A Case Study By: The ISI Group 2299 Perimeter Park Dr. Suite 150 Atlanta, GA (678) Page 1

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Teresa Bond
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1 A Case Study By: The ISI Group 2299 Perimeter Park Dr. Suite 150 Atlanta, GA (678) Page 1

2 Client Profile Locum Leaders is one of the staffing industry s fastest growing recruitment companies, specializing in part-time or temporary roles for health systems and hospitals. Situation Roles in the world of physicians and IT consultants are hard to fill because of the workload many of these professionals are already under. Locum sought to successfully reach out to busy physicians and IT Consultants about job opportunities, and to keep them returning to fill more and more roles. Solution Incent job fillers to seek more jobs in their field by incentivizing the amount of hours worked. Once they reached certain thresholds, they were awarded points. Results Job seekers wanted to work with their clients again 93% of the time, and were 86% willing to refer others to help fill the needed roles Page 2

Locum sought to successfully reach out to busy physicians and IT Consultants about job opportunities, and to keep them returning to fill more and more roles.

3 Locum Leaders, a leading recruiting company in the staffing industry, wanted to increase the amount of repeat job seekers and referrals they produced in the fields of Physicians and IT Consultants. It was a problem they d dealt with before, especially given the amount of competitiveness present in the recruiting field (also known as locum tenens), as well as the Physician and IT Consultant fields. But being the industry leaders they are, they decided on a completely new and innovative approach, unlike anything anyone in their industry had ever tried before. Their new approach targeted their core demographic where they lived on their mobile phones. This is where all modern professionals house their schedules, and how many interact with the world around them. Locum Leaders created an app that allowed prospective job seekers to search for and filter new jobs by date, specialty and location. This app gave them a competitive advantage over their competitors simply because no one in their field had ever approached their challenges this way before. At the time, this was very new, and very risky. But it provided phenomenal results. It worked so well that they decided to take it a step further and partner with Loyaltyworks to build a comprehensive points-based physician and IT Consultant loyalty program around its usage. The program involved goals that must be met in order to receive points. Goals are met by successfully working the required number of hours per year. The annual goals are for physicians are 950 hours and 1500 hours for IT Consultants. The company identified the following elements that needed to exist in order for the rewards program to be successful: Manager support Attainability of reward Set goals Easy to understand rules Page 3

fields. But being the industry leaders they are, they decided on a completely new and innovative approach, unlike anything anyone in their industry had ever tried before.

4 Participation Continuing job placement Loyalty Attractive rewards Maximizing net savings versus maximizing benefit-cost The value proposition for each physician once they reach their goal is $ worth of points, but any hours worked after that provides them with additional points. The value proposition for each IT Consultant once they reach goal is $ worth of points, but any hours worked after that also rewards them with additional points. Loyaltyworks understood going into the project that the physicians and IT specialists that Locum sought had never had any previous motivation other than availability and money. They chose the job available at the time they had available as long as it offered the right price for their services. This new program offered them an easy way to check on available jobs, as well as giving them an additional reason to do so. Another reason the client introduced the rewards program was to help increase loyalty in an industry that is highly competitive. Hours are uploaded monthly and points are distributed once goals have been met or exceeded. The Loyaltyworks Difference Our products allowed Locum Leaders to offer their job seekers and clients a product that had never been offered in their market before, and with the largest incentive mall in the industry. Our reward mall, combined with rules structure implemented by Locum Leaders, allowed them to offer an unbeatable value proposition to their clients. They were given access to the Locum mobile app, and when they met their hourly goals for the year, they could redeem their points and choose from millions of different reward item choices. Page 4

00 worth of points, but any hours worked after that also rewards them with additional points.

5 We Get Results These results are based on a survey given by Locum Leaders: The reward program affected participant s opinion of the client in a more favorable view % The likelihood that participants will refer other job seekers to the client %. The reward program affected the willingness of participants to work with the client again %. Page 5

86% The likelihood that participants will refer other job seekers to the client- 85.71%.

2012 Hospitalist Locum Tenens Survey

2012 Hospitalist Locum Tenens Survey Introduction The past two decades have seen explosive growth in Hospital Medicine. A majority of US hospitals now have hospital medicine programs and the number of