The professional expectations and workplace of nurses has undergone a radical transformation in recent years. According to a survey conducted by McKinsey & Company, “29 percent of responding RNs in the United States indicated they were likely to leave their current role in direct patient care, with many respondents noting their intent to leave the workforce entirely.”
Between worker burnout and the influx of nurses opting to leave their jobs, healthcare organizations now face unprecedented challenges that call for the implementation of new strategies to secure and retain Nurses. Let’s explore four strategies that’ll help bolster the long-term success of your recruitment efforts.
Establish a Desirable Working Environment
As McKinsey so perfectly puts it, facilities must make “the value proposition and pathways for a nursing career more visible and clear.” Facilitating a working environment rooted in improving the day-to-day lives of your nursing team will effectively boost recruitment and retention efforts.
One approach, for instance, could be implementing policies geared toward addressing and preventing burnout. By formalizing an action place and sharing those initiatives with both current staff and potential hires, you’ll strengthen trust, loyalty, and interest in your opportunity. It’s integral to go beyond simply encouraging practices – like professional respect – and taking the necessary steps to enforce it. The goal is to communicate to candidates that you actively uplift worker voices and ensure they play a role in the company culture and direction of their careers.
Inclusivity encompasses more than diversity, and when executed correctly, it can bolster the success of your hiring and retention efforts – especially when it’s aligned with workplace results. Eileen P. Williamson, MSN, RN shares, “People want not only to be hired, but included. Inclusion underscores that when we hire someone from a diverse group we do so because we want what he or she offers, not because we have a certain employee mix to meet.”
To incorporate inclusivity into your daily practices, consider the following:
- Establish well-defined policies surrounding inclusivity and support within the workplace.
- Revamp management training to ensure leaders prioritize inclusivity within their respective teams.
- Ensure current staff members are given the tools needed to accommodate and welcome all new employees, regardless of their backgrounds.
Prioritize Flexibility in the Workplace
Flexibility is no longer a buzzword or talking point you can simply throw into your marketing materials. In today’s competitive candidate-driven marketplace, it’s imperative to truly invest in cultivating a flexible workplace. Consider adopting practices that accommodate flexible scheduling and support unique circumstances, such as unexpected family emergencies.
The key? Actively listening to the needs and concerns of your current staff as well as prospective hires. As Becker’s Hospital Review shares, “Listening to caregiver needs is the first step to greater workplace flexibility.” It’s crucial to not just communicate but demonstrate to potential hires that your leadership team is putting in the work to harness flexibility and accommodate the ongoing needs of your staff.
Consider Investing in Technology
Investing in the right technology can be an invaluable resource for driving recruitment and retention efforts, as well as boosting operational efficiency across the organization. Consider prioritizing technologies that can reduce manual error, streamline tasks, and augment nurses’ day-to-day responsibilities to make their jobs easier.
A potential solution could be to implement software that allows nurses to quickly locate pertinent patient data from a single, easy-to-use dashboard. Similarly, mobile devices that staff members can use anywhere in the facility to access EHRs is incredibly valuable while providing an attractive advantage for potential hires to sign on with your organization.
The Right Strategies Make All the Difference
Today’s nursing workforce wants to align themselves with employers that provide opportunities to grow, a respectful working environment and prioritizes their needs. Organizational culture and the day-to-day experience of working for your facility is integral in recruiting and retaining top nursing talent.
Another big piece of the equation? Your strategy for targeting and engaging nursing candidates. Contact us today to learn more about how the Polaris team can help improve your recruiting initiatives and create an effective retention strategy.