Comments on: The Talent Life Cycle: How Can Hospitals Redefine their Recruiting?

By: Irene Soltis

Irene Soltis — Tue, 21 Oct 2008 17:23:41 +0000

My company has just started medical recruiting for contract and direct hire positions with relocation available working for hospitals. Where are the nurses? I certainlly am surprised to see the salary range for a nurse with three years experience is the same for a nurse with 20 years experience. My question why do we have a shortage of medical personnel?

Thank you and you may reach me at 561-712-0307.

By: Beverlie

Beverlie — Wed, 20 Aug 2008 17:32:05 +0000

During my 30 year nursing career, I have worked in both hospitals and ambulatory surgery centers (ASC). I have worked as a staff nurse as well as nurse manager in both places.
In my experience, the atmosphere is less tense and flexibility is far greater at the ASC’s, therefore providing a friendlier, happier, less stressful work environment. The ASC’s were better able to do flexible time scheduling to accommodate employee’s family/personal situations. This may not have been because it was an ASC but due to good managerial skills, or a bit of both. In either case, the ASC’s tend to have less difficulty hiring and retaining staff than do hospitals.
I think any institution needs a mix of less experienced and ‘well-seasoned’ nurses. Everyone can learn from one another-new or old. This ensures better patient care and continuity.
During the hiring process, there should be free communication between the nursing departments and human resources. If one or the other is dragging their feet concerning a new hire they need to let the another know this in a timely manner. Job applicants need to be frequently appraised of their progress during hiring.
Nursing shortage or not, right now many institutions are trying to get by with less-this means fewer nurses on staff.

By: Margaret

Margaret — Sun, 10 Aug 2008 14:56:21 +0000

The trouble today I see, as a successful and established Bachelor Degreed Nurse, is that hospitals are not doing more to retain or attract “seasoned” RN’s. They pay NEW GRADS in nursing $0.75 less than experienced RNs. How does that make “us” feel? It makes us feel undervalued, dispensible, and replaceable. Would one not think it is more important to have experienced RNs on the floor to help our new grads and patients in the hospitals to have more positive outcomes?

I am a nurse of eight years. I was out of town working as a travel nurse for three years. When I came back home to Louisville, KY it took me over a month to get a call back from prospective hospitals and other hiring institutions. I have found in my town of Louisville,KY getting a position in a hospital is based on who you know. That is sad.