Pricing Mistakes Commonly Made by Healthcare Staffing Defense Contractors

1. Using National Mean Average Compensation Figures from Online Salary Data

Online data is at least two years old and does not take into account market trends and recruiting realities such as the need to relocate providers when local candidates are not available or, for instance, that local providers are receiving a base salary plus RVU bonus. Online data is wholly unreliable for on-target pricing that will result in timely fulfillment in response to awards.

2. Ignoring Workforce Trends Such as Severe Shortage Areas

Primary care shortages can be severe in many locations where Military Treatment Facilities are found. The ONLY providers available may be already working at the MTF. Unless you can recruit successfully from this internal pool you will find yourself hard-pressed to land local candidates and, if you do, it will be for premium prices.

3. Failing to Take Into Account Shifts in Certification Requirements

When the Hearing Center for Excellence solicitation came out for the air force, many contractors were caught with their pants down. The Task Order called for Ph.D. Or Au.D., a brand new credential which immediately bumped compensation figures up 25-35% because of the shortage of Au.D.s available. Online data failed them again because it was based upon the earlier Master's level requirement for audiologists.

KurzSolutions Pricing Methodology

KurzSolutions salary data is derived from a comprehensive survey of available salary data from commercial sources COMBINED with fresh intel from our extensive active candidate database, one million strong, along with actual market surveys of candidates in the field. We test and qualify the data by comparing commercial sources with both active candidate salary history and passive candidate interviews to arrive at verified compensation numbers. We also take into account the size of the candidate pool, the difficulty of fill, market trends, and the potential need for relocation of qualified candidates that may necessitate more competitive compensation figures allowing us to compete on a state or national level as necessary.

The resultant pricing charts we provide clients include:

• National mean averages for each position
• Local averages including low, median, and high figures for the target location
• Recommended compensation figures for the specific location and position based on comparison of (1) and (2) with actual salaries being paid in the metro area in closest proximity to the target area derived from our proprietary database and real-time market surveys

Call us to explore what our suite of Recruitment Process Outsourcing services might mean for your capture management strategy success - 800-506-0884