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Recruitment Strategies to Target Your Nurse Hiring Process

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Finding, hiring and retaining top nursing talent is mission critical. At the same time, it’s increasingly challenging in today’s job marketplace. According to the U.S. Bureau of Labor Statistics, the number of RN vacancies in the country will be nearly 1.2 million between now and 2022. There is stiff competition to recruit and hire, among the leading factors being the aging baby boomer population and long wait lists at nursing schools.

Use these strategies to optimize success:

Tailor Your Approach

There’s more to nurse recruitment than posting your ads on job boards. In fact, you should avoid a blanket approach and target your efforts on such tools as niche websites and local and specialized nursing associations and chapters.

In addition:

  • As your staff for recommendations. Turn to your physicians, other nurses and clinicians, and support employees. By far, the highest quality nurses and greatest volumes of hires come from direct referrals. Top performers usually have a network of like-minded colleagues. So ask your best team members, “Who’s the best nurse you’ve ever worked with?” If that individual isn’t already on your staff, start thinking about how to change that.
  • Once you identify target candidates, reach out to them with a detailed message. Your goal is to get their attention and entice them to engage in a conversation with you. You might want to emphasize which well-regarded professionals they’d get to work with, what they could learn or the innovative technology and cutting-edge cases you handle.
  • Describe your culture. It may not be solely salary and benefits that help recruit a nurse. The right working environment is equally, if not more, important. For instance, if you’re an ambulatory surgery center, remind them how your staff never has to work nights or weekends. If you’re a smaller practice or facility, you may provide more of a close-knit, family atmosphere with greater personal autonomy and input into business operations.
  • Further entice with additional perks. Which ones set your organization apart? A terrific PTO policy? Profit sharing? What about continuing education opportunities? It is good business to make sure your staff continues to learn and stay abreast of developments in their profession. There’s also loan forgiveness, scholarship and residency programs, sign-on bonuses, and internships for those who may want to move into new specialties.

Develop Your Nursing Leadership

The adage that “people don’t quit their jobs, they quit their bosses” applies in every field, including nursing. To hire and retain the best nurses, it’s critical to have strong nursing leadership.

  • Start with your front-line supervisors. They have the most day-to-day interactions with staff nurses. Then, hone in on leadership development at all levels, from charge nurses and managers to directors and executives. Almost without exception, companies report significant, measurable improvements in engagement and retention as a result.

As you continuously improve your nursing and overall hiring processes, turn to the experienced team at Medicalpros Recruiting + Staffing to stay at the top of your game. With nearly a quarter-century of experience, we are the Northwest leader in healthcare recruiting. Read our related posts or contact us today to learn more.

 

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