Even though there are more than 4 million active nurses in the U.S., healthcare organizations are challenged to fill nurse leadership roles. Nurses need a way to gain the higher levels of education and training required to assume these more demanding leadership positions. Beth Israel Deaconess Medical Center has risen to that challenge. Find out what your organization could do, too.
Nurses Week is a great time to examine if your organization is doing all it can to create an environment where nurses want to work, thrive, and grow their careers. Our Nurse Engagement Toolkit gives healthcare talent management professionals resources for creating a culture and employer brand that will help you continue to attract, source, align, and develop highly engaged nursing teams.
Healthcare recruiters and talent management professionals know that nurses play a vital role across many hospital departments. As the number of patients increases, so does the demand for these essential professionals. To properly understand the challenges you’re facing in attracting, hiring, training, and retaining nurse staff, you need a good understanding of the current and future landscape.
In today’s market where a third of hospitals have an RN vacancy rate of more than 10% (according to Compdata Surveys), healthcare talent management professionals need to examine their organizations to see if their culture is doing its job. Does your culture attract nurse candidates, or is it driving away some of the nurses you already have? Take our quiz to find out if your team is creating an organizational culture that attracts and retains top nursing talent!
Competition for top-flight nurses in today’s market is tight. As a healthcare recruiter, you need to realize high-quality candidates consider more than wages or salary when choosing which organization to join. Learn about five of the most important culture and engagement factors nurses weigh when deciding between potential employers, and integrate them into your nurse recruitment strategies.
Employee turnover not only has a significant impact on patient satisfaction and treatment outcomes; it also comes at a high price. It is estimated that every percentage point increase in nurse turnover costs an average hospital about $300,000 annually. So how do you keep these sought-after RNs from seeking employment elsewhere? By making it desirable to stay. Here are four proactive measures for healthcare talent management professionals to consider adopting to recruit and retain engaged nurses who love their job and stay long term.
Over the last decade, billions of dollars and millions of hours have been invested by organizations across the country to foster greater employee engagement, yet employee disengagement is still at or near an all-time high. Why? Because we’ve been missing a key piece of the engagement puzzle: The employees!
In my experience, many nurse managers don’t spend as much time connecting with their team members as they should. Research from Knowledge@Wharton shows that team members are more engaged when they feel a strong connection with their leader and the organization, but research also shows that leaders think they connect and communicate far more than their employees perceive they do.
We review the top trends shaping the healthcare HR & recruiting industry today, from demand forecasting to the candidate experience and optimized sourcing.
How healthy is your team when it comes to employee engagement? Are you missing warning signs that a disengagement diagnosis is on the horizon? What should your engagement treatment plan be moving forward? Take the Healthcare Employee Engagement Checkup quiz from the book “6 Shortcuts to Employee Engagement: Lead & Succeed in a Do-More-With-Less World” by Vicki Hess, RN to find out.