ALL INDIA INSTITUTE OF MEDICAL SCIENCES,

NURSING COLLEGE, SAKET NAGAR, BHOPAL,

MADHYA PRADESH

Assignment Topic: Plan of action for the

recruitment process

Submitted by Submitted to
Aityhang Subba Dr. Naseema Shafqat
M.Sc. Nursing 2nd year Assistant Professor
AIIMS Bhopal Nursing College

AIIMS, Bhopal.
INTRODUCTION-

Recruitment refers to the overall process of attracting, short listing, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within an
organization. Recruitment can also refer to processes involved in choosing individuals for
unpaid roles, Managers, human resource generalists and recruitment specialists may be
tasked with carrying out recruitment, but in some cases public sector employment agencies,
commercial recruitment agencies, or specialist search consultancies are used to undertake
parts of the process. Internet-based technologies which support all aspects of recruitment
have become widespread Recruitment forms the first stage in the process, which continues
with selection and cease with placement of the candidate. Recruitment makes it possible
to acquire the number and type of people necessary to ensure the continued operation of
the organization.

DEFINITIONS-

1. "According to Edwin B. Flippo"

"It is a process of searching for prospective employees and stimulating and encouraging
them to apply for jobs in an organization." He further elaborates it, terming it both negative
and positive".

2. "According to Dale Yoder"

"Recruitment is the process to "discover the sources of manpower to meet the requirements
of the staffing schedule and to employ effective measures for attracting that manpower in
adequate members to facilitate effective selection of an efficient working force."

3. "According to IGNOU Module"

"It is a process in which the right person for the right post is procured"

4. "According to BT Basavanthappa"

Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organizations".
VARIABLES: Successful recruitment of an adequate workforce is dependent upon
many variables.

1- Resources available for advertisement, and visits to career day programs.

3- Number of new and experienced nurses available.

4- Competitiveness of the organizations salaries and benefits.

5- Attractiveness of the setting to the potential workforce.

6. The reputation of the organization regarding past employment practices and quality of
patient care

PURPOSE OF RECRUITMENT-

1. Atract and encourage candidates to apply for the post in the organization.

2. Determine present and future requirements for the organization.

3. Create a pool of candidates to enable the selection of best candidate for the
organization.

4. Create a pool of candidates at low cost.

5. Begin identifying and preparing potential applicants who will be appropriate

candidates.

TYPE OF RECRUITMENT-

There are three type of recruitment -

1) Planned arise from changes in organization and recruitment policy.

2) Anticipated-by studying trends in the internal and external organization.

3) Unexpected arise due to accidents, transfer and illness.

PRINCIPLE OF RECRUITMENT:

➢ Termination and creation of any post should be done by responsible officer.

➢ Only the vacant position should be filled.

➢ Job description and work analysis should be made before recruitment.

➢ Procedure of recruitment should be developed by an experienced person.

➢ Recruitment of workers should be done from internal and external source.

➢ Recruitment should be done on the basis of definite qualifications and set

standards.

➢ A recruitment policy should be follow.

STEPS IN THE RECRUITMENT PROCESS:-

1-Organizational policies regarding recruitment should be reviewed prior to the
advertisement of a job positions.
2- All possible sources of potential applicants must be identified.

3- The optimum mode of publicizing job vacancies must be determined.

4. The recruitment need and qualifications required must be stated.

5. The response to the recruitment effort should be evaluated and adjusted as needed.

METHOD OF RECRUITMENT
Orientation process - Orientation meant the introduction of an employee in the organization
and the job by giving him a possible information about the organization's history objective
philosophy policies, future development opportunities products services in the community
and introducing him to other employee with whom and for whom he or she to work.
1. Transfer -a transfer denotes the changing of an employee from one job to the other
without a modification in the status and responsibility of the employee.

2. Promotion- shifting an employee to higher position with higher responsibility, higher

status and more pay.

3. Advertisement - Another very popular source of recruitment is advertising in trade and

professional journals or newspaper.

4. Employment agency - the government of India set up a network of employment

exchange through the country. The exchange maintains detail record of job.

Nurse Recruitment Strategies: Key Tactics for Healthcare Success

In the last decade, we have seen a rapid increase in the number of healthcare
institutions, both large and small. With an increasing demand for healthcare
services and a competitive job market, recruiting nurses has become a significant
challenge.
This blog aims to shed light on effective strategies and insights for how to recruit
nurses in 2024. From understanding the current landscape to exploring creative
ways to recruit nurses, we’ll learn practical and innovative solutions to help you
navigate the complexities of recruiting nurses in today’s environment
Content:
• Importance of Effective Strategies in Recruiting Nurses
• What Criteria Should Be Used to Hire a New Nurse?
• Proven Nursing Recruitment Strategies for Success
• What are the Factors Affecting the Recruitment of Nursing Staff?
• Conclusion
Importance of Effective Recruiting Strategies While Hiring Nurses
In the healthcare sector, the need for qualified nurses is more critical than ever.
Here’s why adopting effective nursing recruitment and retention strategies is
vital.
Addressing the nursing shortage
With the growing healthcare needs, there is a pressing demand for
nurses. Effective recruitment strategies are crucial in mitigating this shortage.
Ensuring quality of care
Recruiting skilled and experienced nurses directly impacts the quality of patient
care. Recruiting strategies for nurses need to focus not only on quantity but also
on the quality of hires.
Cost efficiency
Efficient recruitment strategies reduce the time and cost associated with hiring.
Low-cost strategies for recruiting nurses can be particularly beneficial for
healthcare institutions operating with limited budgets.
Workforce stability
Implementing nursing recruitment and retention strategies ensures a stable and
reliable nursing workforce, which is essential for continuous patient care.
Adapting to change
The healthcare industry is rapidly evolving. Nurse recruitment campaigns and
creative nurse recruitment strategies must adapt to changes such as technological
advancements and shifting patient demographics.
What Criteria Should Be Used to Hire a New Nurse?
Identifying the ideal nurse for your healthcare team involves a nuanced
understanding of various attributes and competencies. Here’s a more detailed look
at the criteria.
Clinical skills and experience
Prioritize candidates with demonstrated proficiency in clinical skills relevant to
your specific healthcare setting. For instance, a 2019 study in the Journal of
Clinical Nursing emphasized the importance of clinical experience in critical care
units for patient outcomes.
Cultural fit and work ethic
A nurse’s alignment with your hospital’s values and work ethic can significantly
impact team dynamics and patient care quality. Gallup research indicates that
employees who fit well with their organization, coworkers, and supervisor
experience greater job satisfaction, superior job performance, and are more likely
to remain with their organization.
Adaptability and learning ability
Nurses must swiftly adapt to new technologies, procedures, and policies. The
COVID-19 pandemic highlighted this, with nurses rapidly adjusting to telehealth
practices and new safety protocols.
Interpersonal and communication skills
Effective communication with patients and team members is crucial. According
to a report by the National Institutes of Health, communication skills in nursing
are critical to improving patient satisfaction and healthcare outcomes.
References and background checks
Comprehensive background checks ensure reliability and trustworthiness, which
are paramount in healthcare. A thorough check covering licensure, certification,
and disciplinary history is recommended.
Proven Nurse Recruitment Strategies for Success
1. Craft a clear, detailed job description
An effective job description is crucial for attracting the right candidates. While
recruiting nurses, the job description should include specific qualifications,
expected duties, and any unique aspects of the nursing position. For example, a
job description for an oncology nurse should detail the requirement for oncology
certification and experience in chemotherapy administration.
Highlighting aspects like team size, patient demographics, and technological
resources available can also help candidates gauge if they are a good fit.
2. Offering nursing internships to create a talent pipeline
Develop structured internship programs in collaboration with nursing schools and
colleges. These programs offer students real-world experience and create a talent
pipeline for future recruitment. For example, a very creative recruitment idea is
presented by Mayo Clinic’s Summer III Nursing Internship that provides nursing
students with a 10-week paid clinical experience, creating a pool of candidates
familiar with Mayo Clinic’s practices and culture.
Internship programs can significantly reduce recruitment costs and turnover by
nurturing potential hires who are already acclimated to the hospital’s
environment.
3. Clear career progression for nurse candidates
Outline distinct career paths within your organization to attract ambitious
candidates. For instance, create a roadmap showing how a registered nurse can
progress to a nurse practitioner or a nurse manager role. Support this with
examples of nurses who have advanced within your organization, and offer
mentorship programs, ongoing education, and leadership training. This strategy
not only attracts candidates but also contributes to long-term retention.
4. Nurture a positive culture
A positive workplace culture is a key factor in nurse recruitment and retention.
Highlight aspects like teamwork, respect, support from management, and
opportunities for professional growth in your recruitment materials. Share real
stories and testimonials from current staff on your website and social media. For
example, Cleveland Clinic showcases its nursing staff and their experiences,
providing an authentic glimpse into its culture.
5. Build a culture of learning
Continuous learning opportunities are highly valued in the nursing profession.
Offer access to conferences, workshops, and courses for ongoing education. For
example, Johns Hopkins Nursing offers a variety of educational resources and
opportunities for its nurses, including tuition reimbursement, which is a strong
draw for prospective employees.
6. Offer employee referral incentives
Implement a robust employee referral program. Incentives can range from
monetary bonuses to extra vacation days for employees who refer successful
hires. This approach not only taps into the networks of your current staff but also
brings in candidates who are likely to fit well with your organization’s culture.
According to a study by the Society for Human Resource Management, employee
referrals tend to yield higher quality candidates and faster hiring times.
7. Partnering with niche recruitment platforms
Engage with platforms specializing in healthcare and nursing recruitment. These
platforms offer access to a pool of candidates specifically interested in nursing
careers. There are many platforms that can help target specific nursing specialties,
increasing the likelihood of attracting qualified candidates. They often provide
tools for managing applications and reaching passive candidates who may not
actively be seeking new positions but are open to opportunities.
8. Be strategic with where you advertise
Consider where your ideal candidates are likely to engage. This includes industry-
specific job boards, nursing schools, and professional nursing associations. For
example, advertising in the American Nurses Association’s career center can
place your vacancies in front of a large, engaged audience of nursing
professionals. Also, participating in job fairs at nursing schools can help tap into
the new graduate nurse market.
9. Utilize social media
Leverage social media platforms to showcase your organization’s culture, success
stories, and job openings. Use platforms like LinkedIn for professional outreach
and Facebook or Instagram to share more casual, behind-the-scenes glimpses of
your workplace.
For example, create a series of “Day in the Life” videos featuring your nurses and
post them on YouTube and Instagram to attract candidates who resonate with your
team’s experiences. You can also run nurse recruitment ads to boost your hiring
campaign.
10. Use hiring data to improve your nursing recruitment strategy
Collect and analyze data from your recruitment campaigns to identify what works
best. Track metrics such as source of hire, time to fill, and candidate quality. This
data can reveal insights like the most effective recruitment channels or the time
of year when your campaigns are most successful. Adjust your strategies based
on these insights to continuously improve your recruitment process.
11. Implement programmatic advertising for nursing recruitment
Embrace programmatic advertising to automate the buying, placement, and
optimization of job ads. This technology uses algorithms to display your ads to
the right audience at the right time, increasing efficiency and reach. For example,
programmatic ads can target users who have visited nursing-related websites or
job boards, thereby increasing the relevance and effectiveness of your advertising.
12. Offer flexible schedules
Recognizing the demanding nature of nursing, offer flexible scheduling options
as a key benefit. This can include self-scheduling systems, part-time positions, or
flexible shift lengths. For instance, Baylor Scott & White Health offers a variety
of flexible scheduling options for its nursing staff, which has been effective in
attracting and retaining nurses who value work-life balance.
13. Offer competitive compensation and benefits
Recognizing the current scarcity of skilled nurses, it’s essential to offer
competitive salaries and comprehensive benefits. A robust compensation package
should include not only competitive wages but also attractive perks like tuition
reimbursement and loan repayment programs. These benefits not only attract
quality nurses but also demonstrate a commitment to their ongoing professional
development and personal growth.
14. Create nurse ambassadors program
Establish a nurse ambassadors program to empower nurses to represent and
promote your institution. This initiative allows experienced nurses to share their
positive experiences and insights, both internally and externally, enhancing your
institution’s reputation as an employer of choice.
15. Cultivate a strong nursing community
Building a strong sense of community is crucial in attracting and retaining nurses.
Encourage a culture where nurses feel recognized and supported across all
departments. This involves integrating them into decision-making processes and
consistently acknowledging their contributions. A workplace where nurses feel
they have a voice and are part of a leading institution can significantly enhance
job satisfaction and loyalty.
16. Personalize your communication
In your recruitment efforts, personalize your approach. Move beyond generic
messaging and tailor communications to resonate with potential candidates.
Highlight your organization’s commitment to personalized performance
management, intentional culture building, and transparent communication.
Emphasize the unique reasons why experienced nurses would thrive in your
environment. Remember, an actively managed and personable brand can
significantly increase job applications and reduce staff turnover.
17. Prioritize workplace safety for nurses
Addressing workplace safety is paramount. Nurses often face on-the-job injuries
and workplace violence, so it’s vital to implement robust safety protocols and
training. Demonstrating a proactive stance on preventing harm and ensuring the
safety of nurses not only shows that you care about their well-being but also
fosters a safer, more secure working environment.
What Factors Affect the Recruitment of Nursing Staff?
Several factors significantly impact the recruitment of nursing staff, each
contributing to the complexities of hiring in the healthcare sector.
Demographic shifts
An aging population leads to a higher demand for healthcare services. For
example, the American Association of Colleges of Nursing reports a growing
need for geriatric care, requiring more nurses with expertise in this area. This shift
necessitates a strategic approach to recruiting nurses skilled in elderly care.
Nurse burnout and turnover
High stress and burnout rates lead to increased turnover. A study by the National
Nursing Engagement Report found that over 15% of nurses reported feeling burnt
out, underscoring the need for supportive work environments and measures to
prevent burnout, which directly affects recruitment and retention.
Educational barriers
The growing demand for nurses with advanced degrees can limit the pool of
eligible candidates. For instance, the push for more nurses to hold BSN degrees
has created a bottleneck in the supply of qualified nurses, as highlighted in studies
by nursing education associations.
Geographical disparities
Rural areas often struggle to recruit nurses due to isolation and limited
resources. A report by the Rural Health Information Hub noted that these regions
typically face significant challenges in attracting healthcare professionals,
necessitating targeted recruitment strategies.
Technological advancements
Rapid advancements in healthcare technology require nurses to be continually
learning and adapting. Hospitals using cutting-edge technology may need to seek
nurses with specific technological competencies or invest in training to ensure
their staff is up-to-date.
Competitive compensation and benefits
In a competitive job market, offering attractive compensation and benefits is
crucial. For example, hospitals in urban areas, where the cost of living is higher,
may need to offer higher salaries or housing allowances to attract and retain
nursing staff.
Changing job expectations
Today’s nurses seek fulfilling roles with work-life balance, professional
development opportunities, and positive workplace cultures. A survey by AMN
Healthcare showed that factors like flexible scheduling and opportunities for
advancement play a significant role in a nurse’s decision to accept a position.
Conclusion
Recruiting nurses in today’s rapidly changing healthcare environment requires a
multifaceted approach. Understanding the challenges of how to recruit nurses,
embracing innovative recruitment strategies, and continuously adapting to the
changing landscape are key to successfully attracting and retaining nursing talent.
Employers must focus not only on filling vacancies but also on creating a
supportive and rewarding work environment that fosters long-term retention.
References
Books:
Vati J. Nursing Management and Administration. 1st Edition. Jaypee Brothers
Medical Publishers(p) Ltd; New Delhi: Page No: 90-94.
Clement I. Management of Nursing Services and Education. 2nd Edition.
Elsevier, 2015, New Delhi. Page No. 82- 84.
Basavanthappa BT. Management of Nursing Services and Education. 1st
Edition. Jaypee Publishers. Page. No: 64- 67.
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