Month: August 2025

Home In an industry often dominated by rapid placements and high turnover, Eleva- tion Medical Staffing takes a different approach. We believe that exceptional healthcare begins with exceptional people—and treating everyone with dignity, respect, and genuine care isn’t just good ethics; it’s good business. What Does “People-First” Actually Mean? The phrase “people-first” gets used frequently in staffing, but at EMS, it’s more than a tagline. It’s a operational philosophy that guides every decision we make: For Healthcare Professionals : We invest time in understanding career goals, not just immediate job needs – We provide honest feedback and career guidance – We negotiate for competitive compensation and benefits – We main- tain ongoing relationships beyond initial placement – We advocate for work-life balance and professional development For Healthcare Facilities: We take time to understand your culture, values, and specific needs – We present candidates who align with your mission, not just fill requisitions – We provide transparent communication throughout the process – We offer ongoing support and problem-solving partnership – We’re accountable for our placements with guarantee periods The Problem with Transactional Staffing Traditional staffing agencies often operate on a purely transactional model: facility has opening, agency fills opening, agency collects fee, relationship ends. This approach creates several problems: High Turnover Costs When placements are made quickly without proper vetting or cultural fit consideration, new hires often leave within months. The costs are substantial—recruiting, onboarding, lost productivity, and negative impacts on team morale. Poor Patient Care Outcomes Frequent staff turnover directly correlates with decreased patient satisfaction and potentially compromised care quality. Patients benefit from consistent, experienced providers who know the facility and its protocols. Candidate Dissatisfaction Healthcare professionals placed in positions that don’t align with their skills, values, or career goals become disengaged. This leads to job-hopping, which hampers professional growth and creates instability. Damaged Facility Reputation Facilities known for high turnover struggle to attract top talent. Word spreads quickly in healthcare communities about which employers value their staff. The EMS Difference : How People-First Works in Practice Com- prehensive Candidate InterviewingWe spend significant time with each candidate—not just reviewing credentials, but understanding motivations, ca- reer aspirations, preferred work environments, and personal values. A pediatric nurse who loves working with children won’t thrive in a geriatric facility, no matter how impressive their technical skills. Cultural Matching Before presenting candidates to facilities, we thoroughly understand the facility’s culture. Is it fast-paced or methodical? Collaborative or independent? What values matter most? We then match candidates whose work style and values align. Honest Conversations If a position isn’t right for a candidate, we tell them. If a candidate isn’t right for a facility, we explain why. Short-term disappointment is better than long-term mismatch. Ongoing Support Our relationship doesn’t end at placement. We check in regularly with both candidates and facilities to ensure satisfaction, address con- cerns early, and provide support during transitions. Professional Development We connect healthcare professionals with contin- uing education opportunities, mentorship, and career advancement resources. Investing in their growth benefits everyone. Real Results: The Impact of People-First Staffing Our approach deliv- ers measurable outcomes: Lower Turnover Rates EMS placements have a 12-month retention rate of 89%, compared to the industry average of 65%. This translates to significant cost savings and continuity of care. Higher Client Satisfaction 98% of our facility clients report satisfaction with our placements and would recommend EMS to colleagues. Many have become long-term partners, relying on us for multiple positions over years. Candidate Loyalty Healthcare professionals placed through EMS often return to us for their next career move. This creates a virtuous cycle—we know them well, can place them faster, and deliver better matches. Better Patient Outcomes While difficult to quantify directly, our facility partners consistently report improved patient satisfaction scores and care quality metrics after partnering with EMS for staffing. Why This Matters More Than Ever Healthcare is facing unprecedented challenges: staffing shortages, burnout, increasing patient complexity, and finan- cial pressures. In this environment, treating people as interchangeable resources is not just ethically wrong—it’s operationally unsustainable. Facilities that invest in quality placements, treat staff well, and build stable teams will have competitive advantages in recruiting, retaining talent, and de- livering excellent care. Healthcare professionals who find positions aligned with their values and goals will have more satisfying, sustainable careers. Making the Shift If you’re a healthcare facility frustrated with high turnover and poor placements, or a healthcare professional tired of being treated as a commodity, consider the people-first approach. At Elevation Medical Staffing, we’re proving every day that when you priori- tize people, everyone wins—facilities, healthcare professionals, and most impor- tantly, patients. Ready to experience the difference? Contact EMS today to discuss your staffing needs or career goals.

Home Healthcare facilities can’t afford to take chances with staffing. Every placement affects patient care, team dynamics, regulatory compliance, and your facility’sreputation. At Elevation Medical Staffing, we’ve developed a rigorous screening process that ensures every candidate we present meets the highest standards of qualification, reliability, and professionalism. Here’s how we do it. 1.Comprehensive Credentials Verification Before we even consider presenting a candidate to a facility, we verify every credential, license, and certification—no exceptions. What We Verify: – Active Licenses: We check state licensing boards di- rectly to confirm licenses are current, unrestricted, and in good standing. We don’t rely on photocopies or candidate-provided information.• Professional Certifications: Whether it’s ACLS, BLS, specialty certifications, or technical credentials, we verify through issuing organizations.• Education: We contact schools and training programs to confirm degrees, diplomas, and completion of required programs.• Continuing Education: We ensure candidates maintain required CE credits and stay current with industry developments. Why This Matters: Employing someone with lapsed credentials exposes your facility to significant liability. Our verification process eliminates this risk en- tirely.Real Example:We recently screened a candidate who presented an impressive resume including an RN license. Direct verification revealed the license had been suspended six months prior due to failure to complete continuing education. The candidate was removed from consideration immediately, protecting our client from potential liability. 2.Thorough Background Checks and Reference Verification Techni- cal skills matter, but character and reliability matter more. We conduct com- prehensive background investigations for every candidate. Background Screening Includes: • Criminal History: Federal and state criminal record checks• Healthcare Sanctions: Checks against OIG exclu- sion lists, state abuse registries, and disciplinary action databases• Previous Employment: Verification of work history, dates, positions, and reasons for leaving• Professional References: Direct conversations with former supervi- sors about performance, reliability, and professionalism Our Standard: We don’t just run automated checks—we personally contact references and ask substantive questions. What were the candidate’s strengths? Any areas for development? Would you rehire them? Red Flags We Watch For : Unexplained gaps in employment – Pattern of short-term positions – Evasive or incomplete application information – Neg- ative reference feedback about reliability or attitude – Disciplinary actions or complaints Why This Matters: Background issues discovered after hire create enormous problems—termination, investigation, potential harm to patients or residents. Our thorough screening prevents these scenarios. 3.Skills Skills Assessment and Practical Evaluation Credentials prove some- one passed tests in the Skills assessments prove they can perform today.Technical Skills Testing: We evaluate job-specific competencies through:Practical Demonstrations: For clinical roles, we may request demonstration of skills like wound care, IV insertion, medication administration, or equipment operation• Software Proficiency: We test EMR/EHR systems, scheduling software, and other technical platforms• Medical Knowledge : We assess current knowledge of protocols, medications, and evidence-based practices• Scenario-Based Questions :We present real-world situations and evaluate problem-solving approaches Soft Skills Evaluation: Healthcare isn’t just technical—it requires communi- cation, empathy, and professionalism. We assess :• Patient Communication: How candidates explain procedures, show empathy, and build rapport• Team Collaboration: Ability to work with physicians, nurses, therapists, and sup- port staff• Stress Management: Composure in high-pressure situations• Professionalism: Appearance, punctuality, communication style Cultural Fit Assessment: We evaluate whether candidates’ work style, val- ues, and personality align with your facility’s culture: – Do they prefer fast-paced or structured environments? – Are they collaborative or independent workers? – What motivates them professionally? – What type of supervision do they need? Why This Matters: A skilled nurse who can’t communicate with patients, or a technically proficient lab tech who can’t work on a team, will create problems despite their credentials. Our holistic evaluation prevents mismatches. 4. Ongoing Compliance and Quality Monitoring Our relationship with candidates doesn’t end at placement—we maintain ongoing oversight to ensure continued quality and compliance. Continuous Monitoring Includes: • License Renewal Tracking: We mon- itor license expiration dates and ensure timely renewals• Continuing Educa- tion Requirements: We track and verify completion of required CE credits• Performance Check-Ins: We contact facilities regularly to assess satisfaction and address any concerns• Recertification Support: We remind candidates of upcoming certification renewals and provide resources Quality Assurance Process: • 30-Day Check-In: We contact both facility and candidate to ensure smooth integration• 90-Day Review: Comprehensive performance evaluation and satisfaction assessment• Ongoing Support: We remain available to address concerns, provide additional training resources, or facilitate difficult conversations Our Guarantee: We stand behind our placements with a 90-day guarantee. If a placement doesn’t work out within this period, we’ll replace the candidate at no additional charge. Why This Matters: Healthcare requirements change, and maintaining com- pliance requires vigilance. Our ongoing monitoring protects your facility from gaps in coverage or compliance violations. The Bottom Line: Quality Over Speed Some staffing agencies prioritize filling positions quickly. At EMS, we prioritize filling positions correctly. Our comprehensive screening process may take slightly longer, but the results speak for themselves: • 89% retention rate at 12 months (vs. industry average of 65%)• 98% client satisfaction rate• Fewer than 5% of placements require replacement within the guaran- tee period• Zero compliance violations among our placements in 2025 What This Means for Your Facility When you partner with EMS, you get:• Confidence: Every candidate has been thoroughly vetted• Reliability: Our placements show up, perform well, and stay• Compliance: All credentials, certifications, and background checks are current and verified• Support: We’re partners in your success, not just a staffing vendor What This Means for Healthcare Professionals If you’re a candidate working with EMS, our thorough process benefits you too:• Better Matches: We take time to understand your goals and find positions that fit• Competitive Advantage: Completing our screening process demonstrates your quality to employers• Career Support: We provide ongoing professional development resources• Faster Placement: Once screened, you’re ready for immediate consideration for matching positions Experience the EMS Difference Quality staffing isn’t about finding a warm body to fill a shift—it’s about finding the right professional to deliver excellent care, integrate with your team, and contribute to your facility’s suc- cess. At Elevation Medical Staffing, that’s exactly what we deliver. Ready to

Home Time is critical in healthcare. Every day a position remains unfilled means: – Increased burden on existing staff – Potential overtime costs – Risk of burnout among overworked teams – Possible compromises in patient care quality – Lost revenue from underutilized capacity For healthcare professionals, lengthy job searches mean: – Financial stress from unemployment – Career momentum loss – Missed opportunities at other organi- zations – Frustration with complex application processes At Elevation Medical Staffing, we’ve engineered a streamlined process that gets healthcare professionals working quickly while maintaining rigorous quality stan- dards. Here’s how we do it. For Healthcare Facilities: The 5-Step Placement Process Step 1: Needs Assessment Consultation (Day 1) We begin every partnership with a thorough consultation to understand your specific needs: • Position Details: Not just job title, but specific responsibil- ities, required skills, and success metrics• Culture and Values: What type of person thrives at your facility? What are your core values?• Timeline and Urgency: Is this a planned expansion or urgent coverage need?• Compen- sation and Benefits: Market-rate guidance and positioning for competitive offers• Team Dynamics: Who will this person work with? What personalities complement your existing team? Typical Duration: 30-60 minute phone or in-person consultation Your In- vestment: One conversation that saves weeks of poor-fit candidates Step 2: Candidate Matching (Days 2-3) Our team immediately searches our database and network for qualified candi- dates: • Pre-Screened Pool: We maintain a database of candidates who’ve already completed our rigorous screening • Active Recruitment: For special- ized positions, we actively recruit through professional networks• Cultural Alignment: We only present candidates whose values and work style match your facility • Qualification Verification: Every candidate we present has verified credentials and positive references Typical Duration: 2-3 business days for standard positions; 5-7 days for highly specialized roles Your Result: 2-4 highly qualified candidates ready for interview Step 3: Candidate Presentation and Interviews (Days 4-7) We coordinate the entire interview process: • Detailed Profiles: You receive comprehensive candidate profiles including experience, skills, and assessment results• Interview Scheduling: We coordinate schedules to minimize delays• Interview Preparation: We brief candidates about your facility to ensure productive conversations • Feedback Collection: After interviews, we gather feedback from both sides Typical Duration: 3-5 business days depending on your availability Your Investment: Interviews with pre-qualified candidates, no time wasted on poor fits Step 4: Offer Negotiation and Onboarding (Days 8-10) Once you’ve identified your preferred candidate: • Offer Development: We help structure competitive offers that attract top talent• Negotiation Fa- cilitation: We mediate any negotiation to reach mutually beneficial terms• Paperwork Coordination: We handle employment agreements, background check completion, and compliance documentation • Onboarding Support: We coordinate start dates and initial orientation Typical Duration: 2-3 business days Your Result: Signed offer, confirmed start date, and ready-to-work employee Step 5: Follow-Up and Support (Ongoing) We don’t disappear after placement: • 30-Day Check-In: Brief conversation to ensure smooth integration• 90-Day Performance Review: Comprehensive evaluation and satisfaction assessment • Ongoing Availability: We remain available to address concerns or provide support • Replacement Guarantee: If the placement doesn’t work out within 90 days, we replace at no charge Typical Duration: 5-10 minute check-ins at 30 and 90 days Your Benefit: Ongoing partnership and peace of mind Total Timeline: 7-10 Business Days from Consultation to Start Date This rapid timeline doesn’t compromise quality—it’s possible because we’ve done the hard work in advance by building a pre-screened candidate pool, es- tablishing efficient processes, and maintaining strong industry relationships. For Healthcare Professionals: The Streamlined Job Search Process Step 1: Apply and Initial Consultation (Day 1) Getting started with EMS is simple: • Online Application: Submit your resume through our website or job board • Initial Screening Call: Brief phone conversation to understand your career goals, preferences, and availability• Documentation Request: We collect licenses, certifications, and references Time Investment: 30 minutes for application and call Your Benefit: Imme- diate entry into our candidate pipeline Step 2: Comprehensive Screening (Days 2-5) While we handle the heavy lifting, you continue your normal activities: • Cre- dential Verification: We verify all licenses and certifications directly with issuing bodies • Background Checks: We complete criminal, employment, and reference checks • Skills Assessment: We may request demonstration of specific skills or software proficiency • Profile Development: We create a comprehensive profile highlighting your strengths Time Investment: 1-2 hours for skills demonstrations if required Your Ben- efit: One screening process opens doors to multiple opportunities Step 3: Job Matching and Interviews (Days 6-10) Once you’re in our system, opportunity matching is rapid:• Job Alerts: We notify you immediately when positions match your preferences • Interview Co- ordination: We schedule interviews at your convenience • Interview Prepa- ration: We provide facility information and interview tips • Feedback and Guidance: We debrief after interviews and provide honest feedback Time Investment: Time for interviews (typically 30-45 minutes each) Your Benefit: Only interview for positions that genuinely fit your goals Step 4: Offer and Negotiation (Days 11-13) When you receive an offer: – Offer Review: We help you evaluate compen- sation, benefits, and terms• Negotiation Support: We advocate for fair compensation and favorable terms • Decision Guidance: We provide honest advice about fit and long-term prospects• Paperwork Assistance: We help complete all required documentation Time Investment: 1-2 hours for paperwork and decision-making Your Ben- efit: Expert guidance ensuring you make informed career decisions Step 5: Onboarding and Career Support (Ongoing) Our support continues after you start:• Transition Assistance: We check in to ensure smooth integration into your new role• Issue Resolution: If prob- lems arise, we help mediate and find solutions • Career Development: We provide resources for professional growth and advancement • Future Oppor- tunities: When you’re ready for your next move, we’re here to help Time Investment: Minimal—we check in with you Your Benefit: A career partner, not just a one-time placement service Total Timeline for Candidates: 10-15 Days from Application to Start Date  Most candidates are working in their new position within two weeks of first contacting