{"id":12821,"date":"2022-08-24T12:19:02","date_gmt":"2022-08-24T16:19:02","guid":{"rendered":"https:\/\/mediakit.nurse.com\/?p=12572"},"modified":"2023-09-21T11:46:25","modified_gmt":"2023-09-21T15:46:25","slug":"nursing-shortage-recruiting","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/nursing-shortage-recruiting","title":{"rendered":"Consider the Nursing Shortage in Recruiting Efforts"},"content":{"rendered":"<p><strong>Recruiting and retaining nurses has become an increasingly difficult task due to an ongoing nursing shortage in 2022. A variety of factors have converged to facilitate this shortage, leaving hospitals and smaller practices across the country unable to hire enough staff. <\/strong><\/p>\n<p>To provide patients with the vital care they need to survive, recruiters and healthcare leaders must learn how to address the nursing shortage head-on. Being aware of the current trends in nursing recruitment gives you an edge in recruiting and retaining top talent.<\/p>\n<h2>Is there really a nursing shortage?<\/h2>\n<p>Nursing shortage statistics confirm that the healthcare industry is facing an urgent need for additional nurses. And, according to the\u00a0<a href=\"https:\/\/www.aacnnursing.org\/News-Information\/Fact-Sheets\/Nursing-Shortage\" target=\"_blank\" rel=\"noopener\">American Association of Colleges of Nursing (AACN)<\/a>, the current shortage of RNs in the U.S. is only expected to increase as the need for healthcare expands and Baby Boomers age and ultimately retire. By 2022, there will be far more RN jobs available than any other profession. With more than 500,000 seasoned nurses leaving the profession (to retire) by 2022, the U.S. Bureau of Labor Statistics projects the need for\u00a0<a href=\"https:\/\/www.nursingworld.org\/practice-policy\/workforce\/\" target=\"_blank\" rel=\"noopener\">1.1 million new RNs<\/a>\u00a0for expansion and replacement of retirees.<\/p>\n<p>In fact, by 2026, the Bureau of Labor Statistics\u2019\u00a0<a href=\"https:\/\/www.bls.gov\/ooh\/healthcare\/registered-nurses.htm\" target=\"_blank\" rel=\"noopener\">Employment Projections 2016-2026<\/a>, lists RNs among the top occupations in terms of job growth, expected to reach 3.4 million by 2026 \u2014 equaling 438,100 new registered nurses, a roughly 15% increase. This estimate, however, does not include the Bureau\u2019s\u00a0<a href=\"https:\/\/www.bls.gov\/careeroutlook\/2018\/article\/bachelors-degree-outlook.htm#Healthcare%20and%20science\" target=\"_blank\" rel=\"noopener\">projected need<\/a>\u00a0for an additional 203,700 new RNs each year (through 2026) to account for the Baby Boomers\u2019 retirement rate and standard demand for newly created positions. The nursing community is working collaboratively to address the nursing shortage hospitals are facing, as the crisis is only growing.<\/p>\n<h2>Why is there a shortage of nurses?<\/h2>\n<p>To effectively address the nursing shortage, hospital administrators must first understand why it exists in the first place. There is no single explanation for the shortage, but rather a variety of factors working together to compound the problem, including:<\/p>\n<p><strong>Demographic Shifts:<\/strong>\u00a0By 2030, an estimated\u00a0<a href=\"https:\/\/www.aacnnursing.org\/News-Information\/Fact-Sheets\/Nursing-Shortage\" target=\"_blank\" rel=\"noopener\">82 million Americans<\/a> will be over the age of 65. As the baby boomer generation enters retirement age, an increasing number of nurses across medical fields \u2014 from urgent care to palliative care \u2014 will be needed to accommodate them. At the same time, the U.S. could see a deficit of <a href=\"https:\/\/www.mckinsey.com\/industries\/healthcare-systems-and-services\/our-insights\/assessing-the-lingering-impact-of-covid-19-on-the-nursing-workforce\" target=\"_blank\" rel=\"noopener\">200,00 to 450,000<\/a> RNs by 2025. If demand for nurses outgrows the number of nurses available, healthcare facilities across the country will be without adequate staffing numbers.<\/p>\n<p><strong>Educational Challenges:<\/strong>\u00a0As the demand for nurses increases, the number of young people entering nursing school\u00a0<a href=\"https:\/\/www.aacnnursing.org\/News-Information\/Fact-Sheets\/Nursing-Shortage\" target=\"_blank\" rel=\"noopener\">is also rising<\/a>. At first glance, this trend appears to address the nursing shortage, but the AACN warns that many nursing schools do not have the resources needed to meet demand, ultimately exacerbating the\u00a0healthcare labor shortage.<\/p>\n<p>According to the association\u2019s 2019-2020 report on baccalaureate and graduate nursing programs, U.S. nursing schools turned away\u00a0<a href=\"https:\/\/www.aacnnursing.org\/Store\/product-info\/productcd\/IDSR_20ENROLLBACC\" target=\"_blank\" rel=\"noopener\">80,407 qualified candidates<\/a>\u00a0in 2019 due to an insufficient number of faculty, clinical sites, classroom space, and clinical preceptors, as well as budget constraints. In fact, nearly two-thirds of survey respondents said they could not accept qualified applicants into their nursing programs due to a shortage of faculty and\/or clinical preceptors.<\/p>\n<p><strong>High Turnover:<\/strong>\u00a0Another factor contributing to the nursing shortage is high turnover within the industry. In 2019, average turnover rates were\u00a0<a href=\"https:\/\/www.nsinursingsolutions.com\/Documents\/Library\/NSI_National_Health_Care_Retention_Report.pdf?utm_source=link_wwwv9&amp;utm_campaign=item_296198&amp;utm_medium=copy\" target=\"_blank\" rel=\"noopener\">15.9% for registered nurses<\/a>\u00a0and 26.5% for certified nursing assistants. Emergency room nurses exceeded the national average with a turnover rate of 18.5%, followed closely by critical care nurses at 18.1%. According to the research, new nurses are particularly prone to turnover, with 27.6% of all new hires leaving their roles within a year.<\/p>\n<h2>How to effectively recruit nurses<\/h2>\n<p>Recruiters and healthcare leaders facing a shortage of nursing applicants should consider adjusting the <a href=\"https:\/\/mediakit.nurse.com\/dont-underestimate-importance-of-updating-job-descriptions\/\">requirements<\/a> embedded in the nursing recruitment process. Many hospitals require candidates to have multiple years of experience before they are even considered a viable applicant. This leaves countless\u00a0entry-level nurses\u00a0who are eager to learn and serve their communities without a place to practice. By hiring emerging professionals, hospitals can effectively expand their staff while investing in their future.<\/p>\n<p>Hospitals must also learn how to market themselves to further improve the hiring process. For healthcare institutions in states experiencing a shortage of applicants, that means finding ways to set themselves apart from the competition. Establishing a healthy, engaging workplace environment, one that promotes teamwork, work\/life balance, and learning opportunities may be the best recruiting strategy for nurses.<\/p>\n<p>But fostering a supportive work environment isn\u2019t just about strong nursing recruitment \u2014 it\u2019s a way to reduce turnover, too. Signing bonuses, competitive salaries, professional development opportunities, and mentorship programs are all effective ways to\u00a0<a href=\"https:\/\/mediakit.nurse.com\/how-covid-19-will-influence-nurse-recruitment\/\">attract new nurses<\/a> and retain existing ones.<\/p>\n<h2>Recruit new employees with confidence<\/h2>\n<p>If you\u2019re challenged by how to deal with staff shortages in nursing, you\u2019re not alone. Recruiters across the country are striving to understand how to recruit and retain nurses in a highly unpredictable market.\u00a0Healthcare leaders, recruiters, and hiring managers can gain insights from the survey results that can inform your efforts to hire and retain nurses. By understanding what trends are occurring in nurses\u2019 opinions of their roles and their salaries, you can develop strategies that help them feel supported, appreciated, and engaged with your organization.<\/p>\n<p><strong><a href=\"https:\/\/mediakit.nurse.com\/nurse-salary-survey\/\" rel=\"noopener\">Download the report here<\/a><\/strong>.<\/p>\n<p><a href=\"https:\/\/mediakit.nurse.com\/nurse-salary-survey\/\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-12505 size-full aligncenter\" src=\"https:\/\/mediakit.nurse.com\/wp-content\/uploads\/2022\/06\/22-NURSE-ACU-3402-Report-NurseSalaryReport_email600x400-REV-for-Wordpress.jpg\" alt=\"\" width=\"600\" height=\"328\" srcset=\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2022\/06\/22-NURSE-ACU-3402-Report-NurseSalaryReport_email600x400-REV-for-Wordpress.jpg 600w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2022\/06\/22-NURSE-ACU-3402-Report-NurseSalaryReport_email600x400-REV-for-Wordpress-300x164.jpg 300w\" sizes=\"auto, (max-width: 600px) 100vw, 600px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Recruiters and leaders across the country are striving to understand how to recruit and retain nurses in a highly unpredictable market during the nursing shortage.<\/p>\n","protected":false},"author":75,"featured_media":12642,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[27,28],"tags":[],"coauthors":[1356],"class_list":["post-12821","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nursing-recruitment","category-nursing-retention"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ 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