Burnout and lack of job satisfaction are taking their toll —
64% of nurses are stressed and 57% are exhausted. And almost
1 in 5 nurses leave their first job within the first year.1
When you consider the job struggles and high turnover rate
alongside the average cost of turnover for a staff RN in 2023
($52,350)2, the impact is clear.
Many healthcare organizations are strengthening efforts to support
and encourage nurses throughout their career journeys. They’re
finding that building a culture that attracts and keeps nurses depends
on helping them feel valued, managing conditions that contribute to
workplace stress, and providing clear avenues for growth.
Let’s look at how a multifaceted approach can make a real difference.
Elsevier hosted a virtual roundtable in which five nurse leaders
and Elsevier’s clinical nurse executive, Tammy Purcell, MSN, RNCOB,
shared their challenges, experiences, and strategies for nurse
recruitment and retention.
By 2025, there will be a shortage of 78,610 RNs.4 Strong hiring strategies are needed to help organizations
curtail the nursing shortage today and into the future.
Nurse leaders revealed during the roundtable what they are dealing with as the biggest challenges in
recruitment and orientation, including:
Competitive hiring incentives
Limited pools of candidates
Lack of hands-on experience in new graduate nurses
New grads bypassing residency/orientation to go directly into travel nursing
Underdeveloped communication skills in novice nurses
Nurse leader at non-profit healthcare system in Ohio
Nurses benefit greatly from evidence-based tools, ensuring quality patient care. Empowering them involves timely access to clinical skills, reliable information, and personalized education. These resources enhance nurses' ability to provide top-notch care.
New graduate nurses, with limited clinical experience and heightened anxieties, benefit from a nurse residency program during hiring and orientation. This initiative offers crucial confidence-building through essential clinical exposure opportunities.
Experienced preceptors offer essential guidance, professionally and personally, during onboarding. This vital relationship enables preceptees to collaborate with empathetic colleagues, receive feedback, and get answers to their questions.
Learn about the 2 additional recruitment strategies, as well as retention and leadership growth
Clinical eLearning supports nurses during orientation, residency programs, professional development, and practice improvement.
Nurses seeking career changes can leverage Clinical eLearning orientation courses in several specialties,
including Critical Care, Emergency, Med/Surg, Pediatrics, Neonatal, and Home Health.
Emerging or existing nurse leaders can benefit from courses designed to strengthen their leadership
skills such as becoming a preceptor, charge nurse, NPD practitioner, or nurse manager.
Transition to Practice and Shadow Health are learning and development solutions that help ensure novice nurses are successful at the start of their careers by cultivating a safe space to develop and assess their
clinical reasoning and professional skills.
Clinical Skills allows organizations to promote consistent care by combining evidence-based skills and
procedures at the point of care with continuing education and competency management functionality.
ClinicalKey for Nursing helps nurses of all experience levels expand their knowledge and support consistent,
high quality treatment decisions by answering complex questions based on current evidence.
Complete the form for additional information on these solutions.
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