{"id":12763,"date":"2023-07-31T12:57:09","date_gmt":"2023-07-31T16:57:09","guid":{"rendered":"https:\/\/mediakit.nurse.com\/?p=12763"},"modified":"2025-08-18T12:50:57","modified_gmt":"2025-08-18T16:50:57","slug":"skills-based-hiring-attracts-diverse-nursing-applicants","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/skills-based-hiring-attracts-diverse-nursing-applicants","title":{"rendered":"Skills-Based Hiring Approach Attracts Diverse Nursing Applicants"},"content":{"rendered":"

Nursing leaders are switching to competency-based education, interviewing, and hiring to attract a larger pool of candidates with diverse backgrounds. This skills-based hiring approach is boosting recruitment and retention.<\/strong><\/p>\n

Recruiters and employers are starting to focus on what candidates are capable of and what skills they possess rather than prioritizing experience and education alone. And they\u2019re using skills-based hiring to help.<\/p>\n

\u201cLike many health systems, we have transitioned to competency-based interviewing. We assess soft skills<\/a> to take full advantage of the talent in today\u2019s market,\u201d said Yvonne Mitchell, MBA, Vice President of Talent Acquisition at Johns Hopkins Medicine.<\/p>\n

Competency-based hiring, also known as skills-based hiring, is gaining traction in many industries, including health care. This approach focuses on candidates\u2019 clinical knowledge, abilities, and competencies rather than prioritizing their education or years of work experience.<\/p>\n

Not all nursing applicants \u201ccheck all the boxes\u201d for traditional requirements. Competency-based recruitment widens the pool of applicants to nurses from diverse backgrounds. \u201cWe always want to meet our standards, but we have opened our lens a little bit,\u201d reported Kristen George, BSN, MPH, RN, CCRN, a nurse manager at the R. Adams Cowley Shock Trauma Center at the University of Maryland Medical Center in Baltimore.<\/p>\n

As the nursing shortage continues, challenges with identifying nursing talent for current and future roles persist for healthcare recruiters. \u201cAdvertising and reviewing resumes alone cannot bridge the talent gap when care quality is a concern,\u201d said Jennifer Seith, Vice President of Product Management at Relias, Nurse.com\u2019s parent company. \u201cOur goal at Nurse.com<\/a> is to offer career and workforce enablement by understanding the needs of both our nurses and customers and bridging those gaps.\u201d<\/p>\n

\u201cBuilt on a foundation of millions of continuing education course completions, our new matching technology finds nurses based on skills, competencies, and experience attained, and delivers them directly to recruiters and employers,\u201d Seith said. \u201cOur solution hinges on truly understanding nurses\u2019 desires and behaviors and recognizing skills that can influence future talent mobility.\u201d<\/p>\n

Nurse recruiters, hiring managers, and nursing executives are embracing the advantages of skills-based hiring.<\/p>\n

1. A wider, more diverse applicant pool<\/h2>\n

Traditional hiring practices created obstacles for some nurse applicants. \u201cWe need to increase our sensitivity \u2014 and decrease our specificity,\u201d George said.<\/p>\n

Previously, hiring managers looked for specific unit types. Not all nurses have two years\u2019 experience on a critical care unit at a teaching hospital, for example. In the past, managers hiring for a critical care unit might have ruled out those applicants. \u201cOften, we overlooked experience in other units that required a high level of critical care thinking,\u201d George said.<\/p>\n

Leaders are increasingly recognizing that nurses can learn technical skills on the job. \u201cToday, most hospitals are willing to train on specialty units, both for new nurses, and nurses with very little experience,\u201d Mitchell said.<\/p>\n

2. Best-fitting applicants matched with the right roles<\/h2>\n

Even if the applicant doesn\u2019t meet traditional criteria, the nurse might be a great fit for the unit. Some applicants have expertise in specific medical conditions \u2014 neurotrauma, cardiac surgery, or surgical patients, for example. An in-depth understanding of the physiology of these patient populations demonstrates an ability to cross over to other nursing specialties.<\/p>\n

\u201cWe are trying to get the best from every person and really build a unit with people from a variety of backgrounds and variety of experiences,\u201d George offered.<\/p>\n

Johns Hopkins\u2019 hiring managers still want to see basic clinical competence but spend more time getting to know candidates. They look for skills like communication, empathy, critical thinking, collaboration, adaptability, resilience, and professionalism.<\/p>\n

\u201cThe right person for the role is critical. And that perfect person is no longer defined by how much they know \u2014 but rather how well they treat our patients, how they treat one another, how they partner when things do not go as planned, if they are flexible and adaptable, and how they communicate,\u201d Mitchell said.<\/p>\n

If the applicant is the best fit for the unit, that nurse is more likely to be successful. \u201cHaving the right people \u2014 the right team, the right leader \u2014 is really the golden ticket in terms of higher engagement and lower turnover,\u201d Mitchell said.<\/p>\n

3. Ongoing professional development<\/h2>\n

On paper, some applicants may not seem as skilled as others. They may lack experience with invasive monitoring, cardio-pulmonary bypass, or intra-aortic balloon pumps, for instance. Today\u2019s nursing recruiters aren\u2019t so quick to rule those nurses out.<\/p>\n

\u201cIf they have critical thinking, good communication, and emotional intelligence, we can fix the rest. We can get them there so they can be successful in the unit,\u201d George said.<\/p>\n

Of course, nursing applicants don\u2019t need to possess many individual skills, but rather a baseline. \u201cWe don\u2019t expect everyone to come in with every advanced skill we use in the unit,\u201d George said.<\/p>\n

This gives nurses the chance to grow into areas of nursing they may have been overlooked for. \u201cSimply being hired to a unit and engaging in one field of nursing does not mean one is bound to it. It should be thought of as more of a continuum,\u201d George observed.<\/p>\n

At Johns Hopkins, the attitude is that skills can always be taught. This approach allows many applicants to be hired who otherwise would not have even gotten an interview. Many of those applicants are now highly successful nurses. \u201cNurses can enter into organizations where they may not have had a chance and absolutely shine,\u201d Mitchell said.<\/p>\n

Once hired, nurses at Johns Hopkins can take advantage of competency-based clinical ladders. \u201cNurses can ascend as their skills grow,\u201d Mitchell said.<\/p>\n

Interviewing is revamped with skills-based hiring<\/h2>\n

New interviewing<\/a> approaches support the move toward competency-based hiring. George is having success with a conversational approach where applicants answer open-ended questions such as, \u201cCan you tell me about the most interesting patient you have taken care of?\u201d<\/p>\n

\u201cWe are trying to parse out those people with a passion for teamwork,\u201d George noted. The candidate knows what the unit is really like. Meanwhile, staff members assess how well the candidate fits into the unit.<\/p>\n

After the interview, applicants spend time on the unit. \u201cSome of them will stay five hours. The ones that stay the longest tend to be the most enthusiastic and learning-oriented nurses,\u201d George said.<\/p>\n

Using this approach, the unit sees high acceptance rates for job offers. Once hired, most nurses stay in their positions for a long time. \u201cIf we can see how they work, and how they think, we\u2019re generally pretty successful. It\u2019s very rare that we hire someone and have a regret,\u201d George said.<\/p>\n

Practice-ready nursing graduates<\/h2>\n

Nursing colleges are also moving away from strictly knowledge-based education, to competency-based education<\/a>. This shift gives students room to enhance their interprofessional experience while improving their clinical judgment. And in 2021, the American Association of Colleges of Nursing released The Essentials: Core Competencies for Professional Nursing Education<\/a> to help define these expected skills.<\/p>\n

\u201cInstead of faculty delivering straightforward lectures and students studying for an exam, students must\u00a0demonstrate<\/em>\u00a0that they meet the course objectives,\u201d said Susan L. Bindon, DNP, RN, NPD-BC, CNE, CNE-cl, FAAN, Associate Professor and Director at the Institute for Educators at University of Maryland School of Nursing<\/a>.<\/p>\n

\u201cOne of the main benefits of competency-based education is the mitigation of bias,\u201d Bindon asserted.<\/p>\n

Students are all expected to demonstrate the same competencies by the conclusion of the program. \u201cThe end result is a practice-ready graduate with the confidence and competence to join the workforce,\u201d Bindon said.<\/p>\n

For more information on Nurse.com\u2019s skills-based talent marketplace or to build your custom talent acquisition solution package,\u00a0contact us<\/a>\u00a0today.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

Prioritizing education and experience alone may be a recruiting strategy of the past. Learn how skills-based hiring can open doors for nursing candidates.<\/p>\n","protected":false},"author":113,"featured_media":12767,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[25,27],"tags":[],"coauthors":[1433],"class_list":["post-12763","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nurse-marketing","category-nursing-recruitment"],"acf":[],"yoast_head":"\nSkills-Based Hiring Approach Attracts Diverse Nursing Applicants | Nurse.com Solutions<\/title>\n<meta name=\"description\" content=\"Prioritizing education and experience alone may be a recruiting strategy of the past. 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