Alternative Strategies for Recruitment and Retention One Hospital s

Alternative Strategies for Recruitment and Retention: One Hospital’s Experience Gaye Lynn Ambeau, SPHR Tracy Harris, RN, BSN

The Latest Challenges n Katrina/Rita Effect 2, 034 RNs – moved out of state n Net loss of 874 RNs n Decreased growth rate in nurse population n Source of Data: 2005 and 2006 LA State Board of Nursing Annual Report

Goal of Hiring Process: The right person in the right job at the right pay

Identify Your Strengths Stability n Market Leader n Culture n Competitive Pay/Benefits n Flexibility n

Identify Your Audience Who should you target in recruiting? n Which strength speaks to your audience? n What is most important to them? n Flexibility n Opportunity to advance n Training n Participation in decisions n Pay n Benefits n

Employment Options Full Time n Part Time n PRN n WOW n Full Time or Part Time – No Benefits n Flex Pool n Temporary In-House Contract n

Design Recruiting Strategy n Traditional Recruiting Tools Newspaper Advertising n Internet Advertising n Job Fairs n

New Grads Internships n Nurse Tech Programs n Partnership with Local Schools n Luncheons / Seminars for Senior Students n Training Programs n Tuition Reimbursement / Assistance Programs n

Experienced Nurses Convert Agency Staff n Selective Direct Mail n Supplemental Staffing Program - My. Bid n

Current Staff Education programs to develop new nurses from great employees n CNA to LPN n LPN to RN n RN to BSN n BSN to MSN n

Question? ? Of all the tools we use to make hiring decisions, which has been proven to be the LEAST predictive of future success?

Interview Process n Past behavior predicts future performance n n Tell me about a time when… Tiered Interview Process Phone Screen n Hiring Manager Interview n Peer Interview n

Determining the Right Pay External Equity – the market n Internal Equity – the people in your organization n

Don’t make an offer until… Reference Check n Criminal History n Drug Test n

Retention Strategies Career Ladders n Shared Governance n Tuition Assistance n Transfer Policies n Ongoing Training n PTO n Spirit Grams n Spirit Chips n Strive for 5 Bonuses n

Share Your Best Practices What strategies have worked for you in attracting and retaining great nurses?

Questions Gaye Lynn Ambeau, SPHR Director, Employment Services Our Lady of the Lake Regional Medical Center 225 -765 -8043 Gaye. Ambeau@ololrmc. com