Nurses are one of the most vital resources in the pursuit and achievement of success in the healthcare industry. However, nurse turnover has been a global concern because of the costs involved, especially in the recruitment and training of new ones. Healthcare organizations aim at achieving effective recruitment of nurses to ensure that they have employees with excellent knowledge and skills. The recruitment and retention of highly skilled and competent nurses help in the achievement of high quality of services in the provision of health care. A variety of strategies can be applied to improve staff nurse recruitment and retention.
One of these strategies is tailoring the recruitment process to ensure that the right talent is hired in healthcare organizations. The best way to enhance the performance of a healthcare organization is to hire the right talent (Marshall, Edmonson, & England, 2017). The organization in this context needs to ensure that the hired nursing staff members have knowledge, skills, and experience that is in line with the duties and responsibilities that will be undertaken. Hiring top talents will be effective because it will ensure that the organization provides quality services, which will also build its reputation. The employed nurses will be motivated to be associated with such an organization, thus, encouraging them to remain in the firm in the long-term.
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Additionally, creating a positive working environment will help in enhancing the retention of talent within the organization. Such a workplace can be achieved through a variety of ways, including teamwork, positive attitude, initiative, as well as innovation (Heidari, Seifi, & Gharebagh, 2017). The resultant positive environment will be effective in retaining nurses because it will influence the achievement of high levels of performance. Employees will associate the positive work environment with better performance at both an individual, as well as an organizational level, which will then influence them to stay longer working for the firm.
Furthermore, nurse training and skills development will play a vital role in the pursuit and achievement of a basis for the retention of high-end talent, knowledge, and skills. Training nursing professionals in the workplace through such ways as on-job training will enhance their knowledge, skills, and competencies. It will act as a viable way of boosting the image of the organization by depicting it as caring for the professional development of the employees (Heidari, Seifi, & Gharebagh, 2017). Such will also lead to the development of a better performing organization that will also boost employee performance. Consequently, employees will be motivated to work for the organization, which will also lead to their long-term retention within the organization.
The adoption of a nurse residency program can also play a critical role in improving the retention of nurses within the healthcare organization. Hospitals and other healthcare organizations that enlist nurses to residency programs have been reported to have higher chances of retaining employees. These programs can help competent nursing staff feel fewer frustrations and achieve greater satisfaction as they help in orientation programs (Marshall, Edmonson, & England, 2017). It is also an effective strategy to help in reducing the expenses of the nursing professionals as they undergo orientation. As a result of the residency programs, the nursing staff is able to gain better skills and knowledge. As a result, they view the healthcare organization as caring for their welfare and professional development, which in turn motivates them to stay longer working for the organization.
Recruitment and retention of nursing professionals play a key role in the achievement of success in healthcare organizations. Hiring the right talent is a main strategy through which the retention of nursing staff can be achieved. It can also be achieved by creating a positive working environment where the nursing staff can achieve better satisfaction. Furthermore, training and skills development, as well as residency programs, help in improving the skills and knowledge of the nurses, which might motivate them to work for the firm in the long-term.
References
Heidari, M., Seifi, B., & Gharebagh, Z. (2017). Nursing staff retention: Effective factors. Annals of Tropical Medicine and Public Health, 10 (6), 1467-1473.
Marshall, J., Edmonson, C., & England, V. (2017). Nurse Manager's Guide to Retention and Recruitment. London: HCPro.
