Category: Nursing Recruitment

Leading NHS trusts are recruiting charge nurses using an interview technique that focuses on innate strengths rather than competencies. The approach recognises that even a great nurse will struggle in the wrong job.
Senior nurses say it is clear when a ward is well run by a good sister or charge nurse. But it is also obvious in units where standards are not what they should be that some ward sisters or charge nurses underperform. It is clear that recruitment to this role – which is so vital for patient safety and experience – is not always a success.

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A departing nurse director has spoken at the RCN congress of the ‘anxiety of individuality’ sometimes felt in senior roles such as hers. Heather Caudle is leaving her position as chief nurse at Ashford and St Peter’s NHS Foundation Trust, Surrey, to take up the role of director of nursing for improvement at NHS England.

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The transition of graduate nurses to practice has been identified as challenging. Graduate nurses report feeling stressed, ill prepared, and having intentions to leave jobs and the profession. Concerns of intentions to leave are worrisome for the nursing profession, especially when faced with the need to replace an aging nursing workforce, and to maintain quality patient care.
Based on the findings of this Canadian thesis a number of implications targeting graduate nurse transition and retention at nursing practice, education, research and policy levels are proposed.

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Concern about the effect of Brexit on the UK nursing workforce could intensify, with new figures showing fewer EU nurses in post at certain NHS trusts and fewer registering to work in the UK.

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Nurses working in the London area have benefited from a London ‘weighting’ for as long as many can remember. It can be the difference between being able to live and work in the capital and being forced to move elsewhere by the high cost of housing.

London is by no means the only city where workers struggle to afford rents or buy their own home. NHS employers in property hotspots such as Oxford are now considering paying a premium to attract and retain nurses

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This article examines the lived experience of choosing professional nursing as a career and explores the effect of public perception of nursing on this choice in order to inform effective recruitment and retention strategies. This was done using a feminist phenomenological approach.

The results showed that for these participants, the choice of nursing as a career bespoke a passion that had been affected but not yet eclipsed by conflict, compromised fulfilment and the internalization of nursing and gendered stereotypes directly influenced by the image of nursing.

Five themes emerged from the data: Up-close and personal/exposure and connection, The image of nursing, The conflict inherent in nursing, Recruitment, and Retention and the work environment.

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Nursing is a stressful occupation, which can often lead to compassion fatigue (CF)
and turnover intention (TI). When their basic psychological needs (BPN) of competence,
relatedness, and autonomy are not met, registered nurses (RNs) are more likely to experience CF and TI. Amid projected nursing shortages, the loss of these health care providers may threaten the quality of patient care. Although there is research on basic psychological needs and their relationship with well-being and functioning, research is lacking on the relationship between BPN satisfaction, CF and TI among registered nurses.

Results show that that only 2 predictors, competence and autonomy, significantly predicted turnover intention. The thesis also revealed that the basic psychological needs of autonomy and competence were related to compassion fatigue, and all three BPN were related to TI.

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The purpose of this study was to examine the importance of factors related to nurse retention. Retaining nurses within the healthcare system is a challenge for hospital administrators. Understanding factors important to nurse retention is essential. Clinical and managerial competence, engagement with their employees, and presence on the unit are keys to retaining a satisfied nursing workforce.

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This article aims to investigate the lived experience of the graduate registered nurses who are male with view of understanding how these newly registered nurses transition into the professional-practice environment and ultimately the nursing profession. Thus opening the discussion on schemes that may assist with future recruitment and sustainability of males entering the nursing workforce.
Nursing leadership at all levels is at the forefront of recruitment and retention of nurses. Support for newly graduated nurses in promotion of a proactive and engaging nursing profession and investment in leadership programs, especially of the minority groups such as men, cannot be underestimated.

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The NHS in England has 24,000 vacancies for nurses, leaving many trusts with more than 200 posts vacant. But the cumulative impact of a number of factors – from an ageing workforce and pay restraint to Brexit – could make staff shortages a great deal worse in the near future.

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