Category: Nursing Recruitment

When financial cuts are made, staff redundancies and reorganisation in the healthcare system often follow. Little is known how such cutbacks affect work motivation of nurses in primary health care.

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In the Netherlands, hundreds of students register annually for a nursing programme, but not all of these students manage to complete their training. The main aim of this study was to examine which factors affect student nurses’ decision to leave or complete their programme. Student nurses started their studies with many dreams, such as caring for people and having the opportunity to deliver excellent nursing care. When their expectations were not met, their dreams became disappointments which caused them to consider stopping and even to leave (attrition). The role of lecturers and mentors seems invaluable in protecting and guiding students through their programme and placements. Optimal cooperation between lecturers and mentors is of paramount importance to retain student nurses in their training programmes.

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The aim of this study was to identify the key word(s) or phrases; and key image(s) new to nursing professionals would recommend using in a recruitment poster to encourage school leavers to study nursing or midwifery. The top-three messages these new to the profession registered nurses would use to recruit high-school leavers to the profession were ‘opportunity’, ‘rewarding’ and ‘travel’. The three core images identified were those depicting ‘care’, ‘opportunity’ and ‘task, technical, technology and role’.
Nurse educators must become media savvy and media trained; and twitterers telling stories, sharing examples of exemplary practice, education and research; and promoting the achievements of the nursing workforce.

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The purpose of this review was to examine new graduate nurse residency programs, residents’ perceived satisfaction, and retention rates, and to make recommendations for implementation in perioperative settings. Results indicate increased retention rates for new graduates participating in residency programs and that residency participants experienced greater satisfaction with their orientation than those not participating in residency programs. Residency participants also perceived the residency as beneficial. Because residency programs vary in curricula and length, effectively comparing outcomes is difficult.

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This study examines the differential impacts of challenge-related stress (i.e. stress derived from job demands with potential for personal gains) and “perceptions” of job challenges (i.e. felt challenge) on turnover and psychological health in aged care nurses, and explores whether coping resources were related to challenge-related stress.
A greater sense of job challenges appeared to reduce turnover. A higher level of challenge-related stress predicted poorer psychological health. Although the job design of aged care nursing should promote positive challenging aspects of the job, targeted interventions are required to reduce the stress associated with the job challenges.

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This article looks at the way in which nurse leaders can positively impact on nurses’ intent to stay.
Nurse leaders can modify the way they interact with other nurses
to promote team building and cohesion. Nurse leaders can facilitate
positive changes within the organization and work environments,
such as promoting professional development, effective staffing ratios,
and a safe work environment. Nurse leaders can support nurses when
external events occur, such as having to act as caregivers for their own
families.
No nurse leader ever arrives; it is a constant process of learning
and developing. Nurse leaders should reflect on their actions,
decisions, and impact on others. Nurse leaders are
in a position to be the change agents for creating environments where
nurses want to stay.

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Amid concerns that the NMC’s English language standard for overseas nurses is too high and a significant barrier to recruitment, employers are urging the regulator to think again.
Nurses feel apprehensive about their results having sat the International English Language Testing System (IELTS). It also costs several hundred pounds to take the test, a significant amount of money.

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The retirement transition phase for the estimated 80,000–100,000 Australian Generation X nurses is due to begin in 2025, the year by which it is estimated that at least 110,000 nurses are required for the viability of the Australian health workforce. The need to evaluate their intention to turnover will inform part of the solution to a potential nationwide workforce crisis.

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Many factors influence why a nurse makes the decision to leave an NHS post and in a time of both financial constraints and nurse shortages, retaining staff numbers is of significant importance. This paper explores how empowering nurses through continuing professional development might aid nurse retention specifically in the area of neonatal intensive care.

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This article aims to examine the relationship between nurse knowledge, work environment, and registered nurse (RN) turnover in perinatal hospice and palliative care organizations. The findings revealed that advanced professional experience in the form of APNs was associated with reductions in RN turnover. This suggests that having a clinical nurse specialist or nurse practitioner on staff may provide knowledge and experience to other RNs, creating stability within the organization.

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