Apply for a job in your own organization ‘to assess processes, barriers and opportunities,’ committee says

The American Hospital Association’s Nursing Leadership Affiliate of the American Hospital Association released the first section of a three-part compendium this week that will focus on best practices for managing workforce complexities. nurse. The first section of the committee focuses on recruitment and retention of nurses, and subsequent sections will examine partnerships between education and practice, culture, compensation and benefits.

The AONL Workforce Committee solicited feedback from nurse leaders across all healthcare settings to share their local best practices and scenarios with particular attention to diversity, equity, inclusion and belonging.

Health care staffing issues began even before the COVID-19 pandemic, when baby boomer nurses began to retire. This cohort represented about a third (1.2 million nurses) of the total nursing workforce, according to the compendium.

The AONL Workforce Committee was convened in response to responses received in the AONL 2022 Longitudinal Study of Nursing Leadership released last month. The study found that about a third of nurse leaders (head nurses, directors and managers) identified emotional health as a major challenge. One in four nurse managers indicated that they were not at all or not in good emotional health.

Data from the October release indicates that after emotional health and well-being, the next concerns for nursing leaders are staff retention and the cost of out-of-the-office nursing care. There were 2,336 respondents; 73% were either vice presidents, chief nursing officers or chief nursing officers, directors or managers. Three percent of respondents were from long-term acute care or post-acute care facilities.

Recruiting and retaining nurses can be a daunting task. This requires collaboration between a nurse leader and a talent acquisition professional.

As a first step in the recruitment and retention process, “Apply for a position in your own organization to assess processes, barriers and opportunities,” the AONL Workforce Committee suggested.

When you offer a position to a potential candidate, do so within 24 to 48 hours or less and “move all declinations to talent acquisition to assess and track the rationale,” the committee added.

Also, they said, create a relationship between the candidate and the nurse manager before onboarding, facilitated by the talent acquisition professional.

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