Nursing Recruitment Process Analysis


In recent years, it is becoming increasingly clear that recruitment of nurses into the nursing profession is of fundamental importance if employers and healthcare organizations are to effectively deal with the issues of retiring workforce and poor retention (Mullenbach, 2010). The importance of recruitment in today’s healthcare environment is further reinforced by the fact that the process is necessary in bringing the necessary talent into the organization (Hutchinson, Brown, & Longworth, 2012), and also in positively impacting other outcomes such as patient-centered care, application of evidence-based practice, interprofessional teamwork, as well as quality improvement (Finkelman, 2012). The present paper discusses some pertinent issues related to the nursing recruitment process.

Steps of the Recruitment Process

The recruitment process must follow pre-determined procedures and processes to ensure that employers and healthcare institutions develop the capacity to attract, employ and retain the best talent. The five steps involved in most recruitment processes include (1) recruitment planning – drafting a comprehensive job specification for the vacant position and outlining its major and minor responsibilities, skills, qualifications and experience, (2) strategy development – devising a suitable strategy for recruiting the candidates in the organization, (3) searching – attracting job seekers to the organization through the use of internal as well as external sources, (4) screening – filtering job applicants on the basis of eligibility and suitability for possible selection, and (5) evaluation and control – undertaking an assessment of the whole recruitment process due to cost considerations and other factors (Fallon & McConnell, 2012; Finkelman, 2012).

Importance of Involving Nursing Staff in Recruitment

It is important to involve nursing staff in the recruitment process for a number of reasons. First, nursing staff members have a better understanding of the roles, goals, and objectives of the position to be filled, hence the need to include them to ensure that the best talent is selected. Second, by virtue of their day-to-day involvement in the healthcare system, existing nurses are able to provide a clear definition of the required skills for particular roles and also to offer practical skills assessment of potential candidates during the recruitment process (Fallon & McConnell, 2012). Such involvement may be instrumental in screening potential job applicants who may hold correct qualifications but nevertheless lack the competencies or levels of competence necessary for the job. Finally, involvement is important to ensure employee retention as experienced staff members are more likely to pinpoint the right skills mix for the position than the recruiting executives. Nursing members of staff may be involved by having them sit in recruitment panels and inviting them to pre-recruitment meetings to share their thoughts.

Strategies for Welcoming Potential Staff Members

In developed countries, employers and healthcare organizations are finding it increasingly difficult to attract nursing professionals into existing job positions due to factors such as high workload, low satisfaction with the job, lack of management participation in addressing nurse issues, and absence of perceived wage competitiveness (Kash, Naufal, Cortes, & Johnson, 2010). Consequently, employers must develop innovative strategies aimed at attracting and welcoming potential staff members during the hiring process. Some of these strategies include (1) using clinical observation to recruit as opposed to direct interviews, (2) providing a positive interview environment, (3) ensuring that potential staff members are made aware of the underlying benefits such as emerging leaders program and employee recognition program, and (4) demonstrating to the potential staff members that the recruiting organization maintains an open-door policy in communication and engagement (Sutherland, 2012).


This paper has discussed some important issues related to the nursing recruitment process. Drawing from the discussion, it can be concluded that recruitment is an extremely important process for nurses as it determines a whole range of factors including turnover, skills and competence, quality improvement, as well as effectiveness of patient-centered care.


Fallon, L.F., & McConnell, C.R. (2012). Human resource management in healthcare: Principles and practice (3rd ed.). Burlington, Massachusetts: Jones & Bartlett Learning.

Finkelman, A. (2012). Leadership and management for nurses: Core competencies for quality care (2nd ed.). Upper Saddle River, NJ: Pearson Education.

Hutchinson, D., Brown, J., & Longworth, K. (2012). Attracting and maintaining the Y generation in nursing: A literature review. Journal of Nursing Management, 20(4), 444-450. Web.

Kash, B.A., Naufal, G.S., Cortes, L., & Johnson, C.E. (2010). Exploring factors associated with turnover among registered nurse (RN) supervisors in nursing homes. Journal of Applied Gerontology, 29(1), 107-127. Web.

Mullenbach, K.F. (2010). Senior nursing students’ perspectives on the recruitment and retention of medical-surgical nurses. MEDSURG Nursing, 19(6), 341-344. Web.

Sutherland, C. (2012). How clinical observation enhances recruitment and selection. Nursing Management, 19(7), 34-37. Web.