It’s taken some time but you’ve got the perfect candidate. You offer them that all important job and they decide to take it. It’s going well and your recruiting record seems secure. Or—maybe not.
It is a common and frustrating problem for employers to be stuck with the wrong people for job positions, but it is easy to forget that the hiring process begins from the very first instance that a job post is offered. There are some ways to prevent disappointment down the road simply by streamlining and fine-tuning existing recruitment beliefs and processes.
A well-thought-out employee referral program can be a great resource for recruiting future employees. Here, the employees can refer their family members or friends for any open position. Usually, the employees, whose referrals are hired, receive a type of incentive such as a bonus, dinner with their supervisor, or even a paid day off.
The process of recruiting nursing faculty has changed in recent years because most nursing schools are experiencing a shortage of qualified candidates. A poll from 2004 and again in 2010 show today that there is a 11.4% drop in the amount of the new nurses. Because of this drop in new talent, many nursing programs are trying to compete with other nursing schools for recruiting nursing faculty and are using many new techniques to improve their recruiting processes. Times do change and since it is becoming harder and harder to attract new nursing instructors, they are starting to think outside of the box. Many universities are turning to social media to get the job done in order to attract new faculty of all kinds.
The hard truth about the healthcare industry is that it is understaffed. The amount of nursing and allied health educators and administrators is not enough to cater to the needs of the increasing retiring population. Finding, hiring, and retaining new skilled nurse educators and administrators continues to happen. The challenge becomes even more daunting when a university lacks the budget to recruit the most qualified candidates.
It wasn’t long ago that recruiting meant ads in the newspaper or at the very least, magazines. Enter the internet where we had pages such as Monster.com and others that allowed us to put up those ads to help us to recruit the people that we needed for the jobs that were open.
One of the main assets that many nursing programs are using today to recruit nurse and allied health educators is the use of social media. In years past, many young nurses would find a job straight out of college and work at a hospital facility for a good part of their career. In recent years, however, that trend has changed leaving a nursing shortage. In a poll from 2004-2005, 88.8% of new nurses were working in a hospital, however, in 2010-2011 only 77.4 % were working at hospitals. Because of this trend, many nursing programs are looking for new ways of recruiting nurse educators and administrators. Over the years, they have employed multiple techniques to recruit staff, with one of the most popular ways today being the use of the social media.