"By 2020, the gap between demand and supply will grow to an estimated 258,000 RNs — nearly three times larger than any shortage experienced in this country in the past 50 years."
 

Peter I. Buerhaus, Valere Potter distinguished professor of nursing and director of the Center for Interdisciplinary Health Workforce Studies at Vanderbilt University Medical Center in Nashville, Tenn.  Reported on Nurse.com

There are few problems more alarming in this country than the nursing shortage. The implications have far-reaching impact on quality of life and the health of this nation.

Reasons for the Shortage of Nurses

• Smaller number of nurses in the workforce

• Nurse workforce growing older

• Weak leadership, poor management styles, and resistance to changing culture

• Increased pressures on nurses in the workforce

• Explosion of career opportunities for women – failing to attract men

• Growing demand for nurses in alternative health care settings

• Frustration with the work environment

Nurse Retention and Recruitment Issues

• More cost-effective to work on retention of nurses

• Costs of about $30-60,000 to replace a typical RN who leaves

• It costs $185,000 to replace a critical care nurse

• Average turnover rate for registered nurses in 2000: 21.3%

• National nursing vacancy rate of about 13% (Nursezone.com)

• 50% of work-life satisfaction determined by relationship with the boss

• Enrollment in RN programs has declined by 50,000 or 22%, since 1993 (2001 Testimony by AHA before U.S. State House of Representatives)

• The number of RN under the age of 30 dropped by 41% from 1983-1998 (JAMA, June 2000)

• Average age of a RN is 43 years old (AHA)

Considerations for Retention and Recruitment Strategies

• Rethink advertising strategy – target and advertise:

• ’Career-focused’ nurses – professional advancement opportunities, facility’s reputation, technological opportunities
  ‘Job-focused’ nurses – flexible hours for working mothers, convenient locations, good pay

• Consider different needs of different generations

• Millennial Workforce:

  • Value independence, the opportunity to learn and develop their skills, ability to define and solve problems at their own paces

  • Want to have fun and enjoy their work

• Strategies that focus on truly improving the workplace – things that give job satisfaction, e.g. patient education

We have prepared a free report listing some of our research surrounding nursing recruitment and retention. It is free of charge and immediately available to you when you click on the button.

Includes:

• Retention strategies/programs

• Employee recognition and incentive awards programs

• 10 Benchmark case studies

• Source list and links to other related websites

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