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Tips for Recruiting Nursing Employees
Friday, September 18, 2020


Critical Strategies to Recruit Qualified Nursing Professionals

Preparing for Industry Rise in Healthcare Occupations

It is no secret that the healthcare industry is booming. Demand for qualified and experienced healthcare workers continues to rise, and employment in healthcare occupations is growing. Last year, the U.S. Bureau of Labor Statistics projected employment in healthcare occupations will “grow 15 percent from 2019 to 2029, much faster than the average for all occupations, adding about 2.4 million new jobs.” These jobs will include many common positions in the senior care industry, including home health and personal care aides, licensed practical nurses (LNPs), nurse practitioners, and nursing assistants and orderlies.

With high demand for healthcare employees, finding the best nursing candidates for your senior living facility will not be easy. The cycle of recruitment and retention will continue and must be an ongoing priority. Last month, we discussed the importance of employee retention. This month, we have identified some top strategies for recruiting nursing employees.  

Use smart recruiting tools.

You want to create the highest-quality candidate pool possible. Make sure your screening policies and procedures follow industry best practices and are designed to attract highly qualified candidates. Think creatively about which digital ad channels and other marketing tactics will make the most sense for reaching your desired candidates.

Showcase your benefits package.

You want to hire the best, and nursing candidates want to work for the employer that will treat them the best. Make sure that an attractive benefits package, including salary, healthcare benefits, and any other incentives like retention bonuses, is front and center in your recruiting efforts.

Utilize the interview process fully.

If you have succeeded in bringing in the best applicants for interviews, make sure to use the time you have with candidates wisely. Measure candidates’ compatibility for the role, their skillset, and their unique talents and strengths.  

Have a retention strategy and process in place.

Once you bring on a new hire, he or she should immediately be nurtured and supported. Consider how you will make new employees feel welcome from their very first day on the job. Give them responsibilities during their training to ensure they feel useful and satisfied in their roles. You might also introduce employees to other seasoned nurses who can provide mentorship.

As we look toward 2021, nursing recruitment and retention will continue to be key for our industry. If we can serve as a resource for your senior living community, please don’t hesitate to contact us.



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