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Is Your Nurse Retention and Recruitment Strategy Dated?

Written by LeAnn Thieman, CSP, May 19th, 2016

The nurse retention and recruitment strategies that worked 5 or 10 years ago cannot reduce the turnover that healthcare is facing today. To retain employees, hospitals and healthcare organizations need to implement stronger, evidence-based strategies.

It’s estimated that over 260,000 nurses leave the profession every year and cannot be replaced as quickly as they leave. New academic nurses do not have the same experience level as more seasoned nurses. For skilled nursing, the median turnover rate is 43.9. Each percentage change costs about $379,000 on average, which means an average loss for a hospital of about $5 to $8 million annually, not to mention the negative impact on quality of care.

nurse interviewMotivational fit is a big part of what predicts job success and retention. To determine if someone is the right fit, look at factors like pace, autonomy level, collaboration, and work environment. Research shows that if any one of these is out of balance, higher turnover results. With so many job openings, candidates can easily leave to find a better fit, so efforts to get it right pay off.

The generic resume/interview process is non-predictive and is not useful in the current climate. A structured, behavioral interview where you look for specific attributes and the correct motivational fit is needed to find an employee who will stay.

To learn more nurse recruitment and nurse retention strategies, visit SelfCare for HealthCare. Contact me today to discuss implementing this powerful program at your facility.

One response to “Is Your Nurse Retention and Recruitment Strategy Dated?”

  1. Mary McMahon says:

    LeAnn,

    I appreciate your wisdom on retention and recruitment. I would like to know more about how to predict job susses and retention. Are there suggested interview questions to help determine if the person is the right fit? Questions or ways to get to factors like pace, autonomy level, collaboration and the best work environment for the candidate? Can you provide a reverence for the structured, behavioral interview process that you referred to?

    Thanks so much,
    Mary Mac

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