Recruiting and Retaining Well-Performing Nurses
Looking for and taking in the finest nursing skills to include in the manpower of an ambulatory surgery facility has always proved to be quite a task, according to the partner as well as managing director at Kaye/Bassman International (a firm specializing in search and recruit) Greg Zoch from Dallas. He said that it is a very decisive step for any industry within the field of surgery.
Tricia Pickford, the vice president for the human resources department at Physicians Endoscopy in Doylestown, Pa., along with Mr. Zoch, talk about several helpful tips for recruiting and keeping the finest nursing talent.
The solution when it comes to employing the most excellent nurses, according to Mr.Zoch, is by having the right kind of recruitment process. So rather than putting up a job advertisement on all online job boards, he proposes a custom approach to which Ms. Pickford agrees, particularly when it comes to employing for single-specialty ASCs.
Ms. Pickford said that posting advertisements on several niche websites shows to have better results. In terms of single-specialty ASCs, it can be difficult to look for exact nursing experience in this specialty. Referral from physicians is also heavily needed.
Mr. Zoch stated that even though job boards work at times, the best way to employ high-quality nurses is by inquiring from your staff for suggestions. He said that the best nurses are contentedly employed, which means the position only gets to them when someone mentions it to them. He also recommends taking your finest staff inside a room and requests them to come up with a list of the nurses that they esteem and would blend well with the group in the surgery center. This is regardless of the desire of the staff nurse to be listed, but more on including on the list those who ideally fit the requirements.
The next action would be to get to the probable applicants with an in-depth message, said Mr. Zoch. As soon as the list is completed, a message beyond the usual description should be made to attract those on the list so that they will want to get in a discussion regarding the opening.
He said that most job description doesn’t really attract people because they are already aware of what they do. The convincing part is who they will soon work with, what they knowledge they can gain, or the kind of cases, if ever there are the innovative ones.
The message should also have a suggestion about the culture at ASC, and it should be a positive one, one that is laid-back or engaging. It is the quality of life that helps to take on a nurse said Ms. Pickford. Nurses who want to have more flexibility can function at an ASC.
Stress the difference in culture
The difference in culture between the hospital and ASC should be stressed, said Ms. Pickford. Nurses do not have to work during holidays, weekends, and beyond 5p.m at the ASC. There is also no call for nurses at the ASC, and it might also give a more family air, given the few employees who work together closely everyday. There is room for more autonomy as well as input as to how the center is managed.
Attract with extra perks
Aside from the culture and salary, benefits like time off can be offered, said Ms. Pickford.
Mr. Zoch recommends providing nurses an additional personal day, and this one isn’t included in their vacation time. Birthday off and also some extra days off may also help a lot, he said.
Another method to employ and preserve nurses is to give them a profit-sharing plan, according to Mr. Zoch. Physicians reserve a definite percent of the profits of the center to be divided by the staff – nurses, administrative staff, and clinical director. The amount that doctors reserve need not be big, but doing it exhibits respect to the devotion that nurses allot the ASC, said Mr. Zoch.
Like what a lot of hospitals offer, continuing education is yet another way to help preserve nurses. It is attractive for staff, said Mr. Zoch. It also serves to help that business by ensuring that the staff has ongoing learning and stay alongside transformations in their field.
Image courtesy of rncentral.com
Daisy Jane Antipuesto RN MN
Currently a Nursing Local Board Examination Reviewer. Subjects handled are Pediatric, Obstetric and Psychiatric Nursing. Previous work experiences include: Clinical instructor/lecturer, clinical coordinator (Level II), caregiver instructor/lecturer, NC2 examination reviewer and staff/clinic nurse. Areas of specialization: Emergency room, Orthopedic Ward and Delivery Room. Also an IELTS passer.
