2.50
Hdl Handle:
http://hdl.handle.net/10755/161662
Type:
Presentation
Title:
Hospital recruitment strategies and characteristics of nurse applicants
Abstract:
Hospital recruitment strategies and characteristics of nurse applicants
Conference Sponsor:Midwest Nursing Research Society
Conference Year:1991
Author:Skiem, Richele, MBA
P.I. Institution Name:Rush Presbyterian St. Lukes Medical Center, Rush University
Title:Assistant to Vice President of Nursing
Contact Address:1653 W. Congress Pkwy., Chicago, IL, 60612, USA
Contact Telephone:3129426995
The nursing shortage has generated many unique, creative hospital

recruitment strategies, but there is a paucity of information

regarding their relative effectiveness. The purpose of this study

is to investigate the impact on numbers and characteristics of

applicants of a bonus program: $10,000 and $7,500 for one year of

full-time night and evening shift respectively. Data on nurse

applicants from a 6 month period of time in which the bonus program

was in effect (N=542) were compared with data from the same 6

months of the previous year (N=656). Comparisons were also made

between bonus and nonbonus applicants who interviewed during the

bonus period. Results of statistical analyses showed significant

differences in education and in level of experience between

nonbonus applicants of the previous year and bonus applicants as

well as between bonus and nonbonus applicants of the same year.

The results suggest a profile of the bonus applicant nurse as one

prepared at the associate, rather than baccalaureate, degree level.

These results suggest that different recruitment strategies attract

particular kinds of nurses and underscore the need to design

recruitment strategies that accurately reflect the needs and

organizational culture of the hospital.



Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Midwest Nursing Research Society

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleHospital recruitment strategies and characteristics of nurse applicantsen_GB
dc.identifier.urihttp://hdl.handle.net/10755/161662-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Hospital recruitment strategies and characteristics of nurse applicants</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Midwest Nursing Research Society</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">1991</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Skiem, Richele, MBA</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Rush Presbyterian St. Lukes Medical Center, Rush University</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Assistant to Vice President of Nursing</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">1653 W. Congress Pkwy., Chicago, IL, 60612, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">3129426995</td></tr><tr><td colspan="2" class="item-abstract">The nursing shortage has generated many unique, creative hospital<br/><br/>recruitment strategies, but there is a paucity of information<br/><br/>regarding their relative effectiveness. The purpose of this study<br/><br/>is to investigate the impact on numbers and characteristics of<br/><br/>applicants of a bonus program: $10,000 and $7,500 for one year of<br/><br/>full-time night and evening shift respectively. Data on nurse<br/><br/>applicants from a 6 month period of time in which the bonus program<br/><br/>was in effect (N=542) were compared with data from the same 6<br/><br/>months of the previous year (N=656). Comparisons were also made<br/><br/>between bonus and nonbonus applicants who interviewed during the<br/><br/>bonus period. Results of statistical analyses showed significant<br/><br/>differences in education and in level of experience between<br/><br/>nonbonus applicants of the previous year and bonus applicants as<br/><br/>well as between bonus and nonbonus applicants of the same year.<br/><br/>The results suggest a profile of the bonus applicant nurse as one<br/><br/>prepared at the associate, rather than baccalaureate, degree level.<br/><br/>These results suggest that different recruitment strategies attract<br/><br/>particular kinds of nurses and underscore the need to design<br/><br/>recruitment strategies that accurately reflect the needs and<br/><br/>organizational culture of the hospital.<br/><br/><br/><br/></td></tr></table>en_GB
dc.date.available2011-10-26T23:25:06Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T23:25:06Z-
dc.description.sponsorshipMidwest Nursing Research Societyen_GB
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