Employment in healthcare is down by 524,000 since February 2020, according to the Bureau of Labor Statistics, with hospitals and nurses reporting significant losses.
Despite the macro-environment, with the right strategy and tools, health systems can still effectively hire nurses. In this webinar, recorded November 3rd, 2021, Lisa Kraska, Vice President of Talent at Baylor Scott & White Health, shares tactical advice for healthcare executives to successfully hire permanent nurse talent in a competitive market, like:
- How HR and Nursing can partner at the executive level to solve operational blocks systemwide, like
- Streamlining requirements for the same nursing position across 52 different hospitals
- Deploying a unified sign-on bonus strategy across hospitals and roles
- Creating transparency for internal nurse applicants to better facilitate their career growth
- How to become an organization where nurses can grow their careers, with initiatives like
- The Center for Nursing Leadership, which is focused on growing BSWHealth nurse leaders
- The Center for Nursing Professional Development and Practice, which is focused on creating better patient outcomes while advancing nursing skills by teaching a patient-first, evidence-based approach to nursing, and
- The Center for Nursing Research, which gives nurses the opportunity to be a part of the latest innovative advances in nursing, including our Nursing Scholarship Program
- How to stay competitive with compensation and total benefits, including
- Offering annual compensation and performance based increases
- Creating incentives like sign on bonuses, retention bonuses, referral bonuses, and COVID bonuses
- How to ensure nurses have more flexibility to choose the shifts that work best for them, like
- Keeping travel nurses employed post-surge so permanent nurses could work fewer shifts
- Allowing permanent nurses to transition to part time PRN roles if they requested it
- Encouraging nurses to join “internal travel agencies” in exchange for more pay and less flexibility
- How to speed internal hiring practices to hire more permanent nurses, like
- Developing a RAPID hiring model so nurse managers can interview and deliver an offer same day
- Mapping the hiring process to see where high value candidate and hiring manager interactions are
- Leveraging automation for low-skill recruiter work, like Incredible Health to hire permanent nurses in 20 days or less
If you’d like to learn more about hiring permanent, experienced nurses in 20 days or less, let’s talk.
