4 Ways to Recruit & Retain Engaged Nurses Who Love Their Jobs

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.

3 Things to Know About Pay-Per-Application Job Ads

Until recently, most online recruiting strategies could be described as “post and pray,” place duration-based job ads on various job boards and hope that you get enough applications to make a hire before time runs out. This is a gambling game where recruiters hope to get enough applications to fill their pipeline to make a hire. But do you have to gamble? Pay-per-application came along in 2014 to help recruiters ensure they were paying for results. Pay-per-application sites, like Job2Careers, let you post jobs for free, and pay only when an applicant submits a resume.

How to Help Your Nurses Transition from RN to BSN

In 1902, Susan B. Anthony suggested that a “day will come when nurses will be university prepared.” As evidenced by this quote, the debate over the educational preparation of RNs has raged on for over a century. Despite Anthony’s prediction, according to the U.S. Department of Health and Human Services — only about 50 percent of the nation’s 2.8

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Healthcare Recruiter How-To: 3 Ways to Think More Like a Marketer

Old-school recruiting tactics might not be enough to fill your positions, especially on a timeline that works for your organization. That’s why healthcare recruiters are evolving their responsibilities to include components of marketing. This is known as recruitment marketing. When you think like a marketer, your tactics are brand-led and candidate-focused. Instead of focusing on promoting job openings, recruiters need to promote the entire brand, including the organization’s reputation in the community and beyond, and its values and culture. Here’s are three ways to begin thinking and acting like a marketer.

Recruitment Marketing Software vs. Applicant Tracking Systems – It’s Not Either/Or

Recruiters’ jobs are evolving, especially in competitive fields like healthcare. As you incorporate more elements of marketing into your quest to attract and hire quality talent, you want to be sure you have the right tools. That’s why it’s important to understand the differences between recruitment marketing software and an applicant tracking system.

Community Healthcare: 4 Tips for Hiring with Behavioral Health in Mind

Mental and behavioral health conditions are strongly related to many risk behaviors for chronic diseases and substance abuse, as well as to the occurrence, treatment, and course of chronic diseases like asthma, cancer, cardiovascular disease, diabetes, and obesity. According to the World Health Organization (WHO), more than 300 million people live with depression and stated that the “lack of support for people with mental disorders, coupled with a fear of stigma, that prevent many from accessing the treatment they need to live healthy, productive lives.” And to make matters worse, the supply of trained psychiatrists can’t keep up with demand.

Are You Having a Talent Emergency? Recruitment Marketing Edition (Infographic)

If you work for a healthcare organization, you’re no stranger to emergencies, including those in the human resources department. You have firsthand experience trying to fill open positions for nurses, physicians, and more, while your pool of qualified talent seems to be shrinking. Luckily, the HealthcareSource® ER can help you with recruitment marketing.

What Is Recruitment Marketing?

The healthcare recruiting game is changing. It’s no longer about just meeting your most immediate needs — it’s about building a pipeline of qualified candidates so you can find the right talent at the right time to fill your open positions. This takes planning and a new approach that incorporates recruitment marketing.