Competitive Hiring and Retaining Strategies
In a recent article of Becker’s Hospital Review, Cedars-Sinai apparently participated in a webinar hosted by Becker’s on the nursing shortage and how Cedars-Sinai is handling it.
I think the insights from the session were particularly good. During the online seminar, it was noted that the demand for health care is rising due to an aging population that is putting a strain on the health care system along with COVID-19. He added that, by 2023, there is expected to be a national nursing shortage of 1,000,000 nurses. He anticipates that average acute care nurse turnover rate to be 19% per year.
These statistics are astounding!
I started practicing nursing in 1982 while dinosaurs were roaming the earth; a time when every hospital had a nurse recruiter who always was, “hot on the trail,” to get you to join their hospital. I always thought it would be interesting to be a nurse recruiter.
Today, Cedars-Sinai believes that speed is everything in hiring. The faster one can recruit, the more likelihood the applicant nurse will say, “yes,” to joining your facility.
We live in an Amazon Prime type world where everyone wants things quicker and easier!
The reasons why nurses leave jobs are for career advancement (51%), a more flexible schedule or greater balance (42%), to reduce commute time or relocate (26%) and better compensation (21%).
To address these issues, Cedars-Sinai is investing in career development such as tuition assistance. In addition, they are creating a positive work environment which is so important for nurses in all facilities.
Though it would be great to make more money, some nurses are not necessarily motivated by extra cash. Working in a positive environment is so important.
When you go to a facility to work for 12 hours, it is important that you enjoy that work environment. Cedars-Sinai is exploring changing from the traditional 12-hour work shifts to the less stressful 8, 6 or even 4-hour shifts. I love this idea. A 4-hour shift can provide for a great break nurse.
Cedars-Sinai also is experimenting with placing nurses in the call center for 3 months as a break from bedside care. This sounds like a great alternative to decreasing burnout.
Of course, wages at Cedars-Sinai remain competitive and they offer sign-on bonuses plus annual retention bonuses.
It is about time that nurses are treated and rewarded for the hard work that we do. You cannot pay enough to many lay people to even consider entering a field such as nursing.
I encourage you to look at the linked article and watch the online seminar as I am sure you will find it to be of interest to you.
How about letting me know what your facilities are doing to remain competitive in attracting and hiring quality nurses?
