In recent years, the healthcare industry has been facing a number of challenges, especially within nursing. HR and recruitment professionals are at the helm of navigating these turbulent and unfamiliar waters.
There has been an inordinate amount of turnover in the last few years.
“We don’t have enough faculty. We’re struggling with the clinical placements. We’re struggling to change how we do clinicals. But it goes back to faculty shortage, and it goes back to preceptors in facilities and having enough clinical sites, and even though we have a bit of a release valve with simulation and simulation centers, it's still not enough.” Dr. Beth A. Brooks
For the first time in over 15 years, workforce challenges have overtaken financial concerns as the top priority for healthcare leaders. With 47% of HR teams struggling to find talent and 16% experiencing higher turnover, the focus has shifted toward enhancing employee retention strategies to maintain productivity and continuity of care.
So, how can recruiters ease these recruitment challenges and achieve better retention?
Today's nurses value flexibility. They seek roles that accommodate their lifestyle, whether that's travel nursing or adaptable shift patterns. As recruiters, our job postings and conversations must highlight these flexible options. It's about meeting nurses where they are and showing them that their needs are understood and valued.
A bottleneck in nursing education is exacerbating the staffing shortage. We must advocate for and support collaborations with academic institutions to expand faculty numbers and clinical placement opportunities. This approach can create a more robust pipeline of qualified nursing professionals ready to step into roles.
Retention starts with the work environment. Our facilities must be havens for mental health support and professional growth. Implementing stress management resources and promoting a culture that values work-life balance are not just perks, they are essential for maintaining a committed workforce.
Harnessing technology to streamline recruitment is no longer optional; it’s critical. Recruitment platforms equipped with data analytics can match qualifications with job openings, making the process more efficient for recruiters and more satisfying for job seekers.
Clarity in compensation is a cornerstone of trust and can significantly influence a candidate’s decision. Pay transparency in job listings is not just good practice; it’s a magnet for attracting the right talent.
Labor analytics provide a window into future staffing needs. By predicting trends, we can proactively adjust recruitment efforts, ensuring we are always one step ahead in the staffing game.
To keep talent, we must be creative. Whether it’s offering on-site daycare, flexible shifts, or professional development opportunities, innovative retention strategies are what will set us apart in a competitive market.
Recruitment is not a one-size-fits-all endeavor. We must listen to the needs and preferences of nursing staff, adapting our strategies to align with their evolving expectations.
As we forge ahead, the fusion of data, technology, and a deep understanding of the nursing workforce's changing preferences is our guiding star. For a more in-depth exploration of these topics and additional insights, tune into the recent TAD Talk as Wicresoft’s VP of Talent Acquisition discusses these insights and more with Dr. Beth Brooks of Vivian Health.