for other dates, and the quality of care will increase: they know the service, the habits, and are more comfortable. From the managers' side, there are fewer disturbances and more trust.
Additionally, with the shifts or overtime, there is less salary disparity than with temporary work, leading to less feeling of injustice within the team. Katia uses it as a lever for attractiveness and retention of the establishment's teams.
Ultimately, it’s rare in this sense, but if she had open positions in fixed-term or permanent contracts, Katia would not hesitate to offer them first to her Hublo temporary workers.
PS: If you want to know the number of caregivers present in the Pool Hublo of your department, click here.
