Practical Guide to Recruitment and Retention: Skills for Nurse Managers

The forecast doesn't look good.A shortage of nurses continues to be a major problem.Facilities like yours are shelling out high salaries and signing bonuses just to get RNs in the door. Unfortunately, that hasn't proven to be enough. Once you get quality nursing professionals in the door, you need to know how to keep them from walking out.Staff in, staff out, staff in, staff out . . . Stop the revolving door from spinning The "revolving door" trend is discouraging, but even more than that it's dangerous. Inadequately staffed facilities run the risk of preventable errors, avoidable complications, and increased length of stay and readmissions. And, many states are considering nurse/patient ratio legislation."A Practical Guide to Recruitment and Retention" is a handy book that provides you with practical, field-tested strategies to attract and, more importantly, retain high-quality nursing and healthcare personnel.Filled with timely, user-friendly ideas, concepts, and tools, "A Practical Guide to Recruitment and Retention" helps today's nurse managers and nurse executives make effective decisions related to recruitment and retention. From recruiting student nurses to confronting troublesome nurses who can cause turnover, this book covers it all.Inside this must-have book you'll find: An in-depth look at youth recruitmentAppropriate methods to recruit and retain every type of nurseTechniques for implementing quality work place improvementsIdeas for recognition and reward programsWays to embrace diversity in the healthcare workplaceNumerous tools, templates, and procedures to adapt to your facilityCase studies that will help drive the messages home and provide evidence of recruitment and retention strategies that work Table of ContentsEmbracing diversity in the workplaceDeveloping Nurse Managers and leadersRetaining and supporting the middle manager level nurseHelping the Nurse Manager "make time" for staffImproving interview skills and hiring techniquesEmployee and family-friendly policies and proceduresExpanding the EAP programFocus on flexible orientation processesSurprising staff with the unexpectedProfessional models of careImplementing quality workplace improvement systemsAssuring interdisciplinary collaborationBuilding collaborative practices between nursing and medical staffMethods that help staff feel a true part of the processProfessional developmentEncouraging your staff to fulfill their career developmentRecognition and reward programs that promote retentionThe senior nurse executive's role in recruitment and retentionEstablishing an educational pipelineWorking with Junior and Senior High SchoolsWorking with nursing schools to secure staffMeasuring recruitment and retention metricsTop ten things to do/not to do in recruitmentWhat's working in the non-healthcare environment Learning ObjectivesIdentify the major disadvantages of high staff turnoverIdentify diversity characteristicsDiscuss strategies for managing diversity in your organizationVerbalize techniques managers can use to leave a perception with staff that you make time for themList warning signs that a manager is in need of support, guidance, and directionDiscuss strategies that promote an employee friendly workplaceDiscuss program examples that leave a perception with staff that their employer is family friendlyIdentify the components of professional models of careDiscuss the benefits of professional models of careIdentify ways to implement quality workplace improvement systemsEvaluate the results of