RECRUITMENT AND SELECTION

Nursing Recruitment and Selection



Abstract

In this study we try to explore the concept of Nursing Recruitment and Selection in a holistic context. The main focus of the research is on Recruitment and Selection in the field of Nursing. The research also analyzes many aspects of Recruitment and Selection and tries to gauge its effect on Nursing.

Table of Contents

Abstract2

Introduction4

Manuscript 14

Manuscript 25

The Shortage of Registered Nurses6

Nature and Future of the Nursing Shortage6

Impact of the Nursing Shortage7

Selection Strategies8

Nurse Faculty Recruitment and Selection9

Job Satisfaction11

Conclusion12

References13

Nursing Recruitment and Selection

Introduction

Due to the nursing shortage, it is critical that organizations employing nurses address the issue of nursing recruitment and selection. Health care spending in the U.S. represented 17.6% of the gross domestic product in 2009 and is projected to approach 20% by 2019. The aging of the population contributes to this trend. As the population increases, and ages and as new advances are made and treatment options multiply, accelerated utilization of health services occurs. The population over 65 currently uses twice as many medical services as those under 65. By 2030 more than 71 million Americans will be over 65 years old, double the number in 2000, driving up the demand for health care services proportionately (Kimball & O'Neil 2007, 45).

The health care industry is expected to produce 3.2 million new jobs in the next decade, 44% of which will be for registered nurses, physicians and pharmacists. Registered nurses (RN), primary care physicians (PCP) and pharmacists are core professionals in the provision of basic health care. As the aging U.S. population continues to increase the demand for healthcare, it drives up the need for these critical professionals.

Manuscript 1

The population of the United States is aging, driving up the demand for healthcare services and the need for registered nurses to meet the demand. Nursing education will have to increase the number of new nurse graduates by 30% a year over the next decade. Building the nursing education workforce has thus become imperative. Little is known about the effectiveness of the many nurse faculty recruitment and selection strategies being tried. This descriptive study used an Internet survey to ask teaching nurse educators what they believe are effective strategies to increase the number of nurse faculty. More than 2,100 ADN, BSN, Master's and doctoral nurse educators from every region of the U.S. participated (Buerhaus, Staiger & Auerbach 2009, 90).

Though the vast majority of the participants were white females over age 46, the proportions of men and minorities in the group under age 46 were twice that of the proportions of men and minorities in the group age 46 and over. They said they became nurse educators to work with students and to help shape the nursing profession. They identified 11 effective recruitment strategies and 14 effective strategies in selection. They confirmed that compensation inequities threaten the future of the profession. They recommended further study in building diversity, collaborative practice relationships and salary parity while further evaluating the effectiveness of recruitment and selection ...