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Nurse Recruiting
Recruiting & Staffing
Nurse Recruiting
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I'm new to the group, and I would like to get some perspective from other Nurse Recruiters what they are witnessing in their efforts.
I have been recruiting nurses for about 6 months now, and it is
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Forums » Topic Forums » Recruiting & Staffing » Nurse Recruiting
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Nurse Recruiting
posted at 12/19/2001 2:47 AM EST
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Posts: 77
First: 12/19/2001 Last: 3/14/2005 |
I'm new to the group, and I would like to get some perspective from other Nurse Recruiters what they are witnessing in their efforts.
I have been recruiting nurses for about 6 months now, and it is not getting any easier. I have thought of every way imaginable to draw new nurses into our organization. Does anyone with more experience have some words of wisdom? I have over 5 years of recruiting experience, but Nurse Recruitment is an entirely different ballgame (I came from an IT recruitment background). I look forward to hearing any advice the veterans may be able to provide. Thanks, Brian C. Zekl Nurse Recruiter Pediatric Services of America |
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Nurse Recruiting
posted at 12/19/2001 5:22 AM EST
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Posts: 363
First: 7/30/1999 Last: 9/29/2005 |
I don't know if this helps at all...I'm sure others have thoughts...but here is an article about it. Todd
http://www.workforce.com/archive/feature/22/22/56/index.php |
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Nurse Recruiting
posted at 1/18/2002 7:51 AM EST
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Posts: 5
First: 1/18/2002 Last: 1/18/2002 |
Been recruiting nurses and allied health professionals for almost a decade now, along with bioscientists.
Most hospitals are simply snake pits with political crappola up the whazoo. Couple that with long hours, burdensome paperwork for regulatory bodies, curt and often arrogant doctors who demean the nurses, low pay and infrequent pay raises and you've got a problem. Medical institutions which decide to dramatically change these things would not need recruiters at all. |
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Nurse Recruiting
posted at 1/26/2002 3:01 AM EST
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Posts: 7
First: 1/26/2002 Last: 12/26/2005 |
In the last 12 months, my firm has spent significant time researching and consulting on this issue. From what I have found, only part of the problem is due to the obvious shortage. The main problem appears to be the non-profit executive management mentality that is not looking at the problem from a supply/demand and business profitabilty standpoint. If a hospital were to interview confidentially their current nurse employees, their contract nurse employees and those who have quit in the past 5 years - I think they will find the solution to the problem points to one or several of the following changes that need to occur in their organization:
1) Make the compensation, flexibility and benefits comparable to what the temp nurse staffing firms offer and you minimize the allure / turnover and expense associated with unnecessary use of temp nurses. 2) To cut costs - dont cut people. This only ads to the workload of the existing staff causing lower productivity and lower quality care / service = Lower moral and lower "employer of choice" employment brand. 3) Elevate HR to the executive table instead of as a necessary administrative evil/expense in the company. Progressive hospitals are recognizing that people are important and there are more strategic ways to optimize resources. 4) Perform an organizational self assessment to identify areas where you can minimize duplicate recruiting costs accross multiple hospital groups all recruiting the same people. Implement a more strategic, ongoing sourcing and recruitment advertising plan to take advantage of economies of scale media discounts. 5) Be sure you have a seasoned team of research experienced nurse recruiters who know how to proactively cold call and network to invite talent to consider an opportunity at your firm. 6) There is tremendous, low cost recruiting opportunity if you get marketing, HR and PR to integrate their strategies and cross leverage information / budgets. 7) INVEST in recruitment technology and use the Internet as much as possible to streamline recruiting and pre-screening processes. Be sure NOT to put technology on top of a broken / slow recruiting process. Do your homework first. This is a topic near to my passion. Hope some of you find it helpful! Carl Kutsmode Tiburon Group - Recruiting Solns Consultants www.Tiburongroup.com |
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Nurse Recruiting
posted at 1/26/2002 3:32 AM EST
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
Carl is correct of course.
/>Be sure NOT to put technology on top of a broken / slow recruiting process. Do your homework first.< Organizations can fail while they wait to fix all their problems. Hospitals are finding that when they screen out competent nurses who have a mediocre to poor job fit their nurse retention rate goes up and their new hire productivity goes up as well. The next step is to stop hiring managers and executives who have a mediocre to poor job fit. This process allows rapid improvement with minimal disruption of the existing employees. As employers are replaced the problems subside significantly. The cost of replacing employees is about 150% of annual salary so we can see that reducing turnover can save huge sums of money. Bob |
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Nurse Recruiting
posted at 1/27/2002 2:30 AM EST
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Posts: 14
First: 12/19/2001 Last: 2/7/2002 |
Here is a thought. Does your facility qualify for "The Nursing Relief for Disadvantaged Areas Act of 1999 (NRDAA)"? If it does, it will be easier for you to expand your recruiting efforts to foreign countries, but you will need to secure H-1C visas. See http://www.dol.gov/asp/programs/handbook/nurses.htm |
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Nurse Recruiting
posted at 6/1/2007 8:17 AM EDT
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Posts: 1
First: 6/1/2007 Last: 6/1/2007 |
A key component that is different in reaching nurses vs. IT professionals is to recognize where nurses are getting their information. By that I mean that most nurses are bedside rather than sitting in front of a computer terminal. Combine this with the fact that most people look for while they are at work, limits the effectiveness of online job advertising in healthcare. While everyone these days is online, many nurses have a hard time keeping up with emails much less browse around for an opportunity.
As you know, nurses are not unaccustomed to being recruited. And every job board and ATS experience is largely the same - impersonal and inconvenient. So when you do find candidates you have to make a good impression - peak their interest in why your opportunity is special. Appendant Marketing has developed a program to address these issues. Many hospitals and recruiters have used it as an active way to attractive passive nursing candidates. It's a higher tech twist on an old concept. It's called RecruitCard and it marries new variable print technology with web technology. A RecruitCard is sent to the nurses home address. it allows you to communicate with each recipient by name with a personal message about a specific opportunity. A coded URL printed on the card drives them to a landing page that also greets them by name, highlights the specific opportunity or workplace experience, and invites them to submit a short profile, refer a friend, or even invite them to an open house. Our technology allows us to provide full tracking metrics and ROI. The execution of the campaign differentiates your brand, and allows you to communicate with a personal touch - something that can make all the difference in moving a candidate from being passive to active. Its success has been impressive. Mark Moss www.Appendant.com |
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