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.

One of the new recruiting techniques that many institutions are implementing is the use of social media to help with their recruitment. While these may seem like unlikely allies, Twitter, Facebook, and LinkedIn tend to have their advantages. Many nurse educators will have an account on one or all of these platforms, so creating sites that will appeal to them is imperative. These sites can be used to advertise the nursing program’s brand. If the program has a good reputation, it can help gravitate good candidates to their page.

These sites have the potential to direct the candidates to a microsite. These microsites have the potential to group all the specialties into broad groups such as full-time nursing instructors, nurse clinical coordinators, adjunct faculty, Program Chair or Dean of Nursing positions. From there, they can break the jobs down into more detailed listings. The use of video tours and interviews can also be used on these sites. The breakdown needs to include specific reasons why the candidate should choose to work at that university’s nursing program. Make sure to include testimonials from staff and students and a description/introduction to the department.

The site should be as user-friendly as possible because people tend to lose interest fast. Once the college receives an applicant’s information, they can also use social media to make sure the person will be a good fit. The site should have a section that has a contact email so that the applicant can send in a resume or CV. If the nursing school uses just a few simple steps to enhance their site, it can help them to recruit nursing educators and administrators fast and efficiently. Keeping up with the technology of today can definitely benefit a school of nursing when it comes to recruiting nurse educators.

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

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