Hospitals offer big bonuses, free housing and tuition to recruit nurses - page 3
Found at CNN Hospitals offer big bonuses, free housing and tuition to recruit nurses... Read More
Mar 15Quote from OrganizedChaosWhile that may be partially true ( I don't work in HR or anything), I'm basing it on the facts from the study from the link(s) I provided.You still don't know what you're talking about & it is so painfully obvious.
Quote from OrganizedChaosApparently so. I actually didn't know that either; but again it depends on the state. I can assure you there is a surplus in my area. We have a surplus of everything, because very few people want to work in LTC, and everyone wants the big hospital jobs.So now there are a SURPLUS of LVNs?!
Quote from OrganizedChaosI Agree 100%.If hospitals wouldn't worry about Magnet Status & hire ADN-RNs & LVNs (also do team nursing) this wouldn't be an issue. Team nursing is amazing. I know the scope of practice for LVNs vary from state to state but that's where the RN steps in & does whatever task needs to be done that the LVN can't do. I've done team nursing & it's amazing. I love it. So much more gets done.
Mar 24Help! Transferred to an unaccredited RN program
And yet ANOTHER article about non-accredited RN programs. Do I still not know what I'm talking about?Last edit by Mr_Edwino on Mar 24
Mar 29The same old game. Do EVERYTHING to recruit new people, make them feel like the Second Coming when they start, entice them in.
And then the trap is set, bait and switch. NOW deal with understaffing, over-regulation, mountains of paperwork no human can reasonably do, and once you're "Theirs"--- screw you. Hello: mandated OT, working more weekends than you ever thought, and longer shifts than described when interviewed. New nurse: meet your "customer" (formerly known as "patient")---- who is "always right"----none of which is mentioned in the enticement-er--- interview process, is it?
How to solve the so-called "shortage"? Quit the bait and switch and treat the ones who have experience and longevity at least as well as you would those you seek to entice to your workplace. Make the workplace safer and have a no-tolerance policy on patient/visitor on nurse violence.
Oh and DO NOT pay a new graduate what an experienced nurse is paid. I know of cases whereby new nurses make nearly as much or even MORE than their seasoned counterparts (non union facilities do this all the time). And then they sit and wonder why the charge nurse is a new grad 6 months out of school. That's cause all the experienced ones voted with their feet and moved on----to greener pastures or retirement.
Also, if you have THAT MUCH in your budget to entice new people HOW ABOUT OFFERING AT LEAST AS MUCH to keep those who are proven, and actually make them WANT TO STAY?
Gee, and I don't have a master's in business. Even I can solve that one.Last edit by SmilingBluEyes on Mar 29