Nurse & RN Recruiting & Retention Strategies for 2016 & Beyond
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The document outlines strategies for recruiting and retaining nurses, especially the next generation known as Generation Z. It discusses the traits of Generation Z nurses and what they want in an employer, such as flexibility, latest technologies, and diverse and team-oriented work environments. The document recommends strategies like strong employer branding, using latest technologies, targeting nursing education programs, signing bonuses, and increasing retention through benefits, professional development, and flexible schedules. An effective recruiting strategy is expected to achieve the organization's mission and create a talent pipeline with reduced costs and increased staff morale.
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Nurse & RN Recruiting & Retention Strategies for 2016 & Beyond
- 1. NURSE RECRUITING & RETENTION STRATEGIES 2016 AND BEYOND MARYALICIA VERDECCHIA DECEMBER 5, 2015
- 2. AGENDA • Understand the next generation of nurses (Generation Z) • Future healthcare concerns for recruiting • Strategies for recruiting nurses (and all positions) • Strategies for increasing nurse retention • Results of a successful recruiting strategy
- 3. THE NEXT GEN OF NURSES – GEN Z About 25 and younger Children of Gen X 25.9% of population
- 4. Z GEN TRAITS • More Confident • More Charismatic • More Loyal • More Altruistic • More Traditional • Hard-working • More Mature and in Control • More Conscientious/Anxious
- 5. Z GEN TRAITS • Digital Natives • Used to advertising and embrace it • Researchers / individualized instruction • Communication and Education Focused • Visual Generation & Speak in Emoji • Understand Personal Brand • More Accepting – Cultural Diversities, Gender Roles, Technologies • Attention Spans are Shorter • Seek Honesty, Patience, and Vision in leaders
- 6. Z GEN WANTS • To be near family and friends • Greater Flexibility • More Autonomy • Want to be treated as partners • Latest Technologies • Real power to affect how patients are cared for • Real power on how provider organizations are run
- 7. Z GEN WANTS • Ethnic & Multi-Cultural Diversity • Team-Focused Work Environments • Cultures that Promote Helpfulness • Does not Tolerate Workplace bullying • Z Gen (and most millennials) will leave toxic environments in a heartbeat • Change/Dynamic environments • More Chances for Security in in Career and Retirements • NOT to be Treated like a Millennial
- 8. HEALTHCARE CONCERNS FOR THE FUTURE • Figuring out Value-Based Care • Aging Baby Boomers • ER, OR & Critical Care RN Experience • Bottlenecks in nursing education • High-Impact Technology
- 9. STRATEGIES Prepare for recruiting, and retaining, the nursing talent of tomorrow!
- 10. STRONG EMPLOYER BRANDING MESSAGE • Marketing Campaign Focuses: • Your quality of healthcare - providing Value Based Care • Your Advancements in medicine • Latest technologies • Culture of teamwork • We are here to stay • A place you will love and be passionate about • Personalized messages • Focused on diversity
- 11. STRONG EMPLOYER BRANDING MESSAGE • Video • Modern • Progressive • Diverse • Team Oriented • Emotional • Powerful • Creates a connection • and make one just nurses!
- 12. STRONG EMPLOYER BRANDING MESSAGE • Differentiate your website • Clear brand message • Diverse workforce • Employees in Action • Diverse target groups • Displays latest technology • Correct Links & SEO Friendly • Provides information on careers, employees, and your story
- 13. LATEST TECHNOLOGIES • Implement Technologies More Creative in Reducing Staffing Needs and attracting Talent • Self-Registration Kiosks • Voice Recognition Equipment • Remote Monitoring • Modeling Programs • EHR/Practice Management Systems • Surgical robots & other less invasive equipment
- 14. TARGETING EDUCATION • Targeting High Schools • Offer teen nurse programs • Offer Nursing/RN College Scholarships • Attend HS Career Fairs • Request to visit HS to present info on nursing
- 15. TARGETING EDUCATION Targeting Colleges • Nursing/RN & healthcare career fairs • Partner with colleges Conferences/Symposiums • Attend target nursing/RN events • Network with influencers • Host or sponsor a conference and invite influencers
- 16. SIGNING BONUSES • $15,000 to $25,000 for Sign-on Bonus for nurses who commit to three to four years • Money for Tuition Forgiveness • Generous Education Subsidies
- 17. INCREASING NURSE RETENTION • Create benefits to increase loyalty • Engaging your workforce to be our brand ambassadors • Create online communities • Increased community focused causes • Provide mentors & feedback
- 18. INCREASING NURSE RETENTION • Support CMEs & professional development opportunities for RNs • Generous Education Subsidies • Video • Conferences • Expos • Job Shadowing • Cross-Training • Learning Diverse Skills • Frequent/In short bursts
- 19. INCREASING NURSE RETENTION • Ensuring Strong Supervision - • Overcomes new grads' lack of experience • Prevent experienced nurses ‘from eating the young’ • Ensuring a collaborative and hands-on environment • Develop leaders internally • Implement Programs building • expertise • Gamification
- 20. INCREASING NURSE RETENTION • Reduced-hour schedules • Flexibility in schedules • time to pursue further education • Ability to personalize workspace • Listening to music • Wearing headphones
- 21. EFFECTIVE RECRUITING STRATEGY RESULTS • Achieve your mission, vision, and objectives • Competitive edge over competition • A ‘Talent Pipeline’ • Reduced cost & savings • Increased staff morale • Positive domino effect
- 22. Questions Maryalicia Verdecchia Parkview Medical Center’s Talent Acquisitions Manager mary.a.verdecchia@gmail.com
Editor's Notes
- To understand recruiting needs and strategies, we need to understand the main population we will be recruiting. This applies mostly to Gen Z, as they graduate college and enter the workforce, and also most millennials 30 and below. http://www.slideshare.net/sparksandhoney/generation-z-final-june-17 http://www.bizjournals.com/bizjournals/how-to/growth-strategies/2015/10/some-top-facts-about-gen-z.html?page=all http://upfrontanalytics.com/marketing-generation-z-infographic/
- More Confident More Charismatic More Loyal More Altruistic (more likely to be an activist) More Traditional (more respect for elderly) Hard-working More Mature and in Control More Conscientious/Anxious over future - Want to AND intend to ‘fix’ the world – innocence lost of the two economic crashes of 2000 and 2008 (many older millennial siblings living at home as an adult). They understand it could happen again (more pragmatic than optimistic)
- Digital natives - More social and technologically advanced (never known a time w/o social media) Used to advertising and embrace it Researchers – want to know – not just accept ( individualized instruction) Communication and Education focused Visual generation/speak in emoji Understand personal brand and that they are under a microscope (so more reserved) – learned from gen Y posting too openly (ex. 13 y/o & Red solo cup) More accepting– everything is on social media, people make mistakes as well as gender roles and norms are blurred. Attention spans are shorter Most important qualities in a leader they desire- Honesty, patience, and vision
- To be near family and friends Greater Flexibility More Autonomy Real power to affect how patients are cared for, and how provider organizations are run Want to be treated as partners Latest Technologies Ethnic & multi-cultural diversity ( Zgen is more melting pot than any generation ever) Team-focused work environments- cultures that promote helpfulness and does not tolerate workplace bullying. Z gen (and most millennials) will leave toxic environments in a heartbeat Change/Dynamic environments – more nomadic in nature More chances for safety in career and retirements NOT to be treated like a millennial
- Ethnic & multi-cultural diversity ( Zgen is more melting pot than any generation ever) Team-focused work environments- cultures that promote helpfulness and does not tolerate workplace bullying. Z gen (and most millennials) will leave toxic environments in a heartbeat Change/Dynamic environments – more nomadic in nature More chances for safety in career and retirements NOT to be treated like a millennial
- As I have worked in the healthcare environment, these are the top issues I see coming up in our meeting, discussions, and planning. Figuring out Value-based Care – due to the Affordable Care Act (and how you can make it easier for your staff). How can healthcare create higher value and lower cost at the same time? The U.S. population is about 320 million, which made 2015 “the first year healthcare spending will reach $10,000 per person* 10,000+ baby boomers are aging into Medicare daily** – this means ore medical services such as ER, OR, Skilled Nursing, and Wound Care and Ostomy ER, OR and critical care can’t accept new grads as easily as other RN areas Bottlenecks in nursing education continue to constrain the talent pipeline – higher need for nurses than are projected to graduate in next five years and colleges cannot handle the increase. Remaining Competitive & Funding High-Impact Technology – technology is expanding faster than it seems we can keep up- and thus raises the cost of healthcare, but you must invest in these to attract quality graduates of all ages ( ICD-10, Data Security, IPad/Tablets, systems that speak to each other, technology that increases patient safety and lowers downtime) *http://www.forbes.com/sites/danmunro/2015/01/04/u-s-healthcare-spending-on-track-to-hit-10000-per-person-this-year/#7a33bb09294c **http://www.medscape.com/viewarticle/848325
- Now how do you work to fill that nursing pipeline? Where you aren’t deficient on nurses and can be selective in recruiting the very best!
- Marketing Campaign that focuses on your quality healthcare, advancements in medicine, technology, and culture of teamwork as well as your sustainability. Up to you to sell your workplace as a place they will love and be passionate about Marketing needs to be tailored as one-on one feel (active without intrusive) Focus on Diversity – i.e.. males, ethnicities, LGBT, religions, and ability levels and more Learned from a conference I attended - Social Media Marketing World 2015
- Create video(s) that continue and compliment your social-media efforts and other recruiting strategies. Think of it as your ‘brochures’ of today. A authentic quality RN Video that captures the culture of your workplace as progressive, diverse, team-oriented, and the employees have a voice. You want your videos to pull emotions from the viewer , is powerful, and helps makes a connection to your organization. And if you already have a video- or don’t- you need to make one specifically for nurses. Video information learned from a conference I attended - Social Media Marketing World 2015
- You have Your Career Page is also like a brochure- but more powerful! You can add video- links to your social media, reviews on other sites like Glassdoor, employee stories , and your mission, values, and vision. Let your Career page tell your story! Differentiate your website from other healthcare organizations – With Clear Brand Promise Shows diversity in your workforce Your employees (Nurses) in Action and having fun And different target groups – older/younger , males/females, different cultures, experienced professionals/students Make sure your links work, and optimize your Search Results or SEO capabilities to make it SEO friendly Position your ‘Job Descriptions” in terms of long-term career paths Invest in this! Create online community for a talent pipeline (LinkedIn groups and Talent Circles (many businesses offer this feature)) and invest in a quality applicant tracking system. A study titled Best Practices for Fortune 500 Career web site recruiting published on HR.com referenced that quality web pages lowered recruiting cost and increased the quality and quantity of applicants. Isn’t that the goal?* *http://chrccapache2prod.taleo.net/mywebtop800/resource_center_en/media/studies_trends/iLogosBestPractices/iLogos_BP_F500_Summary.pdf And Learned from a conference I attended - Social Media Marketing World 2015
- Implement Technologies More Creative in Reducing Staffing Needs Self-Registration Kiosks Voice Recognition Equipment Remote Monitoring Modeling Programs that help determine staff scheduling needs and identify patient-flow logistic bottlenecks EHR/Practice Management Systems that can streamline billing Surgical robots & other less invasive equipment that lead to faster recovery, less downtime, and more
- Targeting High Schools Offering programs at the healthcare agency following RNs or Class visits to schools for teens to learn about RNs RN College scholarships in exchange for 4 year contract Attend HS career fairs – to encourage college growth
- Targeting Colleges – Target RN Career Fairs of like areas to yours - – At least one year before graduation – and should start as freshman (this will help shortages projected by 2020) Can we help feeder schools accommodate future hires? I.e.: Provide faculty, Classrooms, clinical programs or money Strong preceptor and mentoring program Create chances to partner with nursing schools to add some ‘change’ to work, and dynamic factors. Conferences/Symposiums Attend target nursing/RN conferences (OR/ER/critical care?) Network with influencers at conferences or special events – reach out before, during , and after. Set up a coffee, lunch or dinner – and pay if possible Host or sponsor a conference and invite influencers to attend or speak. A fantastic way to get your name out and meet influencers
- Signing Bonuses – What can you offer? The latest generation is worried about debt. $15,000 to $25,000 for a sign-on bonus for nurses who commit to three to four years Money for Tuition forgiveness
- Retention More Competitive Benefits Affordable healthcare listed as #1 desire among Millennials and Gen Z Flexibility in schedules Paid Vacation Time But what else? implementing employee appreciation events (like dinners, park days, activities, one during day and one at night so they all can attend) Tuition reimbursement pay increases to reward education degree advancements (RN to BSN/BSN to NP), licenses, and certification achievements Engaging your workforce to be your brand ambassadors – have CEO or Employee Forums to be transparent and open about state of your business. Start Employee Focus Groups and create one for nurses. One during day and night so they can attend and just have a place to talk, bond, vent, etc.. And provide a page on SharePoint so they can facilitate the people, meetings, and information. Create online community to facilitate collaboration- I mentioned LinkedIn groups Talent Circles earlier- both can work for this too. Implement more community focused causes that the employees choose and can buy into (a cause they can fight for) Provide mentors and feedback (and truly value honesty and being receptive to feedback and constructive criticism)
- Support and provide opportunities to train nurses –Ensure they are engaging and provide quality Quality preceptor programs for newly hired More employer-sponsored professional development opportunities for RNs like CMEs Generous Education Subsidies In video format CBLs Conferences Expos Job shadowing – cross-training/learning diverse skills Frequent / In short bursts - so all can take part
- Today’s nursing graduates are looking for respect - Ensuring Strong supervision - which can help hospitals overcome new grads' lack of experience no- hazing, rights of passage, new nurses get the less desired shifts, and making them feel less than welcome. Trust me they will not tolerate it or stay. Developing your leaders internally Ensure a collaborative and hands-on environment that is dynamic, engaging, welcoming Implement programs to help them build expertise and knowledge – what would that look like? College graduates are big on Gamification – any incentive programs you can add? A Wellness program where they can earn Fitbit devices, challenges to compete with leadership for steps to win prizes. Reduced-hour schedules or flexibility in schedules (less or not rigid) Generous education subsidies/guaranteed tuition reimbursement and chance to pursue further education (not just money, but time) Ability to personalize workspace and listening to music/wearing headphones
- Think outside the box of typical healthcare? Can you offer Reduced-hour schedules? Flexibility in schedules (less or not rigid) Can you provide shifted shifts or time off for the ability to pursue further education? Can you provide the ability to personalize workspace Or allow them to listen to music and wear headphones when not working with patients directly? There are so many things to increase retention- what can you think of?
- Achieving your healthcare’s mission, vision, and objectives Competitive edge over your competition A ‘Talent Pipeline’ that produces quality candidates and a qualified workforce Savings due to reduced turnover and increased retention Increased staff morale Positive domino effect employee engagement, employee commitment and loyalty, CAPS Scores (Value-Based Healthcare) and Employer Branding