How to Recruit and Retain Nurses

Developing a Successful Strategy to Retain and Recruit Nurses Can Be Difficult, But Not Impossible.

Nurses are the backbone of our healthcare system, providing essential care, support, and expertise to patients every day. However, the ability to recruit and retain nurses has become increasingly challenging in today’s competitive healthcare landscape, with wages and staff shortages both trending upwards. To build a strong nursing team, organizations must adopt innovative strategies that not only attract top talent but also foster long-term loyalty. Here’s how to do it.

With the demand for Telehealth services skyrocketing, healthcare organizations are now faced with a new challenge: Is Telehealth right for our institution? How do I hire the right talent for Telehealth positions? We’ve put together a short guide for finding employees for Telehealth.

Cultivate an Attractive Brand

As an employer, your reputation and culture as a workplace will be a major factor in attracting new talent into your organization. It is often the case that existing employees and the management team are the people who embody this culture and employer brand. Their contributions to the culture can help recruit and retain nurses.

Highlight Your Culture:

Showcase what makes your workplace unique. Whether it’s a strong sense of community, opportunities for professional development, or a commitment to work-life balance, make sure these aspects are front and center in your recruitment materials.

Use Testimonials from Current Nurses:

The network effect is powerful, and the reality behind your reputation as an employer is that it’s promoted by the people who already work there. Nurses currently working in your organization will always be your best and most authentic advocates. Use their testimonials and stories to highlight the positive aspects of working for your healthcare facility.

Promote a Work-Life Balance:

Turnovers in nursing are incredibly high, with being “overworked” as a common citation for changing workplaces or leaving the profession completely. Emphasizing your efforts to support work-life balance—such as flexible scheduling, mental health resources, and adequate time off—can make your organization more appealing. Avoiding an unending culture of burnout will help you recruit and retain nurses.

Streamline Your Recruitment Experience

A slow, muddled, or confused recruitment and onboarding process is guaranteed to turn of candidates and new hires. Your process should be totally seamless and candidate friendly, with a lot of direct and clear communication. Part of your strategy to recruit and retain nurses must include a competent onboarding process.

Use Technology to Facilitate Communication:

Implement an ATS (Applicant Tracking System), use modern communication technology, and make the process direct and clear. Don’t be afraid to do Virtual interviews or other things like that. Keep candidates informed at every stage of the recruitment process. Timely communication not only keeps candidates engaged but also reflects well on your organization’s professionalism.

Be as Competitive as Possible:

Salary and Benefits are not the only factor when it comes to accepting a position, but they do play a critical role. Do whatever you can to offer a competitive compensation package, at least comparable to other healthcare institutions in the area. Lowballing candidates and new hires will make them feel undervalued.

Focus on Retention Early and Often

Retention is arguably more difficult in many ways than initial recruitment, particularly in an industry with a lot of openings and opportunities. Start thinking about retention strategies from the moment a new nurse joins your team.

Mentorship Programs:

Pairing a new nurse with an experienced one can be a helpful and rewarding experience for both. Nurses with in-house experience can offer support and guidance that will be specific to their new job and to the culture they are joining.

Offer Opportunities for Professional Development:

Most people want to grow in their careers, and that includes nurses and other healthcare professionals. Assume that your new employees want an upward trajectory and facilitate it however you can. Career advancement is generally a major factor in job satisfaction and loyalty. Recognize high performers with Awards and Rewards when applicable.

Encourage Feedback and Improvement:

Internal and continuous improvement is always correlated with job satisfaction among employees. Feedback can be facilitated through surveys or one-on-ones with team leaders. Staying up to date with industry trends in terms of culture and compensation will also help nurses to feel more valued on the job.

Recruiting and retaining nurses requires a cultural commitment to most of these strategies. By building a strong employer brand, streamlining your recruitment process, focusing on retention, fostering a positive work environment, and encouraging continuous improvement, your organization can attract and keep the talented nurses who are vital to providing exceptional patient care.

You can also improve all your hiring processes by working with a dedicated partner. Tallavera facilitates hiring and recruitment through a variety of services including everything from Executive Consultations to Onsite Hiring Events. Contact us today to learn more!