A Study on Recruitment and Job Analysis for Nurses

Current literature continues to reiterate the indicators of a major shortage of registered nurses (RNs) in the United States. The total RN population has been increasing since 1980, which means that we have more RNs in this country than ever before (Nursing Shortage). Even though the RN population is increasing, it is growing at a much slower rate then when compared to the rate of growth of the U.S. population (Nursing Shortage). We are seeing less skilled nurses “at a time of an increasingly aging population with complex care

The demand for full time nurses is continuing to boom in the global market (Buerhaus, Auerbach, & Staiger, 2009). However, the unfortunate shortage of nurses in the global scenario is undeniable (Hunt, 2009). The rate at which nurses are graduating from universities today does not sufficiently quench the ever growing demand for nursing professionals. The issue of providing an active replacement for the nurses who have left their respective organization continues to be a source of main concern for health care institutions.

Recruiting new employees is one of the biggest challenges health care organizations face today. The total population of RN's available for staffing is rising at the slowest pace of the last 20 years (Keller, Siela, Twibell, 2009). Healthcare facilities across the nation are struggling to meet the staffing requirements to stay afloat and provide adequate care to patients. The question in front of many organizations is how to stand out in a competitive workforce and recruit top hires.

2. The temporary solution: Recruitment is a great way to get a good look at the prospects that are available. But there is also a cost to that, we need to consider that also with any type of outreach for good nurses there is always a cost. At LTAC we encourage the nearby colleges to use us for their unit based care for the nursing students. Normally we have on average about 6-8 students during a semester that we work with to orient to the skills of nursing. While in the process of training those with the basic skills needed to become a great nurse we also get to see their potential for working for us. Through this process we find the highs and lows of their skills and continually work on those areas to help them gain new concepts for their nursing career. We are very blessed with 3 great colleges in this area to recruit from. The majority of the students that we mentor are in the final stages of the BSN program at their college, most are employed at a medical facility nearby. Thinking on this subject matter the nursing recruitment that we use is in house and we get to see the work ethic of all candidates in full action.

There are many major challenges facing the nursing shortage environment today. One of those challenges includes the facility recruitment of registered nurses and then the facility retention of the registered nurses that they have recruited. Factors to consider would be as to why a registered nurse chose to accept a particular job and will they choose to stay at the facility after being given an employment opportunity. A facility’s reputation, union status, autonomy and salary are among some of the factors that influence recruitment. Factors that influence retention includes the inclusion in decision making, practice

The national shortage of Registered Nurses (RNs) has helped generate formidable interest in the nursing profession among people entering the workforce and those pursuing a career change. According to a report issued by the U.S. Department of Health and Human Service in 2002, the national population is continuing to grow and age and medical services continue to advance, so the need for nurses will continue to increase. They report from 2000 to 2020 the predicted shortage of nurses is expected to grow to 29 percent, compared to a 6 percent shortage in 2000. With the projected supply, demand, and shortage of registered nurses and nursing salaries ever-increasing, the nursing profession can offer countless opportunities. But first one must

“Registered Nurses represents the largest profession within the U.S. Health workforce” (nursingeconomics.net). The need for registered nurses will continue to grow and the RN with the strongest skill set will be chosen for the job over a candidate who only has formal

As a recruitment and retention committee, our goal is to attract responsible and respectful nurses, along with retaining the nurses who were already hired. Strategies will be used to entice future employees, as well as the current staff, with incentives. Such incentives may include: benefits, workplace conveniences, flexibility, gaining personal growth, and becoming recognized and appreciated for all of the hard work that is being done. In order to do this, the committee that was created will have to plan meetings to discuss a more enhanced and detailed plan.

This approach did not address the serious issue of the knowledge and skill base of older nurses, Hospitals and health care organizations quickly concluded that while it is essential to recruit new people into nursing, it is as crucial to retain older, more experienced nurses in the workforce.. The endeavor of this proposal is to explore ways to facilitate nurses in dealing with demands while passing on the benefit of their expertise to younger colleagues. A detailed account has been provided of the most important factors and outlined strategies or measures that could be engaged to keep both beginner and expert nurses from leaving the hospital setting. Findings from the research proposal can assist healthcare administrators in drawing and retaining nurses in hospital settings. Retaining the highest quality and adequate quantity of nurses is the assurance of a successful organization (Runy, 2006).

The Nursing Profession has been experiencing shortages for many years. The pattern seems to be repetitive, high demand for nurses followed by phases of downsizing with a surplus of nurses. The earlier years of the nursing shortage was short compared to today’s current nursing shortage. The nursing shortage exist globally and in all nursing areas. There are several factors that are the cause of the nursing shortage of today as well in years past.

The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.

The Department of Veterans affairs have recently contracted with the military to hire newly discharge veterans from the military. Lee (2007) reported, “The Department of Veterans partnerships across the country to launch a new program called "Enhancing Academic Partnerships Program formed and implemented to fill the shortage of nursing position within the organization” (p.28). The new program indicates that the Department of Veterans affairs are very versatile and creative in their strategies to seek quality employees. The Department of Veterans Affairs collects application from a pool of applicants using various resources. They are able to identify the top skills that applicants possess, usually by performance-based scores answers from the applicants applications. The organization than chooses the top three candidates. The Department of Veterans Affairs is very successful in the recruiting process because of the great benefits, competitive pay, and long- term stability that the organization offers.

Within the content of this paper, I will be presenting a description of the current nursing shortage. An

With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter,

Improving education and training is one of the strategies to address nursing shortage. Increase in federal funding to compensate current faculties and graduate students faculty is essential in addressing the issues. This will decrease vacancy rates and help to improve workload. Development of a program among regional and statewide nursing schools is another factor to consider. This promotes joint efforts with faculties allowing them to make use of resources efficiently which also assist in students nurse advancement. Moreover, it