Ideas needed for recruitment and retention

sharona97, BSN, RN · Oct 23, 2007

I like it when motivational speakers come in. I like classes that offer CEU's. Employee incentive jobs.

MedSurgeNewbie · Oct 24, 2007

Just treat people well, coffee - the ocsaional at a girl - little nice things to know you are valued.. that would be a dream

Sassybottom · Oct 24, 2007

Honestly, the lure of $$, benefits like subsidized gym memberships, and meeting friendly nurses who actually work on the floor and love their job.

nyapa, RN · Oct 24, 2007

1 Having real support for your staff, not just a policy statement. Setting standards where senior staff must be approachable, so that junior staff have no qualms about seeking help.

2. If senior staff have time, help out on the floor.

3. Access to counselling services if required.

4. Cheaper costs for health care at the hospital you work in.

5. Some monetary support for upgrading of qualifications.

BTW the coffee idea is not a dream, my boss does it.

pedsmariposa · Oct 24, 2007

Hi-

I am an experienced Adult Onc, Peds, PICU RN...getting back into the workforce (well trying) after taking off five years to raise my youngest (now in school).

I find it hard to believe there's a nursing shortage frankly...In Colorado I simply cannot find a hospital that has any program for RN's for re-entry..btw - I have two current licenses, all my CEU's, etc. and did work last year as a case mgr. I am now faced with doing a refresher course and basically volunteering (aka clinical time) 120 hours..oh well...worth it I guess as I DO love nursing!

I think experienced RN's that have been out of bedside nursing for a few years are a gold mine waiting to be discovered!

What about starting a preceptor program??? I bet you'd get LOTS of experienced RN's who'd be up and running (with lots of experience) much faster than a new grad (nothing wrong with new grads - but they just don't have the experience to call upon).

Okay - there's my two cents worth!

Good luck and congrats!

:lol2:

EmmaG, RN · Oct 24, 2007

In addition to the above comments:

Positive reinforcement.

Appreciation for working our butts off.

Standing up for and behind your staff.

Allowing staff input and actually listening to what they say. Not just lip service--- please.

Stop with the Press-Ganey crap and DON'T base annual raises on these idiotic surveys! NO scripting... it's beyond demeaning. This is a hospital--- NOT a 5 star hotel.

ASSEDO · Oct 24, 2007

(1) fight for higher wages and better benefits. there is a saying, "money talks." the hospital where i work bring in new staff and the staff goes through orientation/training. they soon leave for higher paying jobs. our hospital administrators wonder why the nurses turnover is high. they have closed down entire wings, because of lack of employees. they can do the same job a mile or two down the road - making a few thousand dollars more a year. our hospital gives a $500.00 fee if another employee recommends a nurse and that nurse is hired. that's great, but the new nurse soon moves on to another hospital and higher pay.

(2) stress and re-stress a good retirement plan.

(3) give free parking.

(4) free gym fee paid to the local sports facility or ymca.

(5) hire a nurse practitioner that is assigned to treat your staff only.

(6) offer free ceu's and assign the employee time off without question to get them. the brown bag lunch just doesn't work.

(7) fire the employee that goes around and snitches like a school child. a snitch is bad for moral. a snitch unleashed will empty a department of good hard working employees in no time flat. there is usually one on every unit.

(8) promote your employees. listen to them. if you get a suggestion from an employee, at least investigate it and follow up. never tell an employee "that is a bad idea." they will never make a suggestion again.

(9) listen to the employee. when a new hire states, "we did it this way" at another facility, listen. the other facility may be more advanced.

(10) don't threaten your employee. a red flag went up when my employer stated, "we don't allow unions." (this was considered a warning). the employees may be better served with a union.

most of the above suggestion will take money. however, that is why most people work: for the money.

i wish you success in your new position.

pagandeva2000, LPN · Oct 24, 2007

I was recently promoted to recruitment and retention position. I have come up with quite a few ideas, but was wanting some more opinions. Do you remember a hospital that came to your college that stood out to you, or does your present employer do anything that makes a great statement to you at present? Or any other general ideas? Thank you

What I can say is that whatever offered should be the truth, or you may have recruits, you will NOT have retention.

I am working at a hospital that is applying for Magnet. What a farce! They speak of nurses supporting each other, however, that is FAR from the truth. Orientation, preceptorship and support really suck royally.

Based on my experience, I am very leery about many offerings, because I have seen my hospital do the same, but with disasterous results.

EmmaG, RN · Oct 24, 2007

(6) offer free ceu's and assign the employee time off without question to get them.

as a night-shifter, i'd like to also suggest the sessions are taped and kept in a library to be checked out by those who work 'off' shifts. my hospital in florida did this and it was great...

nyapa, RN · Oct 24, 2007

What I can say is that whatever offered should be the truth, or you may have recruits, you will NOT have retention.
I am working at a hospital that is applying for Magnet. What a farce! They speak of nurses supporting each other, however, that is FAR from the truth. Orientation, preceptorship and support really suck royally.
Based on my experience, I am very leery about many offerings, because I have seen my hospital do the same, but with disasterous results.

I guess you can only try though *sigh*.