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Why Interview & Hire New Grads

Charlene Warren, RN, BSN, MPPM Chief Nursing Officer Greenbrier Valley Medical Center. Why Interview & Hire New Grads. Objectives. Identify challenges facing healthcare providers Describe the Long Term Investment in New Graduate Nurses List significant character traits sought .

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Why Interview & Hire New Grads

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  1. Charlene Warren, RN, BSN, MPPM Chief Nursing Officer Greenbrier Valley Medical Center Why Interview & Hire New Grads

  2. Objectives • Identify challenges facing healthcare providers • Describe the Long Term Investment in New Graduate Nurses • List significant character traits sought

  3. Hospital Challenges • Continued: • Decreased reimbursement • Rising costs of technology, pharmaceuticals, overall economy • Pressures to decrease expenses • Pressures to decrease orientation time, particularly new graduates

  4. Long Term Investment • Cost of Hiring • Pre-Employment = $1,750 • Interviews with Nurse Recruiter, Nurse Leader, Staff Nurses, Human Resources • Employment = $94,845 • Orientation – classroom time, 1:1 with Preceptor on unit • Average New Grad Expense: $96,595

  5. A Strong On Boarding is Vital • 53% of New Grads will change jobs within the 1st year (Hardin-Pierce & Butler 2005) • Satisfaction, retention and commitment increase with strong on boarding program • Job satisfaction a predictor of anticipated turnover • Providers’ responsibility to create a supportive environment • Strength in Preceptor programs creating engagement and commitment

  6. Provider/School Relationship • Strategic conversations & foresight • Open lines of communication • Goals & Expectations both from school and provider • Strategic planning – • Technologic capabilities • Ability to provide strength in experience • Supportive environment

  7. Why Invest in New Grads • Nursing Turnover by 2025 = 260,000 less nurses in profession • Cost of Nursing Turnover • Aging nursing population with 55% of respondents to one survey retiring between 2011 & 2020 (Dracup 2007) • Long term investment of a ‘good hire’

  8. Character Traits We Look For: • Dependability • Energy / Enthusiasm • Inquisitive • Self-aware (self-confident) • Passion for caring for people • Desire to make a difference • Ability to critically think

  9. References • Solem, Kara. Stuart, Tammy, MS RN. “Examining the Transition for New Graduate Professional RN. Journal of Nursing • Arnold, Jean W. BSN, RN. (2012)“Cost of Hiring Nurses”. ADVANCE for Nurses. http://nursing.advanceweb.com/Features/Articles/Cost-of-Hiring-New-Nurses.aspx • vanWyngeeren, Kristin, BSN. Stuart, Tammy. “Increasing New Graduate Nurse Retention from a Student Nurse Perspective”. Journal of Nursing. http://rnjournal.com/journal-of-nursing/increasing-new-graduate-nurse-retention-from-a-student-nurse-perspective. • Beecroft, Pauline C. Dorey, Frederick. Wenten, Made. (2008). “Turnover intention in new graduate nurses: a multivariate analysis”. Journal of Advanced Nursing. 62 (1): 41-52.

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