1 00:00:00,160 --> 00:00:02,480 Hello, everyone. This is Jacob Emerson with the 2 00:00:02,480 --> 00:00:03,939 Becker's HealthCare podcast. 3 00:00:04,400 --> 00:00:06,879 Very pleased today to be joined by Mal 4 00:00:06,879 --> 00:00:10,500 Tedesco, who's the executive director at IGH International, 5 00:00:10,639 --> 00:00:12,880 and Damaris Delp, who's the senior manager of 6 00:00:12,880 --> 00:00:14,980 US operations and nurse experience 7 00:00:15,304 --> 00:00:16,765 for Insight Global Health. 8 00:00:17,065 --> 00:00:19,704 Mal, Damaris, thank you both so much for 9 00:00:19,704 --> 00:00:21,385 taking the time to be with me on 10 00:00:21,385 --> 00:00:23,704 the podcast today. I'm hoping to dive in, 11 00:00:24,025 --> 00:00:26,904 by talking about you all first. Mal, can 12 00:00:26,904 --> 00:00:28,440 you get us started by talking a little 13 00:00:28,440 --> 00:00:31,239 bit about yourself and what you do at 14 00:00:31,239 --> 00:00:32,219 IGH International? 15 00:00:33,000 --> 00:00:34,679 Yeah. That'd be great. Thanks so much, Jacob, 16 00:00:34,679 --> 00:00:36,840 and thanks for having us today. As you 17 00:00:36,840 --> 00:00:38,539 mentioned, my name is Mal Tedesco. 18 00:00:39,079 --> 00:00:40,460 I oversee our international, 19 00:00:41,079 --> 00:00:42,700 practice here at Insight Global. 20 00:00:43,085 --> 00:00:44,704 We bring nurses from The Philippines, 21 00:00:45,245 --> 00:00:47,565 to The US to help out US hospital 22 00:00:47,565 --> 00:00:48,065 systems. 23 00:00:48,524 --> 00:00:50,704 So I oversee all the the whole operation, 24 00:00:50,924 --> 00:00:51,424 immigration, 25 00:00:51,725 --> 00:00:53,804 the experience that we provide those nurses, the 26 00:00:53,804 --> 00:00:54,945 recruiting and delivery, 27 00:00:55,560 --> 00:00:56,920 and making sure that they're, you know, set 28 00:00:56,920 --> 00:00:58,520 up for success for their first day on-site 29 00:00:58,520 --> 00:01:00,439 at the client. I'm really excited to to 30 00:01:00,439 --> 00:01:01,979 be here and to talk about our program. 31 00:01:02,280 --> 00:01:04,060 Fantastic. And how about you, Damaris? 32 00:01:04,519 --> 00:01:06,760 Yeah. Hi. Thank you again so much for 33 00:01:06,760 --> 00:01:07,579 having us. 34 00:01:08,275 --> 00:01:08,775 So 35 00:01:09,155 --> 00:01:11,254 my my title is senior manager 36 00:01:11,795 --> 00:01:14,754 of US operations and nurse experience, which sounds 37 00:01:14,754 --> 00:01:16,354 like a lot of words, but really what 38 00:01:16,354 --> 00:01:19,575 that means is I have the privilege of 39 00:01:19,875 --> 00:01:22,215 helping support our nurses through their transition, 40 00:01:22,980 --> 00:01:26,040 when they leave The Philippines and come and, 41 00:01:26,500 --> 00:01:29,219 make The US their home. I'm very excited 42 00:01:29,219 --> 00:01:31,540 to do this because I'm actually an immigrant 43 00:01:31,540 --> 00:01:32,040 myself. 44 00:01:32,420 --> 00:01:34,019 I came when I was five years old. 45 00:01:34,019 --> 00:01:36,099 And so for me, it is a true 46 00:01:36,099 --> 00:01:38,525 calling to be able to step in 47 00:01:39,224 --> 00:01:41,704 and help make sure that I remove any 48 00:01:41,704 --> 00:01:42,765 obstacles possible 49 00:01:43,224 --> 00:01:45,004 to make their new home, 50 00:01:45,305 --> 00:01:45,805 home. 51 00:01:46,905 --> 00:01:49,384 Wonderful. Well, really glad to have you both 52 00:01:49,384 --> 00:01:51,064 with us today and for taking the time 53 00:01:51,064 --> 00:01:51,884 to do so. 54 00:01:52,420 --> 00:01:54,420 Damaris, I wanna get started by talking with 55 00:01:54,420 --> 00:01:55,879 you about InsideGlobal's 56 00:01:56,259 --> 00:01:59,239 approach to enhancing the experience for the international 57 00:01:59,379 --> 00:02:00,359 employee network. 58 00:02:01,060 --> 00:02:03,319 Talk to us about why this is crucial 59 00:02:03,459 --> 00:02:06,840 for ensuring stability and boosting productivity. 60 00:02:07,765 --> 00:02:08,264 Absolutely. 61 00:02:08,724 --> 00:02:10,805 I mean, I'm sure you can imagine moving 62 00:02:10,805 --> 00:02:11,864 to a new country 63 00:02:12,485 --> 00:02:14,805 is just a big feat, takes a lot 64 00:02:14,805 --> 00:02:15,465 of bravery. 65 00:02:15,925 --> 00:02:17,305 It it brings its challenges. 66 00:02:17,764 --> 00:02:20,405 And so we feel wholeheartedly that if we 67 00:02:20,405 --> 00:02:21,784 can eliminate obstacles, 68 00:02:22,759 --> 00:02:25,180 they can then bring their best selves to 69 00:02:25,239 --> 00:02:27,159 work. If we can help with the personal 70 00:02:27,159 --> 00:02:27,659 stuff, 71 00:02:28,039 --> 00:02:29,979 then they can focus on the professional. 72 00:02:30,519 --> 00:02:32,039 And so there's a lot of things that 73 00:02:32,039 --> 00:02:35,080 we do through the experience team, everything from 74 00:02:35,080 --> 00:02:36,459 supporting them before 75 00:02:37,004 --> 00:02:37,504 actual 76 00:02:38,125 --> 00:02:40,365 deployment, making sure they're ready, they know how 77 00:02:40,365 --> 00:02:42,604 much cash to bring, they know how to 78 00:02:42,604 --> 00:02:45,104 best prepare for bringing a family, 79 00:02:45,645 --> 00:02:47,645 and making sure that they're comfortable once they 80 00:02:47,645 --> 00:02:48,384 arrive here. 81 00:02:48,844 --> 00:02:51,584 Removing, you know, obstacles like I don't have 82 00:02:51,680 --> 00:02:53,520 credit to be able to get rent, to 83 00:02:53,520 --> 00:02:55,040 be able to sign up for a place 84 00:02:55,040 --> 00:02:57,520 to live. We help facilitate that. We help 85 00:02:57,520 --> 00:02:58,020 with 86 00:02:58,400 --> 00:03:01,760 cars and school enrollment, social security, just about 87 00:03:01,760 --> 00:03:03,599 everything you can think of to set up 88 00:03:03,599 --> 00:03:05,680 life in America, which a lot of people 89 00:03:05,680 --> 00:03:07,614 take for granted. And it is way more 90 00:03:07,614 --> 00:03:09,314 complicated than it needs to be, unfortunately. 91 00:03:10,174 --> 00:03:11,455 So we take a lot of pride in 92 00:03:11,455 --> 00:03:13,935 what we do, and we've seen it directly 93 00:03:13,935 --> 00:03:14,435 impact 94 00:03:14,735 --> 00:03:16,735 the success that they have once they are 95 00:03:16,735 --> 00:03:17,955 on-site at the hospital. 96 00:03:19,150 --> 00:03:21,729 Certainly. So a massive and complicated 97 00:03:22,110 --> 00:03:22,610 transition. 98 00:03:23,310 --> 00:03:24,530 Mal, what would you add? 99 00:03:24,909 --> 00:03:26,189 Yeah. I would just say that, you know, 100 00:03:26,189 --> 00:03:27,949 one of our core values at Insight Global 101 00:03:27,949 --> 00:03:30,349 is to grow our people personally, professionally, and 102 00:03:30,349 --> 00:03:30,849 financially. 103 00:03:31,245 --> 00:03:32,764 And I'm just really proud of this program 104 00:03:32,764 --> 00:03:34,705 and and really largely the work that Damaris 105 00:03:34,764 --> 00:03:36,284 just outlined and the work that her and 106 00:03:36,284 --> 00:03:38,044 her team are doing to be able to 107 00:03:38,044 --> 00:03:39,805 do this for our clinicians and and, you 108 00:03:39,805 --> 00:03:41,664 know, at the same time, be able to, 109 00:03:42,044 --> 00:03:43,104 stabilize hospitals, 110 00:03:43,564 --> 00:03:45,245 with staff that they need and be able 111 00:03:45,245 --> 00:03:47,185 to give better patient care to their communities. 112 00:03:47,620 --> 00:03:50,099 So it's been a a very, rewarding program 113 00:03:50,099 --> 00:03:51,879 and and really proud of the team's work. 114 00:03:52,580 --> 00:03:54,259 Demaris, I wonder if you could expand for 115 00:03:54,259 --> 00:03:56,340 us a bit on how Insight Global is 116 00:03:56,340 --> 00:03:56,840 prioritizing 117 00:03:57,139 --> 00:03:59,939 the well-being of your employees, especially when we're 118 00:03:59,939 --> 00:04:02,280 talking on a global scale right now. 119 00:04:03,004 --> 00:04:04,685 What what are some of the specific measures 120 00:04:04,685 --> 00:04:07,004 that you're taking to really differentiate yourself as 121 00:04:07,004 --> 00:04:09,105 as a top destination employer? 122 00:04:10,125 --> 00:04:10,525 Sure. 123 00:04:11,325 --> 00:04:13,004 When you when you think about, you know, 124 00:04:13,004 --> 00:04:15,004 people on a global scale, there's you know, 125 00:04:15,004 --> 00:04:17,964 we're transitioning people from one country to the 126 00:04:17,964 --> 00:04:19,250 next, and there's a lot of cultural 127 00:04:19,949 --> 00:04:20,449 differences. 128 00:04:20,829 --> 00:04:23,470 There's a lot of education differences. There's a 129 00:04:23,470 --> 00:04:25,709 lot of just clinical differences. There's so much 130 00:04:25,709 --> 00:04:26,449 that's involved. 131 00:04:26,829 --> 00:04:29,729 And so I do believe that the experience 132 00:04:29,870 --> 00:04:30,349 team, 133 00:04:30,750 --> 00:04:32,589 with the way that our we have engaged 134 00:04:32,589 --> 00:04:33,810 managers as well 135 00:04:34,125 --> 00:04:37,004 that connect with these nurses from the very 136 00:04:37,004 --> 00:04:39,564 first moment that they even hear about Insight 137 00:04:39,564 --> 00:04:41,805 Global and they start interviewing with us. It 138 00:04:41,805 --> 00:04:44,365 starts then, and it goes all the way 139 00:04:44,365 --> 00:04:46,750 through every day after that. And so, like, 140 00:04:46,750 --> 00:04:48,189 what that looks like, just to kind of 141 00:04:48,189 --> 00:04:49,870 give you an example, I guess, walk you 142 00:04:49,870 --> 00:04:51,169 through a scenario. 143 00:04:51,789 --> 00:04:54,430 If we have a nurse, that's interviewing, we 144 00:04:54,430 --> 00:04:56,430 get to know them personally from the beginning. 145 00:04:56,430 --> 00:04:58,029 You know? Where do you have family in 146 00:04:58,029 --> 00:04:59,789 The United States? Like, what do you have 147 00:04:59,789 --> 00:05:01,714 your heart set on so that we can 148 00:05:01,714 --> 00:05:04,115 make sure we're using that information and what 149 00:05:04,115 --> 00:05:06,514 matters to them to match them with the 150 00:05:06,514 --> 00:05:08,355 perfect client? Because at the end of the 151 00:05:08,355 --> 00:05:08,855 day, 152 00:05:09,235 --> 00:05:11,314 we're not a company that's just looking to 153 00:05:11,314 --> 00:05:15,254 temporarily staff. We're looking to make connections that 154 00:05:15,459 --> 00:05:17,000 help facilitate stabilization 155 00:05:17,459 --> 00:05:19,479 of these hospitals, and that means retention. 156 00:05:20,019 --> 00:05:21,800 And so if we can better understand 157 00:05:22,339 --> 00:05:24,839 the nurse as a whole, as a holistic 158 00:05:24,899 --> 00:05:27,139 being, their family, their kids, what's important to 159 00:05:27,139 --> 00:05:28,039 them, their hobbies, 160 00:05:28,375 --> 00:05:30,294 and we can take that through their journey 161 00:05:30,294 --> 00:05:33,035 and give them avenues to really fulfill themselves, 162 00:05:33,574 --> 00:05:35,495 then they're going to stay in the communities 163 00:05:35,495 --> 00:05:37,095 that they're going to. They're gonna stay working 164 00:05:37,095 --> 00:05:39,735 for these hospital systems that they have their 165 00:05:39,735 --> 00:05:40,709 sights set on. 166 00:05:41,189 --> 00:05:42,709 So to to me, 167 00:05:43,029 --> 00:05:45,509 it's just a matter of truly understanding the 168 00:05:45,509 --> 00:05:48,470 whole person. It's not just staffing. It's way 169 00:05:48,470 --> 00:05:49,289 more than that. 170 00:05:49,990 --> 00:05:52,149 I mean, it makes complete sense. Addressing their 171 00:05:52,149 --> 00:05:54,810 human needs is a key retention strategy. 172 00:05:55,269 --> 00:05:56,685 Mal, what are we missing here? 173 00:05:57,884 --> 00:05:59,084 Yeah. I mean, I think that we just 174 00:05:59,084 --> 00:06:00,685 try to do the right thing. Right? We 175 00:06:00,685 --> 00:06:02,704 put ourselves in the shoes of the clinician 176 00:06:02,764 --> 00:06:03,665 and their family. 177 00:06:04,125 --> 00:06:07,004 As Damaris mentioned, she immigrated here herself. We 178 00:06:07,004 --> 00:06:08,925 have a team of immigrants that have gone 179 00:06:08,925 --> 00:06:11,060 through that, whether it was with their parents, 180 00:06:11,060 --> 00:06:13,560 with their grandparents, with their family, their siblings. 181 00:06:13,779 --> 00:06:14,900 And so we do try to put their 182 00:06:14,980 --> 00:06:16,819 put ourselves in their shoes and help them 183 00:06:16,819 --> 00:06:18,040 every step of the way. 184 00:06:18,500 --> 00:06:20,339 It's just really personal to to us and 185 00:06:20,339 --> 00:06:21,860 our team. And so I think that's a 186 00:06:21,860 --> 00:06:23,860 differentiator for us. Our heart's there, and and 187 00:06:23,860 --> 00:06:26,214 we're just passionate about it. The other piece 188 00:06:26,214 --> 00:06:27,514 of it is just the education, 189 00:06:27,894 --> 00:06:30,935 arm of it. You know, doctor Arnold Turriga, 190 00:06:30,935 --> 00:06:32,935 he runs our education, and he's a Philippine 191 00:06:32,935 --> 00:06:35,414 Nurse that, transitioned to The United States through 192 00:06:35,414 --> 00:06:37,334 The Middle East. And so he's gone through, 193 00:06:37,334 --> 00:06:39,419 you know, really the exact experience that these 194 00:06:39,419 --> 00:06:39,919 nurses, 195 00:06:40,459 --> 00:06:41,120 are undertaking. 196 00:06:41,579 --> 00:06:42,720 And he's built curriculum, 197 00:06:43,979 --> 00:06:45,579 you know, both clinically to to help them 198 00:06:45,579 --> 00:06:47,419 at the bedside, but then also personally, things 199 00:06:47,419 --> 00:06:49,099 that he wished he knew that, you know, 200 00:06:49,099 --> 00:06:51,660 can better acclimate them, to The United States. 201 00:06:51,660 --> 00:06:53,644 And so, you know, I think the combination 202 00:06:53,644 --> 00:06:55,404 of what Demaris and her team does from 203 00:06:55,404 --> 00:06:57,485 an experience perspective and taking care of the 204 00:06:57,485 --> 00:06:59,664 whole family and then also the education, 205 00:07:00,285 --> 00:07:02,365 you know, system and and modules that we've, 206 00:07:02,524 --> 00:07:04,925 created has really just been a differentiator for 207 00:07:04,925 --> 00:07:06,830 our program, and it has created a really, 208 00:07:06,830 --> 00:07:09,389 really vast referral network. So many of the 209 00:07:09,389 --> 00:07:12,350 nurses that we are, recruiting now are friends, 210 00:07:12,350 --> 00:07:15,470 family, colleague, aunts, uncles, you name it, of 211 00:07:15,470 --> 00:07:17,550 our staff that we've, been able to place 212 00:07:17,550 --> 00:07:18,795 in the last two years. And so it's 213 00:07:18,795 --> 00:07:20,394 just a testament to the team and the 214 00:07:20,394 --> 00:07:22,394 program and us just doing the right thing 215 00:07:22,394 --> 00:07:24,154 and people trusting us with their lives and 216 00:07:24,154 --> 00:07:26,574 with their family members, and their career moves. 217 00:07:27,115 --> 00:07:29,035 Yeah. No. It's a it's a great example 218 00:07:29,035 --> 00:07:31,035 and really the, the great work that you 219 00:07:31,035 --> 00:07:31,855 all are doing. 220 00:07:32,949 --> 00:07:35,029 Demeris, talk let's let's drill down into the 221 00:07:35,029 --> 00:07:38,149 actual results you're seeing on the ground. How 222 00:07:38,149 --> 00:07:40,870 do you think that focusing on the employee 223 00:07:40,870 --> 00:07:44,310 experience has influenced your outcomes, especially when we're 224 00:07:44,310 --> 00:07:47,904 talking about turnover rates within Insight Global's international 225 00:07:47,964 --> 00:07:51,024 nursing program and your global centers as well? 226 00:07:51,724 --> 00:07:54,064 I get really excited talking about this because 227 00:07:54,284 --> 00:07:56,044 we I'm really proud of the fact that 228 00:07:56,044 --> 00:07:59,110 turnover is not an issue for us. We 229 00:07:59,889 --> 00:08:01,669 not even have money in a little bit. 230 00:08:01,889 --> 00:08:03,349 And where we have seen, 231 00:08:04,050 --> 00:08:05,909 issues with our nurses is 232 00:08:06,610 --> 00:08:07,349 there is 233 00:08:07,649 --> 00:08:10,370 a certain period once you have moved to 234 00:08:10,370 --> 00:08:11,189 a new country 235 00:08:11,735 --> 00:08:14,694 where it becomes really difficult, and you find 236 00:08:14,694 --> 00:08:17,514 people kind of dropping into this culture shock 237 00:08:17,735 --> 00:08:18,235 stage. 238 00:08:19,095 --> 00:08:21,595 And what's been really exciting is seeing 239 00:08:22,055 --> 00:08:24,055 being able to actually track and see, okay, 240 00:08:24,055 --> 00:08:26,134 around between the two and four month mark, 241 00:08:26,134 --> 00:08:28,030 people are dropping into this culture shock. Right? 242 00:08:28,030 --> 00:08:30,030 Because when they first arrive to The US, 243 00:08:30,030 --> 00:08:31,090 they're in this just 244 00:08:31,470 --> 00:08:33,790 super amazed, excited. Oh my gosh. This is 245 00:08:33,790 --> 00:08:36,129 my American dream. I'm doing it. We're here. 246 00:08:36,190 --> 00:08:38,110 It's really, really exciting at first. You're in 247 00:08:38,110 --> 00:08:40,955 the honey honeymoon phase. And then things just 248 00:08:40,955 --> 00:08:42,715 things just fall into place, and you're just 249 00:08:42,715 --> 00:08:44,555 like, wow. This is much harder than I 250 00:08:44,555 --> 00:08:46,815 expected. I miss my family, etcetera. 251 00:08:47,355 --> 00:08:47,855 And 252 00:08:48,555 --> 00:08:50,475 I know I mentioned this earlier, but we 253 00:08:50,475 --> 00:08:53,115 do believe that it's so important to support 254 00:08:53,115 --> 00:08:55,774 the whole human. And what what happens is 255 00:08:55,940 --> 00:08:56,759 when they get 256 00:08:57,539 --> 00:08:58,839 lonely or homesick, 257 00:08:59,299 --> 00:08:59,799 unfortunately, 258 00:09:00,500 --> 00:09:02,839 oftentimes, it also relays into work, 259 00:09:03,299 --> 00:09:04,519 because we are human. 260 00:09:04,820 --> 00:09:07,779 And those two things are tied together. And 261 00:09:07,779 --> 00:09:08,839 the way that we've, 262 00:09:09,754 --> 00:09:12,075 built the entire program for how we engage 263 00:09:12,075 --> 00:09:14,394 with our nurses is built around this concept 264 00:09:14,394 --> 00:09:16,715 that it's gonna get hard after a few 265 00:09:16,715 --> 00:09:18,154 months and that's when we lean in the 266 00:09:18,154 --> 00:09:19,934 hardest and we're the most intentional. 267 00:09:20,394 --> 00:09:23,294 Because we've seen our nurses go from struggling, 268 00:09:24,320 --> 00:09:26,080 a little bit at work because of things 269 00:09:26,080 --> 00:09:28,240 going on at home, because they're homesick, they're 270 00:09:28,240 --> 00:09:29,700 lonely, they're getting down, 271 00:09:30,240 --> 00:09:32,480 to all of a sudden being able to 272 00:09:32,480 --> 00:09:32,980 facilitate 273 00:09:33,360 --> 00:09:36,080 them getting through that culture shock. And then 274 00:09:36,080 --> 00:09:37,679 all of a sudden, they're doing great at 275 00:09:37,679 --> 00:09:40,454 work. Their confidence is back. They're getting DAISY 276 00:09:40,454 --> 00:09:41,995 awards. They're being nominated 277 00:09:42,375 --> 00:09:44,714 for other awards by their nursing managers. 278 00:09:45,095 --> 00:09:46,714 It is a direct impact. 279 00:09:47,495 --> 00:09:49,575 Like, we can make a direct impact on 280 00:09:49,575 --> 00:09:51,894 their lives at work if we lean in 281 00:09:51,894 --> 00:09:53,894 the way that we do, especially during that 282 00:09:53,894 --> 00:09:56,220 really sensitive time. And so I think just 283 00:09:56,220 --> 00:09:58,620 being aware of that and working all hands 284 00:09:58,620 --> 00:10:00,460 on deck to make sure we're supporting them 285 00:10:00,460 --> 00:10:03,200 through that culture shock phase has made 286 00:10:03,580 --> 00:10:05,820 an incredible difference in the way that they 287 00:10:05,820 --> 00:10:07,200 perform at work. 288 00:10:07,784 --> 00:10:10,024 Absolutely. So not just focus on the initial 289 00:10:10,024 --> 00:10:12,424 transition, but really there for them in the 290 00:10:12,424 --> 00:10:13,164 long run. 291 00:10:13,544 --> 00:10:15,384 Right. Mal, yeah, what do you what do 292 00:10:15,384 --> 00:10:17,725 you think in terms of how is focusing 293 00:10:17,784 --> 00:10:20,024 on on not just the initial culture shock, 294 00:10:20,024 --> 00:10:22,284 how is that really influencing better outcomes? 295 00:10:22,990 --> 00:10:23,730 Yeah. Absolutely. 296 00:10:24,430 --> 00:10:26,590 I think that's something that some of, you 297 00:10:26,590 --> 00:10:28,350 know, some people get wrong is once the 298 00:10:28,350 --> 00:10:30,750 nurse gets here or the clinician or international 299 00:10:30,750 --> 00:10:32,750 worker really as a whole gets here, then 300 00:10:32,750 --> 00:10:34,430 they're here, and that's all that that it 301 00:10:34,430 --> 00:10:36,590 takes. But that's just a a very small 302 00:10:36,590 --> 00:10:38,514 part of their journey. You know, getting here 303 00:10:38,514 --> 00:10:39,794 is one step, but then how do you 304 00:10:39,794 --> 00:10:42,035 acclimate and really make that your home? And 305 00:10:42,035 --> 00:10:44,355 that's where our team really steps in. When 306 00:10:44,355 --> 00:10:45,575 the nurse first arrives, 307 00:10:46,035 --> 00:10:47,554 you know, it's kind of the honeymoon stage. 308 00:10:47,554 --> 00:10:49,955 They're excited. You're taking pictures, checking out new 309 00:10:49,955 --> 00:10:51,894 restaurants or, you know, your new location. 310 00:10:52,340 --> 00:10:53,860 And it's really a month or two in 311 00:10:53,860 --> 00:10:56,259 that you start to feel, oh, wow. This 312 00:10:56,259 --> 00:10:58,019 is for real. This is where I'm living 313 00:10:58,019 --> 00:10:59,860 now. And so how do we wrap our 314 00:10:59,860 --> 00:11:01,860 arms around that person? And and everyone's gonna 315 00:11:01,860 --> 00:11:03,320 go through those stages differently. 316 00:11:03,779 --> 00:11:04,259 Some, 317 00:11:04,740 --> 00:11:07,059 some people acclimate quicker and and some take 318 00:11:07,059 --> 00:11:08,634 a little bit longer, but but our team 319 00:11:08,634 --> 00:11:10,794 really is dedicated to being with them every 320 00:11:10,794 --> 00:11:13,195 step of the way. Most of our clinicians 321 00:11:13,195 --> 00:11:15,214 come on a three year contract, and so 322 00:11:15,355 --> 00:11:17,434 we wanna be with them, you know, really 323 00:11:17,434 --> 00:11:19,355 for that first week, that first month, that 324 00:11:19,355 --> 00:11:21,570 first year, that second year because they're gonna 325 00:11:21,570 --> 00:11:24,290 go through different, you know, cultural adjustments during 326 00:11:24,290 --> 00:11:26,850 that entire time. And so Demeris has built 327 00:11:26,850 --> 00:11:28,710 out, really with some science, 328 00:11:29,090 --> 00:11:30,850 you know, some of the cultural adjustments and 329 00:11:30,850 --> 00:11:31,910 the emotional stages, 330 00:11:32,690 --> 00:11:35,009 that individuals go through and and how we 331 00:11:35,009 --> 00:11:36,790 can best support them during that time. 332 00:11:37,634 --> 00:11:39,634 Certainly. And, Mal, if we're sticking on this 333 00:11:39,634 --> 00:11:41,634 topic, can you tell us a little bit 334 00:11:41,634 --> 00:11:45,574 about, Insight Global's future plans for further enhancing 335 00:11:45,875 --> 00:11:47,954 the success and the stability of the global 336 00:11:47,954 --> 00:11:51,014 workforce that we've been talking about? Yeah. Absolutely. 337 00:11:51,850 --> 00:11:53,290 So I've said it a lot during this 338 00:11:53,290 --> 00:11:55,129 conversation, but I'm really proud of the team's 339 00:11:55,129 --> 00:11:56,269 hard work and dedication. 340 00:11:57,210 --> 00:11:59,370 You know, getting into the international space, there 341 00:11:59,370 --> 00:12:01,690 is a lot of, gotchas that can happen. 342 00:12:01,690 --> 00:12:04,090 There the immigration can constraint is definitely a 343 00:12:04,090 --> 00:12:05,389 big one that we face. 344 00:12:05,924 --> 00:12:07,285 And so I'm just really proud of the 345 00:12:07,285 --> 00:12:08,804 team and all the efforts they've put in, 346 00:12:08,965 --> 00:12:10,325 that's put us in a position that we 347 00:12:10,325 --> 00:12:11,625 can expand our program. 348 00:12:12,485 --> 00:12:14,004 And so, you know, of course, we've seen 349 00:12:14,004 --> 00:12:17,365 tremendous success within our international staffing program and, 350 00:12:17,365 --> 00:12:19,365 you know, with our strong partnerships in The 351 00:12:19,365 --> 00:12:19,865 Philippines. 352 00:12:20,429 --> 00:12:22,269 But, you know, we we as we look 353 00:12:22,269 --> 00:12:23,870 ahead, we're gonna be looking into the next 354 00:12:23,870 --> 00:12:25,470 phase of that journey. And so what does 355 00:12:25,470 --> 00:12:28,370 that mean? Yes. It's helping health systems nationwide, 356 00:12:28,509 --> 00:12:30,509 and The Philippines are gonna remain a key 357 00:12:30,509 --> 00:12:32,509 player. But we're also gonna be looking to 358 00:12:32,509 --> 00:12:35,225 expand to other regions, into Europe, into Africa, 359 00:12:35,225 --> 00:12:36,125 into The Caribbean, 360 00:12:36,745 --> 00:12:38,825 and being able to tap into a broader, 361 00:12:38,825 --> 00:12:40,745 more diverse talent pool to be able to, 362 00:12:41,065 --> 00:12:42,605 bring them to US health systems. 363 00:12:42,985 --> 00:12:44,904 And then in addition to the geographic growth, 364 00:12:45,144 --> 00:12:46,365 broadening our scope, 365 00:12:46,665 --> 00:12:48,365 you know, with the roles that we support. 366 00:12:48,529 --> 00:12:51,330 Beyond nurses, we're looking at skill sets, across 367 00:12:51,330 --> 00:12:53,009 the allied health space. I know that our 368 00:12:53,009 --> 00:12:55,809 hospitals are constantly asking us for for these 369 00:12:55,809 --> 00:12:56,210 type of, 370 00:12:56,850 --> 00:13:00,450 different specialists. So medical technologists, occupational therapists, physical 371 00:13:00,450 --> 00:13:02,815 therapists, and more. I mean, the the demand 372 00:13:02,815 --> 00:13:04,735 is just vast across The United States, and 373 00:13:04,735 --> 00:13:06,735 it's continuing to grow. So we hope to 374 00:13:06,735 --> 00:13:08,355 be able to be a long term partner 375 00:13:08,575 --> 00:13:10,174 to health systems and be able to help 376 00:13:10,174 --> 00:13:11,934 them, you know, stabilize and and build a 377 00:13:11,934 --> 00:13:12,914 sustainable workforce, 378 00:13:13,215 --> 00:13:15,315 across both nursing and the allied space. 379 00:13:16,059 --> 00:13:18,559 And how about you, Damaris? Any upcoming initiatives 380 00:13:18,699 --> 00:13:20,779 or strategies that you can share with us 381 00:13:20,779 --> 00:13:21,279 today? 382 00:13:22,379 --> 00:13:25,019 For us, it's just super important to continue 383 00:13:25,019 --> 00:13:26,799 to iterate and have an open mind, 384 00:13:27,179 --> 00:13:28,639 and stay constantly curious 385 00:13:29,100 --> 00:13:31,875 on the experience side. Because every time we 386 00:13:31,875 --> 00:13:33,654 feel like we've got it all figured out, 387 00:13:33,794 --> 00:13:36,214 we meet a new nurse that has different, 388 00:13:36,674 --> 00:13:37,574 you know, 389 00:13:38,034 --> 00:13:41,315 stipulations or different thoughts or different constraints. And 390 00:13:41,315 --> 00:13:41,815 so, 391 00:13:42,434 --> 00:13:43,095 I think 392 00:13:43,475 --> 00:13:46,054 the strategy for us is really just staying, 393 00:13:46,740 --> 00:13:49,540 nimble and continuing to iterate our program to 394 00:13:49,540 --> 00:13:51,000 best support the transition 395 00:13:51,379 --> 00:13:53,139 and the success that they have at each 396 00:13:53,139 --> 00:13:53,639 hospital. 397 00:13:54,899 --> 00:13:57,779 Wonderful. Well, clearly, a lot of exciting things 398 00:13:57,779 --> 00:14:00,200 on the horizon for Inside Global. So, 399 00:14:00,644 --> 00:14:02,725 Mal, Damaris, I wanna thank you both for 400 00:14:02,725 --> 00:14:04,485 taking the time to sit down with us 401 00:14:04,485 --> 00:14:07,065 and for sharing your insights with our audience. 402 00:14:07,125 --> 00:14:08,425 We really appreciate it. 403 00:14:08,965 --> 00:14:10,264 Thanks for having us. 404 00:14:10,644 --> 00:14:11,384 Thank you. 405 00:14:12,419 --> 00:14:14,899 I'd also like to thank Insight Global Health 406 00:14:14,899 --> 00:14:17,539 for sponsoring today's episode. You can tune in 407 00:14:17,539 --> 00:14:20,179 to more podcasts from Becker's Healthcare by visiting 408 00:14:20,179 --> 00:14:23,299 our podcast page at beckers hospital review dot 409 00:14:23,299 --> 00:14:23,799 com.