The process of nurse recruitment is laborious and can be time consuming, much like physician recruitment. You may need a nurse right now, but it is important to avoid just getting somebody to cover. If you need to fill a gap, make sure there is adequate oversight and training. Always keep in mind that you are not just trying to replace a cog in the machine. You frequently spend more time with your staff than your family. These decisions are not trivial. Making a poor nursing decision may not be as difficult to change as bad physician hire, but a bad choice can still result in months of misery trying to fix the problems created. A good choice improves the practice, improves the business, and can limit your risk of burnout.
Nursing staff recruitment has developed into a big business. Finding the right fit is often a challenge. There are numerous companies dedicated to nursing staff recruiting and many nursing temp agencies and travelling nurse programs. When you need them, these can be a real help, but don’t assume from the outset that you need these services. Regardless of the source, it is incumbent on you to make sure to find a person who is the best possible fit for the job–and then to train them to be the best they can be. Your job will get easier and the patients will get better care simultaneously.
Among the best ways to make sure you make a wise decision about hiring a new member of the nursing staff is to have a longstanding relationship with that person. This can be developed in many different ways. Consider all of these possibilities and see our Nursing Recruitment Checklist.
Mentoring
Mentor nursing students can open the door to many potential candidates. Making your clinic available for nursing clinicals can help make good contacts. Develop a formal relationship with local nursing schools and work with co-op and internship programs. While these trainees are working in your office, they will learn your style and group culture, and you will get to observe them before even discussing potential employment. Pair the student with one of your best staff members and make sure to get impressions from not only that individual but also other staff members. Once you identify a potential star, stay in touch. If you simply ignite their interest and then lose touch, you are only helping another practice or hospital.
Networking
Get to know the faculty at the nursing school. In addition to serving as a clinic site, you can also offer to provide lectures or in-service training events. Even if the faculty do not take you up on this offer, they will likely remember that you made it. Interact with the nursing school staff, and as they get to know you, they will be more inclined to direct their best students toward you.
Watch the skills and behavior of the nurses at the hospital or other facilities you visit. Don’t waste this opportunity to identify great candidates. In many cases, they will be looking for a change anyway. Keep track of those that you might have issues with as well. It is just as important to know who you do not want to consider (and not waste time figuring it out).
Listen Actively
Listen to your colleagues. These contacts can also direct interested prospects toward you.
These options give you the opportunity to know the skills, the personality, and foibles of a potential candidate. Don’t throw that opportunity away. Minimizing the risks inherent in hiring is of the utmost importance.
Focus on Your Positives While Self-Assessing Honestly
Many clinics and smaller hospitals worry too much about what they cannot offer. Focus instead on the things that make your program special. If there are true negatives—and who doesn’t have them— find ways to compensate for them.
Honestly evaluate the compensation package. Make sure you are competitive. Look for ways to enhance the total package beyond just the salary number. Do not settle for a mediocre to poor candidate because of the compensation package. That will likely wind up being worse than no hire at all.
Continuously reevaluate your practice and assess the actual staffing needs instead of automatically refilling any position that becomes open. Is there a better way to run the program? Don’t be afraid of change.
Begin the process early. In fact, begin the process before you even need to add to the practice. The contacts are vital. This is especially true when looking for excellent candidates over a longer period of time.
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