Recruiters’ 5 Best Tips for Riding Out the Nursing Shortage
- Article by:Health Career Center
It’s great news for nurses, but not-so-great news for acquisition departments: The nursing shortage continues to drag on.
For nurses, that means more job opportunities than ever before. But for talent recruiters like you, it means an uphill battle to find qualified nursing candidates.
With the shortage forecasted to continue into 2025 and beyond, waiting it out isn’t an option. Instead, you’ll need to reassess your recruitment strategies to ensure you’re making the most of every advantage available to you.
To help you get started, here are 5 of the most effective strategies from the recruiting experts at GreenJobInterview — along with advice on which ones you should try employing at your organization.
1. Leverage your organization’s brand
Is your hospital part of a well-recognized, big-name health system? If not, is its name at least associated with positive reviews from employees and patients?
Nurses are just like job candidates in any other industry — they like to have good names on their résumés. But beyond that, a strong employer brand also shows that you can offer a positive work environment. That’s a big plus for nurses, whose jobs are already stressful enough.
2. Streamline your hiring process
In the past, you could afford to contact candidates on your own schedule. But today, waiting longer than necessary is often the difference between landing the candidate you want, and losing them to a competitor.
To close on the best nurses, it’s vital that your hiring procedure is as fast and friendly as possible. You should also keep the lines of communication open during the entire process, and reach out often to let them know you haven’t forgotten about them.
3. Try doing more video interviews
As collaborative care models grow more prevalent, interpersonal skills are starting to become every bit as important as clinical experience. Unfortunately, you can’t gauge someone’s attitude or communication style by looking at a piece of paper.
That’s why many experts foresee a rise in video interviews over the coming years. In addition to giving applicants the chance to connect with you “in person”, they also give you a more well-rounded view of the type of personality you’re hiring.
4. Expand your search field
If your local talent pool isn’t quite big enough, don’t be afraid to recruit on a national scale. That’s just one more nice thing about video conferencing — it eliminates the need for costly travel expenses that used to make it cost-prohibitive to interview out-of-state candidates.
HealthCareerCenter.com is another useful option. The leading health care careers website makes it easy to broaden your search parameters until you’ve satisfied all of your talent requirements.
5. Make connections with colleges
Go straight to the source by recruiting nurses before they’ve graduated. You can start by connecting with universities that are near your organization, and branch out as necessar
In addition to the advantages you’ll gain by reaching students before your competition does, you’ll also find that it’s easier to fill positions for volunteer programs with up-and-coming talent. Talk about a win/win scenario.
The information in this article originally appeared on GreenJobInterview.com. To read the original article, click here.