Change your Recruitment Outlook: Embark on a Transformation Journey with Lean Recruiting Techniques

Change your Recruitment Outlook: Embark on a Transformation Journey with Lean Recruiting Techniques

In the nurse recruiting industry, the more applicants that you attract, the better. However, hospitals desire quality over quantity. Shifting your recruiting outlook to the Lean principles of recruiting can ensure a qualified pool of nurses.

Lean Thinking: A Resource for All Industries

Toyota Motor Corporation developed Lean thinking as a tool to maximize available resources to provide value. Lean targets are eliminating waste and increasing efficiency in four areas: removing non-valued activities, decreasing wait time, reducing errors, and boosting customer satisfaction.

While nearly 70% of U.S. hospitals implement a process improvement framework in their transformation journey, the extent and experiences differ (source). Only one in eight hospitals are at a mature phase of implementation. A performance management scorecard can align healthcare and recruitment objectives by focusing on specific metrics by like quality of hire and service, efficiency, responsiveness, cost, and productivity.

Streamlining Problem-Solving

Lean thinking draws its power from creating standardized solutions to common problems. However, it’s imperative to persistently reevaluate the metrics to validate progress and find innovative opportunities. Organizations on a Lean transformation journey have positive outcomes like a shorter time to fill available positions and improved nurse retention. Optimal results occur when the hospital culture supports the Lean model from the top to the front lines (source). By applying the Lean principles, recruiters can focus on activities that develop better candidates.

Lean recruiting simplifies methods and improves performance, while cutting costs and providing better patient outcomes. With a looming nursing shortage and healthcare vacancies stagnating across the board, the traditional recruiting model must change. While there is no quick or easy fix to this long-term issue, Lean recruiting is making positive progress.

leanCaitlin Goodwin MSN, RN, CNM is a Board Certified Nurse-Midwife and freelance writer. She has ten years of nursing experience and graduated with a MSN from Frontier Nursing University.    

Recruiting Nurses for Optimal HCAHPS Performance

Recruiting Nurses for Optimal HCAHPS Performance

The first step in improving Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) performance is recruiting nurses with a focus on long-term retention. The national turnover rate for bedside RNs was 16.8% in 2017 with an average associated cost of $38,000 to $61,000 per nurse. Nursing turnover impacts each hospital’s bottom line, with costs averaging from $4.4 million to $7 million annually (source).

Multiple Costs of Turnover

More importantly, high nursing turnover negatively affects morale, quality of care, and HCAHPS scores. When there is a critical acute need to satisfy scheduling demands, hospitals cannot afford the luxury of being proactive in their recruitment efforts. Unfortunately, patching a schedule full of holes causes rapid hiring decisions instead of considering a quality applicant.

There are connections between patient perceptions of their health care experience and nurse staffing ratios. The hospitals with the highest number of nursing hours per patient day consistently rate higher on HCAHPS scores than other facilities. Nurses and patients alike thrive in a positive nurse work environment. But recruiting nurses with long-term retention factors is only half the battle.

Revisiting the Recruitment Process

Health systems have to streamline their recruitment process to re-focus on hiring and retaining nurses with targeted HCAHPs behaviors like responsiveness, ability to listen, and audience awareness. When interviewing candidates, it is essential to identify how the nurse will communicate with and answer patients. Optimal applicants will treat the patient with respect, communicate effectively, and respond quickly.

Hospitals must strive to recruit candidates who are committed to their work, patients, and the organization. When hospitals remain competitive to hire and retain talent, patients stand to benefit. Top-quality employees make for top-quality organizations and nurses are at the forefront.

Caitlin Goodwin MSN, RN, CNM is a Board Certified Nurse-Midwife and freelance writer. She has ten years of nursing experience and graduated with a MSN from Frontier Nursing University. 


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