Nurse Recruiting Strategies for Healthcare Leaders

The shortage of healthcare workers in the United States began before the COVID-19 pandemic, but intensified during that crisis. From the beginning of the pandemic in 2020 until 2022, approximately 100,000 registered nurses (RNs) left the field. Resignations, burnout, and undercompensation drive the ongoing shortage while an aging population continues to push demand. To address the shortage, healthcare administrators, leaders, and managers need to consider creative and innovative nurse recruiting strategies.

Healthcare Shortages

The United States will experience a shortage of 100,000 healthcare workers by 2028, according to the global consulting firm Mercer. The Health Resources and Services Administration (HRSA) predicts a 5% drop in supply coupled with a 10% increase in demand between 2022 and 2037. The majority of hospital-based care providers experience burnout, with a mean rate of 57%. Many sources have noted the compounding nature of burnout-related resignations, since the remaining workers must take on more duties. This puts them at risk of greater burnout.

Nursing

As frontline workers who are a key part of the American healthcare system, nurses are uniquely qualified to understand patients’ needs and communicate them to other healthcare providers.

The nurse-to-doctor ratio is 4-to-1, making nurses the largest profession within healthcare. Employment of RNs is expected to grow by 6% between 2023 and 2033, according to the U.S. Bureau of Labor Statistics (BLS). That translates to about 194,500 open positions annually.

The shortage is so acute that in 2022, the U.S. Department of Labor (DOL) announced $80 million in funding for its Nursing Expansion Grant Program. The program will:

• Use partnerships between private and public entities
• Focus on educating nurses from marginalized groups
• Develop nursing career pathway programs
• Reward training proposals that aim to eliminate education barriers for nurses
• Improve diversity among healthcare providers

Effects

The talent shortage impacts individual workers, patients, and healthcare organizations. A total of 82% of industry leaders say the staffing problems they face are a moderate-to-serious risk to the business. Those leaders also expect a related 7% increase in healthcare costs.

The recommended nurse-to-patient ratio is 1-to-5 in general hospital settings, according to the U.S. Department of Health and Human Services (HHS). Because nurses spend more time with patients, adequate nurse staffing levels can greatly affect patient care and treatment outcomes. The dangers of the healthcare staffing shortage include the following:

• Higher nurse-to-patient ratios, which can lead to:
  • More falls because patients try to perform activities independently
  • Medication errors as nurses rush
  • Rise in bedsores among immobile patients
  • Higher morbidity and mortality rates
• Increased nurse burnout
• More errors
• Reduced patient satisfaction

Nurse Recruiting Strategies

Healthcare administrators, leaders, and managers must do what they can to reduce shortages and their effects now and into the future. Recruiting better, retaining staff, and reducing staffing needs are all key ways to improve the situation.

Recruit Better — Bring in Top Talent

The nursing shortage seems daunting, but healthcare employers can take the following steps:

• Project staffing needs based on the risk of not filling certain roles.
• Update compensation models, including benefits, time off, and flexible scheduling.
• Partner with educational institutions. This can include establishing mentorships, providing speakers, sponsoring conference attendees, and establishing a pipeline of nurse graduates.
• Go where nurses look for work. This includes conferences and panels, job boards, nursing publications, and social media.

Retain Staff — Make Remaining More Appealing

Healthcare leaders can take steps to prioritize and value nurses’ well-being. These include the following:

• Offering competitive compensation
• Establishing recognition programs
• Prioritizing nurse safety
• Conducting and acting on staff satisfaction surveys

They can also maintain a positive work environment by doing the following:

• Focusing on patient-centric care
• Communicating a zero-tolerance policy for patients and visitors abusing nurses
• Offering flexible scheduling
• Supporting open communication

They can regularly update technology, which includes the following:

• Ensuring that working care-related equipment is available
• Implementing technology solutions to reduce administrative tasks
• Using data to understand key staffing needs
• Exploring artificial intelligence (AI) to streamline processes

Leaders can also provide opportunities for professional development, such as:

• Offering training
• Assisting in earning certifications
• Promoting advancement

Reduce Need — Ease Workloads

Leaders can ease workloads several ways. This includes leveraging technology, such as:

• Employing self-check-in for patients to free up staff
• Running analytics for scheduling based on patients’ needs
• Deploying decision-making models to detect:
  • Falls
  • Potential sepsis
  • Readmission risk
• Decreasing alert fatigue

They can also try different staffing models, such as:

• Floating
• Team-based care
• Travel nurses
• Virtual care

They can also reexamine traditional roles, including using paramedics to provide some care and finding ways for nurses to focus on the most crucial care.

Recruit Top Talent

The current shortage of healthcare workers isn’t expected to improve for some time. However, there are a number of ways to improve nursing staffing levels, nurses’ job satisfaction, and patient outcomes. Leveraging all three nurse recruiting strategies is crucial to addressing the issue.