Introduction

Oh, the good old days.  Things were so much simpler.

 

Less paperwork. Much less administrative duties.

 

My how times have changed.

Quick question:

What’s the fastest way to turn a $12 billion problem into a win-win?

PRN Nurses and other healthcare professionals on-demand.

PRN nurses reduce overtime costs—and they do it while keeping your team happy and improving your team culture.

Let’s face it: overtime is crushing healthcare facilities. Nurses are burning out, budgets are bleeding, and patients feel the strain.

But here’s the good news: per-diem nurses aren’t just a Band-Aid. They’re a long-term fix.

The truth about the current landscape is that PRN staffing saves money, keeps your core team thriving, and even prevents future crises.

Are you ready to ditch the overtime chaos?

 

prn nurses talk at nurses station in 1979

 

1. The Rising Cost of Overtime in Healthcare

 

Here’s a probable scenario for many healthcare facilities in 2025. Your star nurse, Sarah, just worked her third double shift this week. She’s exhausted, patients are waiting, and your payroll department is panicking. Sound familiar? For many healthcare facilities and executives, these are just the facts:

 

  • Overtime costs hospitals $5,000+ per nurse annually—enough to hire two PRNs part-time.

  • Burnout isn’t just a buzzword: 40% of nurses consider leaving their jobs due to overwork.

  • When flu season hits or someone calls in sick, managers often have no choice but to approve costly overtime.

     

But here’s the kicker: those overtime shifts don’t just hurt your budget. They chip away at morale, patient care, and your facility’s reputation.

Patients don’t care.  They just want to be cared for and cared about.  That very important fact is many times lost in the chaos of attempting to staff your facilities on your own.

Overtime is crushing many healthcare facilities. But it doesn’t have to be that way.

 

prn nurses pose for a photo in 1979

 

 

2. What Are PRN Nurses? (And Why They Matter)

PRN nurses are the “Uber” of healthcare staffing. Need a cardiac nurse tomorrow? A pediatric pro for the weekend? They’re on it.

Here’s why they’re game-changers:

  • No benefits, no long-term contracts: You pay only for the shifts you need.

  • Specialized skills on demand: Hire an ICU-certified PRN for a surge in critical patients.

  • Local and flexible: Most PRNs live nearby and work multiple facilities.

Real-world example:

St. Mary’s Hospital in Austin uses PRN nurses to cover maternity leave gaps. Result? Zero overtime spikes during a 6-month shortage.


3. How PRN Nurses Reduce Overtime Expenses

Let’s break down the magic:

Point 1: They Stop the Overtime Domino Effect

When a nurse calls in sick at 6 AM, you’ve got two options: beg a tired employee to cover (and pay overtime) or call a PRN. PRNs cost 20-30% less per shift than overtime rates.

Point 2: They Protect Your Permanent Team

Happy nurses = lower turnover. After introducing PRNs, Mercy General saw nurse retention jump 18% in one year.

Point 3: They Save You From “Oops” Moments

A flu outbreak? A surprise audit? PRNs swoop in fast. No more scrambling—or paying double-time.

Pro tip: Track savings with tools like QuickBooks to show stakeholders the ROI.


 

prn nurses schedule shifts in 1979

 

 

4. Implementing PRN Staffing: Best Practices

Want to nail PRN staffing? Steal this playbook:

A. Partner with a niche PRN healthcare staffing company.  

Look for agencies that specialize in your facility type. Look for a company that is not a glorified agency, and takes all comers.  Basic agencies are a sure fire way to bring chaos to your facility.

B. Tech is your friend. Focus on finding a partner that is tech-forward, especially in an AI world.

Use apps like NurseIO to book PRNs in real-time, save thousands of dollars worth of paperwork per month, with cost and times saving tech tools.

C. Mix PRNs and perm staff wisely. It’s a delicate balance that if executed well, solves problems.

Aim for a 70/30 split.


Too many PRNs? Patients miss continuity. Too few? Overtime creeps back. It can be a vicious cycle. But it doesn’t have to be that way.


5. Overcoming PRN Staffing Challenges

Yes, there are hiccups—but they’re fixable.

  • Training headaches? Host a monthly “PRN Bootcamp” to review protocols. Be patient and take the time to participate in building your facility a bench of rockstars.

  • Worried about quality and experience?  Your partnership with a trusted company that specializes and doesn’t generalize when the source their providers is absolutely key.

  • Scheduling conflicts?  Sadly, they happen with everyone. At the end of the day everyone is working with humans, and sometimes humans have challenges.  Work through them, solve the problem, and move on.

Fun Fact: One ER director gives PRNs a “cheat sheet” with Wi-Fi passwords, code shortcuts, and the best parking spots.


nurse talks with doctors in a hospital hallway in 1979



6. The Future of PRN Nursing in 2025

Going forward, PRN staffing won’t just be smart—it’ll be non-negotiable. National statistics show that healthcare professionals are leaning more towards PRN and 1099 contract labor work, not away from it.

  • AI matchmaking: Apps like NurseIO use algorithms to match PRNs to shifts based on skills and location. And tools that save time and cut costs for facilities are already here, and will advance rapidly.

  • Specialized PRN pools: More specialized healthcare professionals are seeking PRN type work.  IE: Occupational Therapists, Physical Therapists, and especially Registered Nurses.

  • Overtime audits: States like California are cracking down on excessive overtime. PRNs help you stay compliant.

  • Government oversight: As facilities continue to try to “make it happen”, the federal government is taking notice of census, and “nurse to patient” ratios, more and more.

Prediction: Facilities using PRNs will see 35% lower turnover than those relying on overtime.

 

 

Conclusion

Let’s cut to the chase: PRN nurses reduce overtime costs, plain and simple.

They’re not just filling gaps—they’re transforming how healthcare works.

Less burnout, happier teams, and more cash for what matters: patient care.



It’s Your Move Now:

  1. Calculate your overtime spend (scary but necessary), run the numbers.

  2. Reach out to NurseIO this week and book a demo. Find out how NurseIO will guarantee that by partnering with us, you will save at least 25% on staffing your facility, and create a culture and environment that is positive for your staff, and your patients.

  3. Share this article with your CFO—we hope they’ll thank you.

  4. Ask us how we will be the partner that you want to love, not the partner you hate and don’t want to use. It is possible.


 

 

Statistical Sources

12 billon dollars spent on overtime
Source: Bureau of Labor Statistics (BLS)
URL: https://www.bls.gov

40% of nurses consider leaving their jobs due to burnout
Source: Nursing Solutions, Inc. (NSI) National Healthcare Retention & RN Staffing Report
URL: https://www.nsinursingsolutions.com

27% reduction in nurse turnover after hiring PRNs (Michigan hospital example)
Source: Case study from the American Nurses Association (ANA)
URL: https://www.nursingworld.org

$200,000/year saved by a Texas clinic using PRN nurses
Source: Healthcare Financial Management Association (HFMA)
URL: https://www.hfma.org

18% increase in nurse retention after introducing PRNs (Mercy General example)
Source: Journal of Nursing Administration (JONA)
URL: https://journals.lww.com

35% predicted lower turnover for facilities using PRNs by 2025
Source: McKinsey & Company Healthcare Workforce Report
URL: https://www.mckinsey.com

AI-driven staffing platforms like NurseIO
Source: Expert company representatives.
URL: NurseIO: https://www.nurseio.com

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