Advocate Search Group recruits the top Nurse Educators for our client colleges, universities, research hospitals, and academic medical & health sciences centers.

Colleges thrive when the best talent has been drawn into the fold. Without effective management and support staff, an educational institution would find it extremely difficult to operate in the most effective manner possible. Doing what is required to attract top talent must become a top priority. This means effective work must go into properly branding the university’s Nursing Program.

Branding a college is commonly — and rightfully — thought of as a means of marketing a college. Marketing is not a process exclusively directed towards students. Branding also plays a major role in making top employees want to be affiliated with a college or university.

Top Recruits and Top Nursing Programs

Not everyone who would be interested in a job offer actually need a job offer. A skilled Nurse Educator or Administrator knows to keep his/her options open. This means an eye should be out for a better opportunity even when employed in a good job. An employee is not likely to leave a high-profile job for a college with a weak reputation. Nursing Program’s perceived as weak do need to work at raising their profile. Doing so improves the chances top recruits will take offers seriously.

And remember, there are other Nursing Schools out there with an interest in top recruits.

Competition for Talent

The best recruits are among the most noticeable ones. Exceptional skills, talents, and abilities do let them stand apart from crowds. As a result, other universities are going to try and hire them. An educational institution with a weak brand or reputation is going to have a lot of trouble beating out a university that has a stellar one. For this reason alone, a university has to work very hard at bumping up its reputation and brand.

Money is Not Enough

Money means a lot. Employees are not likely to depart a job for less money unless extenuating circumstances (i.e. poor treatment, relocation of spouse, etc.) lead them to making the jump. Short-term money gains, however, are not likely to sway a savvy employee. Career-minded persons surely have long-term goals in mind.

Long-term growth means a lot to a smart employer. A college that grows in the market and becomes a significant “player” in a particular industry has the potential to financially “care for” a top employee. In addition, the high-profile nature of the college would increase the contacts and professional experience of the employee.

Yes, a nice money offer could provide immediate benefits. Long-term benefits may end up being a huge question mark. That question mark could steer would-be Nurse Educators away from a college with a weak brand.

A Point on Branding

There are scores of steps a Nursing Program can take to better brand itself in the market. Consistently publishing press releases online touting the wonders of the Nursing Program’s recent students successes would be a good plan. Expanding marketing strategies to raise the university’s position in the market remains wise as well.

Ultimately, promotional tactics won’t work if the college’s Nursing School is not really doing well business-wise. In order to draw in quality employees, a Nursing Program must sustain itself as a consistent success.

Article provided by, Advocate Search Groupa recruiting firm focused exclusively on filling academic nursing program positions throughout the USA

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