“The ability to harness workforce intelligence data has proven a game-changer in addressing workforce gaps and creating a robust workforce plan,” Alison Jones, assistant vice president of workforce intelligence and talent at MultiCare, told Becker’s. “Through data-driven decision-making, we have been able to proactively manage our positions, ensuring that every hire is justified, and every resource is optimally allocated. This strategic approach has allowed us to remain agile, adapt to shifting demands, and ultimately protect our resources while maintaining operational excellence.”
The health system used workforce intelligence data to identify 1,500 open positions that didn’t need to be filled, preventing unnecessary expenditures. MultiCare reallocated resources to other areas where they were truly needed, and saved around $140 million in cost avoidance, according to Ms. Jones.
MultiCare also leveraged the data to streamline its hiring process and only fill critical positions, saving around $12.9 million in sign-on bonuses.
“This level of financial stewardship is a testament to the power of data-driven workforce planning,” she said.
The health system now has a job vacancy rate below 10%, and nursing vacancies are well below national benchmarks, at 8%.
“The lesson here is clear: without workforce intelligence, organizations risk making staffing decisions based on outdated methods or gut feelings rather than hard data,” said Ms. Jones. “A well-structured workforce plan not only supports efficient operations but also fosters a culture of accountability and responsibility. As businesses face increasing pressure to maximize resources while delivering high-quality services, the ability to make informed workforce decisions is more important than ever.”
MultiCare plans to leverage workforce intelligence as a differentiator moving forward.
“Organizations that invest in these capabilities will win over the next five years,” Ms. Jones said. “By continually analyzing workforce data, refining our position management strategies and remaining agile in the face of change, we can ensure that our organization remains resilient, cost-effective and well-prepared for the future. In the end, workforce intelligence is not just about numbers; it is about making smart, strategic decisions that benefit both employees and the organization as a whole.”
