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.
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.
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
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.
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.