How to Attract Nursing Staff in a Competitive Market

The nursing shortage remains a pressing concern in the healthcare industry with over 200,000 vacant positions to be expected by end of year.

But here’s a glimmer of hope: 35 percent of a McKinsey frontline survey respondents who planned to leave would still work in direct patient care. In addition, many people are currently undergoing trainings to become nurses – meaning hiring new nurses will be paramount.

To attract job applicants, healthcare organizations need a nuanced understanding of what nurses seek in a profession and an employer. So let’s explore four things to help your organization attract top nursing talent in the post-pandemic era.

Offer More Flexibility

Nurses’ work tends to be specialized and high in-demand, making it more challenging to offer flexibility. However, those seeking to retain talent must recognize that nurses want flexibility, with 63% citing it as the most effective tool for their well-being and an essential factor in achieving work-life balance during periods of high workload.

Despite the unique nature of the profession, there are various ways to provide greater flexibility. Whether offering part-time or part-duty positions or allowing employees to arrange their work schedules according to their preferences (e.g., those with family responsibilities may prefer night or early morning shifts).

In addition, new tools like remote monitoring of hospital patients, which reduces the need for manual labor, can help increase nurses’ flexibility by eliminating the need to be on call and on-site at all times. Although this development is still in its infancy, many patient self-service tools already help reduce working hours, relieve staff, and take work off the hands of hospital staff, which makes investing in such infrastructure key.

Create a Supportive Work Environment

Nursing is a high-stress profession that requires quick decision-making and the ability to deal with emergencies. Therefore, healthcare organizations must show new employees that they have a supportive work culture that acknowledges and addresses these stressors.

One way to create this culture is through mentoring. Experienced nurses can share their knowledge and guide new nurses to reduce stress and improve job satisfaction, and make individuals feel more valued and supported.

Another option is a buddy system, a tool to help staff manage stress and enhance social relations within the organization. In a buddy system, employees get the time and space to talk about stressors and experiences with patients and to ask a colleague for help. Whereas mentorships are usually between experienced and inexperienced staff, buddy systems work best if they are between peers.

In addition to these in-hospital resources, you should also demonstrate that you offer access to counseling services, stress management programs, and other guidance to help nurses cope with job pressure.

Utilize Technology to Streamline Processes:

Show your new staff that you utilize technology to automate administrative tasks. For example, scheduling software can manage nurse schedules, reducing the time and effort required to coordinate shifts. Charting software can also record patient information, reducing the need for manual charting and allowing nurses to spend more time with their patients.

In addition, patient communication can be streamlined through the use of technology. For example, automated messaging systems like Concierge Services can remind patients to leave feedback or provide follow-up information, reducing the need for nurses to walk through the hospital or make a phone call.

By automating these administrative tasks, nurses can spend more time providing direct patient care or even take longer breaks, which will be a critical decision-making factor for job applicants.

Engage in Proactive Recruitment Efforts

In today’s competitive job market, it’s essential for healthcare organizations to be proactive in their recruitment efforts to attract top nursing talent. This means not waiting for candidates to come to you but actively seeking out potential candidates through various channels.

Social media, like LinkedIn, is an essential tool for recruitment in today’s digital age. Healthcare organizations can leverage social media platforms like LinkedIn, Twitter, and Facebook to promote job openings and engage with potential candidates. You will increases chances of attracting and engaging nursing talent by creating a solid social media presence and posting information about the organization’s culture, values, and benefits.

In addition to this, you should also focus on creating a positive employer brand. This means showcasing your commitment to employee development, work-life balance, and patient care via their social channels, on their website, internal communication, and, if possible, even on job sites. In addition, you may also run a campaign with existing staff and ask them to share their reviews and experiences on job portals, Google, and LinkedIn.

To conclude, the nursing shortage crisis in the US requires healthcare organizations to be creative and proactive in attracting new nursing talent. To stand out, organizations should focus on keeping up with innovations and trends to reduce workloads on staff and show them they are remaining competitive as a workplace.

Steer Health is an automation and growth platform that helps reduce administrative tasks and improve the patient experience.

With Steer, you can send special communication campaigns to employees and help improve your healthcare organization’s positive reputation across multiple digital channels.

💥 On average, our clients experience:

  • 96% Patient Approval

  • 80% Reduction in Administrative Tasks with Steer AI Automation

  • 92% Improvement in Patient Loyalty and Retention with AI-Powered Post Visit Digital Engagement and Automated Referrals

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