Staffing for Nursing

STRATEGY FOR RECRUITING NURSES1

JOB DESCRIPTION FOR ADVERTISING THE POSITION2

OPEN ENDED INTERVIEW QUESTIONS4

STRATEGY FOR RETAINING STAFF5

MENTORING PROGRAM FOR NEW NURSES6

ORIENTATION GUIDE FOR NEW HIRES7

Chain of Command8

Rapid Response Team9

Rights of Patients9

REFERENCES13

Staffing for Nursing

Strategy for Recruiting Nurses

Recruitment is the first step towards ensuring a productive and efficient workplace. However, the importance of recruitment is amplified when an organization is recruiting for a position such as that of a nurse, considering the critical nature of the service provided by this profession. Following is a multi dimensional recruitment strategy that can assist in effective and efficient fulfillment of the recruitment goals (Swansburg, 2002).

First, rather than placing costly advertisements, the human resource department should spend some time and resources on coordinating with teachers and professors from educational institutions that train and educate nurses. The same would allow the department to gather information about the current and prospective high performing, capable and talented candidates (Marquis & Huston, 2009).

Second, rather than looking in the market, the organization should solicit referrals from the current nurses in exchange for small monetary compensation. There are several advantages of such an approach. First, it is cost effective. Second, when existing employees refer new employees, they are well aware that the performance of the referred employee will be tied with his or her reputation (Shi, 2010). Therefore, the existing employees try their best to refer only the best employees. Third, since these employees already have a friend within the organization, they socialize quickly and feel more comfortable (Hernandez, 2009).

Third, from time to time, the recruiters should look for prospective candidates within the applications that they rejected in the past. Some nurses are rejected because they do not meet minimum qualifications or skills. However, most nurses that are rejected by any healthcare organization do not sit idly, but they continue to gain experience and improve their skills at other organizations. Some nurses are rejected because the organization feels that the other candidate is more suitable. Therefore, it is always beneficial to spend some time on exploring those old logs in search of any matches for the current jobs (Anderson, et al., 2012).

Lastly, many organizations allow employees from the administration and human resource department to make phone calls to the candidates that are in the process of recruitment. One approach could be to ask the existing nurses to make those phone calls, receive those nurses and deal with them most of the time so that they could feel more comfortable. Furthermore, people in the same occupation and with the same skill set are likely to trust each other quickly (Marquis & Huston, 2009).

Job Description for Advertising the Position

XYZ Healthcare organization requires a capable, talented, enthusiastic and hardworking nurse for the position of lead nurse. The position accompanies with itself competitive payscale, strong growth prospects and fringe benefits. The candidate must at least be a graduate from a nursing school. Experienced nurses will be preferred, but fresh nurses are also encouraged to apply.

The duties of the nurse would include

Extending general nursing care to the ...