Skip to content

Healthcare HR Software: Features, Pricing & How You Can Save $150,000+

Quick summary: We recently digitally transformed our entire HR department by switching to our own in-house healthcare HR software from legacy methods of running the HR department.

To evaluate how impactful the results of the software are – we decided to carry out an internal assessment with our HR team.

And in this blog, we have shared the entire internal assessment.

But before jumping into that – let us give you a detailed overview of our healthcare HR software.

A little backstory of developing our first feature-heavy healthcare HR software for internal use

We’ve been catering to the North American healthcare industry as a healthcare IT company for more than 8 years.

During and after our aggressive expansion in the year 2020-2021 – we witnessed our HR operations getting clogged up.

So, we decided to undergo digital transformation at the core and upgrade our entire HR department with HR software.

How did we save more than $150,000 on healthcare HR software development?

For HR software, SaaS products were not our priority as paying a monthly fee per user isn’t an idea we believe in.

Thus, we ended up deciding to build our own in-house software to streamline our HR operations.

When we calculated the cost, it was costing us more than $200,000 to build healthcare HR software from scratch containing all important features.

We were about to give up on the idea of developing our own solution when our CTO suggested to us a very smart approach.

The approach which helped us to save more than $150,000 –

We have a powerful healthcare software base ready.

It has already been HIPAA compliant and working on a scalable tech stack and architecture.

It has all the features we were looking for in our HR software.

However, these features are concerning patients and providers.

So, what we did –

  • Fine-tuned the UI/UX of that software base
  • Changed the existing features to HR, employees & candidates
  • Added extra features which are not there in the base but we wanted to have in HR software.

In essence, we did not reinvent the wheel.

For example, there is a feature called Document Management with Expiry Notifications in our software base.

So, we reutilized it for the Document Management of our candidates and employees.

Similarly, there is a feature called Patient Onboarding. So, we reutilized it for Candidate Onboarding.

The result was -

  • We saved more than 2000 hours of development time.
  • We saved more than $150,000 in development costs.
  • We fulfilled our purpose of HR software arming with all the features which we wanted without building every feature from scratch!

The real-screen images of our ready-to-use software base

You can build your own hospital HR software or any kind of healthcare HR software.

You just need to code on top of the base – according to your unique requirements.

Means, you don’t have to start from zero!

Healthcare HR software

Top features of our software base which you can repurpose and reutilize for your healthcare HR software development

What we are presenting is what we have already done successfully for our internal use.

And we are proud of the result we are getting!

The following are the top features of our powerful software base which you either can use as it is or code on top of it with regards to your healthcare HR software needs.

1. Patient portal >>> Candidate portal

Candidate portal in healthcare HR software

Add new candidate into healthcare HR software

📌 You must also explore our: White-label patient portal software

2. Patient document management >>> Candidate, employee document management

Manage candidate & employees documents

3. Patient doctor chat >>> Candidate HR team chat

Candidate HR team chat

4. Patient profile >>> Candidate, employee profile

Profile management in healthcare HR software

5. Assign task under each patient profile >>> Assign task under each candidate, employee profile

Manage HR task in software

📌 You must also explore our: HIPAA compliant task management software

6. Patient onboarding checklist >>> Employee onboarding checklist

Manage checklist in healthcare HR software

7. Patient permission management >>> Candidate and employee permission management

Permission management in healthcare HR software

8. Automatic patient email/SMS notification >>> Automation candidate, employee email/SMS notification

Notification management in HR software for healthcare

Apart from that, the following are some other important features you can reconstruct for healthcare HR software.

  • Automate clinical workflows >>> Automate HR workflows
  • Patient progress report >>> Candidate, employee progress report
  • Medical asset and inventory management >>> Company asset management
  • Patient no-show management >>> Employee leave management
  • Patient screening with eSign >>> Candidate screening with eSign
  • Patient management >>> Candidate, employee management
  • Two-factor authentication
  • Parallel browsing of multiple profiles

You have two different ways to acquire our powerful healthcare HR software

If you are on a mission to build a feature-heavy HR technology product for the healthcare industry or for your internal use but don’t want to start from scratch, you can consider our healthcare software base.

We allow you to acquire it based on your budget and needs.

Opportunity 1: Usage rights without source code ownership

We have the base ready. You have the requirements.

Let us know your requirements.

We’ll fine-tune the base, change UI/UX, upgrade existing features, and add new features – all as per your needs.

Once done, we will host the product on your server for a lifetime – for an unlimited number of users.

All you’ll have to pay is a one-time licensing fee which would cost you 80% less than the custom development cost.

Opportunity 2: Complete source code ownership

We have the base ready. You have the requirements.

You acquire the code along with its source code ownership.

We now don’t care whether you ask us to customize it as per your requirements or you do it with your internal development team or some 3rd party company.

You have complete freedom, flexibility, and our support for the base we deliver to you.

Both opportunities create win-win situations for you as A) You receive what you want and B) without investing huge and waiting for 6-8 months!

Now, take a look into our internal assessment on healthcare HR software

Out of multiple tactics, we figured out that in-house assessment is the best way to ensure that our product is delivering astonishing results or not.

The purpose:

  • To figure out whether the product is meeting its least expected results or not
  • To figure out how many hours an HR team can save with our healthcare HR software
  • To figure out how a piece of technology can influence the mental health of overwhelmed HR department
  • To figure out whether it is feasible for the HR team to downgrade from software to legacy practices
  • To figure out where the HR team finds itself stuck between the complexities of HR software

The method:

This wasn’t the first time we were testing any product with our real in-house team.

So, we had an idea of the most optimized method for conducting, observing, and concluding a product usability and adaptability assessment.

  • The entire assessment was carried out under the supervision of the Product Engineering Team and HR Manager.
  • Our development team built a basic application using which participants could log in and feed their mood at fixed intervals during the assessment.
  • Being a healthcare IT company, we also relied on the wellness data we could get through the smartwatch and other wearable devices of our HR team members.
  • And as a mitigation strategy for any failure, we asked Product Engineering Team and HR Manager to keep an eagle eye on each participant to notice what other observation methods could not catch!

The assessment:

After dividing our 10 HR Executives into two teams, we asked one team to stop using the HR software and allowed another team to keep using it.

Both teams performed almost identical HR operations ranging from candidate screening, candidate onboarding, managing expenses, leave approvals, document management, interview scheduling, etc.

However, the major difference between those two teams was –

  • One team was completely performing HR operations using our in-house healthcare HR software
  • The other team was performing HR operations using spreadsheets and manual pen-paper methods.

During one week, the application reminded them to feed their current mood 40 times.

And since they were priorly informed of the assessment, they all fed their mood without any miss.

The Product Engineering Team and HR Manager also kept an eagle eye on each HR executive of both teams to evaluate their performance and productivity.

The result:

We summed up the assessment which we had launched to assess the power of healthcare HR software development on Friday evening at 5 0’clock.

Later, it took us 30 minutes to collect all data from different sources which we had arranged as part of our observation strategy.

And lastly, we handled that data to our in-house Data Analytics department which took another hour to present the outcome of our assessment in an understandable format.

Here is what it is – the less surprising, but more real result – depicting the power of HR technology.

1. Adaptability

The HR team which was asked to stop using healthcare HR software spent almost two days becoming comfortable with a new HR operation tool that they chose spreadsheet.

This represents that the retention rate of our HR software will be higher as users find it too stressful to switch to a new method once they use our product even once.


2. Collaboration

The HR team which was allowed to keep using the HR software spent less than 45 seconds making a collaboration request, responding to that request, and achieving a state where the entire team can find itself on the same page.

Whereas, the team which was asked to stop using the software spent more than 10 minutes on average broadcasting a message, sharing an update, collaborating on a task, and gaining clarity in a team.

It was observed that they majorly struggled due to a lack of capability to track their past collaboration & communication and an easy way to approach teammates.


3. Productivity

The HR team not using the software required almost 70% to 120% extra time for every small task they are supposed to complete individually.

And those tasks which require team efforts took almost 200% extra time.

This majorly happened due to a lack of capability to put some repetitive and tedious HR operations on autopilot by automating those workflows.


4. Mental wellness

This is quite shocking.

There was an almost negligent amount of consistency in the reported moods of the HR team which performed HR operations for one week without the help of any kind of HR tech. Their mood kept alternating at least five to six times a day for that entire week.

The reasons we later found were extra workload, lost data, repetitive calls/SMS with candidates, poor collaboration among team members, tiresome document management, error-sensitive expense management, and extensive data entry.

Whereas, the team using the HR software had experienced almost similar moods without any major alterations as they did not experience any conflict in data, team, and goals due to the centralized system working on cutting-edge technologies.

Mental wellness

Overall, we figured out that without successful healthcare HR software development, our HR team would be trapped in the situation of driving a car on a highway on a foggy night without headlights on.

Future of healthcare HR software

1. Focus on employee well-being

With healthcare HR software, employee well-being will be of utmost importance. The software may include

  • Wellness programs
  • Mental health surveys
  • Employee engagement surveys

This can align with the growing recognition of the importance of employee well-being in healthcare organizations.

2. Mobile and remote capabilities

Healthcare HR software may increasingly offer mobile and remote capabilities, allowing HR personnel and employees to access HR information and complete HR tasks on the go and from remote locations.

This can support the evolving work dynamics and remote work trends in the healthcare industry.

3. Enhanced cybersecurity

As the healthcare industry continues to face cybersecurity threats, healthcare HR software is likely to adopt stronger security measures to protect sensitive employee data and comply with data privacy regulations. This may include multi-factor authentication, encryption, and regular security audits.

Top 3 FAQs on our healthcare HR software

If your questions are not covered here, feel free to contact us.

Our expert team will help you with any query regarding our healthcare HR software.

1. How much does it cost?

There is no fixed amount.

Because the cost totally depends on your customization requirements.

But one thing is sure – you just have to pay a one-time fee.

And with that, you’ll get lifetime usage rights for an unlimited number of users.

2. Who can acquire it?

There is no boundary. It is suitable for any healthcare organization.

For example – hospitals, clinics, medium or large-scale healthcare organizations, and other healthcare settings.

3. How much time does it take for customization?

Again, there is no fixed time.

Because it depends on your customization needs and their complexity.

But one thing’s for sure – it’ll not take weeks to perform customization.

Because the base is ready. We just need to code on top of it.

And to do so – it’ll take only a few days.