Recruiting skilled nurses in 2025 requires innovative strategies to meet increasing healthcare demands and shifting workforce expectations.
This article outlines the six best practices every healthcare organization should implement to attract top nursing talent.
From leveraging technology to addressing key challenges, these insights provide actionable steps for effective nurse recruitment today.
Why Hone Your Nurse Recruiting Strategies?
Effective nurse recruitment strategies are vital for healthcare organizations to maintain workforce stability, adapt to changes in the healthcare sector, and ensure quality care for diverse patient populations. Let's take a closer look at these factors below.
Workforce Stability
Maintaining workforce stability is a critical objective for healthcare organizations, directly influencing patient care quality and operational efficiency. High turnover rates among nurses disrupt team dynamics and also escalate recruitment and training costs.
According to the 2024 NSI National Health Care Retention & RN Staffing Report, the average turnover rate for registered nurses (RNs) stands at 18.4%, with associated costs averaging $56,300 per bedside RN.
Adapting to Change
The healthcare industry is in a constant state of evolution, driven by technological advancements, shifting patient demographics, and unforeseen challenges like the COVID-19 pandemic. For healthcare organizations, adapting to these changes is vital to maintain effective nurse recruitment strategies and ensure the delivery of quality care.
Technological advancements have significantly transformed nursing practices. The integration of telehealth services, electronic health records (EHRs), and artificial intelligence (AI) in patient care has necessitated that nurses acquire new competencies.
For instance, the adoption of telehealth has expanded access to care, especially in remote areas, but it also requires nurses to be proficient with digital platforms. According to a report by RNnet.org, innovations like AI and wearable devices are reshaping nursing, enabling more efficient and personalized care.
Ensuring Quality of Care
Maintaining optimal nurse staffing levels is important for healthcare organizations to ensure high-quality patient care. Studies have consistently shown that lower patient-to-nurse ratios are associated with better patient outcomes. For instance, research funded by the National Institute of Nursing Research found that each additional patient per nurse increased the likelihood of death, extended hospital stays, and higher readmission rates within 30 days.
Inadequate staffing can also lead to severe consequences. Reports from the Royal College of Nursing highlight situations where patients were left in pain or died alone due to nurse shortages, emphasizing the direct impact of staffing on patient safety.
According to Nicola Ranger, the RCN’s acting General Secretary and Chief Executive,
“In every health and care setting, nursing staff are fighting a losing battle to keep patients safe. Without safety-critical limits on the maximum number of patients they can care for, nurses are being made responsible for dozens at a time, often with complex needs.”
Biggest Challenges Of Recruiting And Hiring Nurses
Recruiting and hiring nurses has become increasingly complex for healthcare organizations due to several systemic and industry-wide factors. Let's explore these challenges further.
Growing Demand for Skilled Nurses
The demand for skilled nurses is escalating at a pace that healthcare organizations are struggling to match. This increase is fueled by multiple factors, including the aging U.S. population and the rising prevalence of chronic conditions like diabetes and heart disease.
According to the U.S. Census Bureau, by 2030, all baby boomers will be over 65, significantly increasing the need for comprehensive healthcare services. This demographic shift places added pressure on healthcare facilities to staff adequately.
This growing demand has created a fiercely competitive job market, forcing healthcare employers to compete for a limited pool of highly qualified nurses. This trend impacts staffing levels and also the ability to maintain consistent, high-quality care for diverse patient populations.
Shortage of Qualified Nurses
Nursing schools are facing enrollment challenges due to a scarcity of faculty, insufficient clinical sites, and limited classroom space. According to the American Association of Colleges of Nursing (AACN), these constraints have led to a stagnation in the number of new nursing graduates entering the workforce.
The AACN's 2023-2024 report indicates that enrollment in programs designed to prepare entry-level registered nurses held steady, with only a 0.3% increase, highlighting the difficulty in expanding the nursing workforce.
Compounding this issue is the aging nursing workforce. Many experienced nurses are approaching retirement, leading to a loss of seasoned professionals and mentors for nursing students.
The National Council of State Boards of Nursing (NCSBN) reports that approximately 100,000 registered nurses left the workforce during the COVID-19 pandemic due to stress, burnout, and retirements. Additionally, another 610,388 RNs have reported an intent to leave the workforce by 2027, further exacerbating the shortage.
High Turnover of Nurses
High turnover rates among nurses present a significant challenge for healthcare organizations, impacting both operational efficiency and patient care quality. In 2023, the national average turnover rate for registered nurses (RNs) was 18.4%, with rates varying between 5.6% and 38.8% depending on factors such as geographic location and specialty.
High turnover also disrupts team dynamics and can negatively affect patient care quality. Facilities with higher engagement scores have RN turnover rates 5.6 percentage points lower than facilities with the lowest engagement scores. Facilities with higher engagement scores also save $260,000 in turnover costs for every 100 RNs.
6 Best Practices in Nurse Recruitment
In response to the evolving challenges within the healthcare industry, healthcare organizations must adopt innovative nurse recruitment strategies to attract and retain qualified candidates. The following best practices offer actionable insights to enhance recruitment efforts:
1) Develop Strong Relationships With Nurse Candidates
Establishing robust relationships with potential nursing candidates is a cornerstone of effective nurse recruitment strategies. Healthcare organizations that prioritize meaningful engagement with candidates often experience higher success rates in attracting and retaining qualified nurses.
One effective approach is to build strong connections with reputable nursing schools and programs. By collaborating with educational institutions, healthcare employers can identify and engage with nursing students early in their careers, creating a pipeline of potential candidates. Offering internships, clinical rotations, or mentorship programs provides students with valuable experience and also promotes loyalty and interest in joining the organization upon graduation.
Maintaining open and transparent communication throughout the recruitment process is vital. Tools such as Workday and Greenhouse ATS allow recruiters to automate updates on application statuses, ensuring candidates are informed promptly. Similarly, Beamery and Jobvite CRM enable personalized engagement by tracking interactions and sharing relevant organizational updates or professional development opportunities.
For direct communication, platforms like Slack and Microsoft Teams can facilitate real-time messaging, while Mailchimp can automate personalized email campaigns to nurture candidates throughout the recruitment journey. Features such as feedback collection through SurveyMonkey further demonstrate the organization’s commitment to candidate satisfaction and career progression.
Additionally, it's important to encourage current nursing staff to act as ambassadors during the recruitment process. Their authentic testimonials and interactions with candidates can provide a relatable perspective on the organization's culture and values, making the workplace more appealing to prospective hires.
2) Make your Brand Personable and Relatable
Healthcare organizations must cultivate an authentic and engaging employer brand to attract qualified candidates. A strong employer brand differentiates your organization and also resonates with potential hires on a personal level.
One effective strategy is to leverage social media platforms to showcase your organization's culture, values, and work environment. By sharing stories, employee testimonials, and behind-the-scenes content, you provide potential candidates with an authentic glimpse into daily operations. For instance, highlighting team-based care initiatives or professional development opportunities can illustrate your commitment to both patient care quality and staff growth. According to Health eCareers, a compelling employer brand helps attract top talent and stand out in a saturated healthcare market.
An illustrative example of effectively leveraging social media to showcase organizational culture and values is Johns Hopkins Medicine. They utilize platforms like TikTok to provide behind-the-scenes glimpses into the daily lives of their healthcare professionals, including lab researchers and ER nurses.
This approach humanizes their team, builds trust, and offers potential candidates an authentic view of the work environment.
Additionally, maintaining an active online presence allows you to engage with potential nursing candidates directly. Responding to comments, participating in discussions, and sharing relevant industry updates demonstrate that your organization values communication and transparency. This approach not only builds trust but also positions your organization as an attractive option for ambitious candidates seeking a supportive and dynamic workplace.
3) Establish a Structured Interview Procedure
Implementing a structured interview process is essential for healthcare organizations aiming to enhance the effectiveness of their nurse recruitment strategies. Structured interviews involve asking each candidate a consistent set of job-related questions and evaluating their responses using standardized criteria. This approach improves the reliability of hiring decisions and also ensures a fair and equitable assessment of all candidates.
To effectively implement a structured interview process, you should:
- Develop Standardized Questions: Craft questions that assess critical competencies such as clinical skills, decision-making abilities, and adaptability to team-based care. For example, situational questions like, "Describe a time when you had to handle a high-pressure situation in patient care," can provide insights into a candidate's problem-solving skills. The U.S. Office of Personnel Management provides guidelines on developing structured interviews.
- Use Consistent Evaluation Criteria: Establish clear scoring rubrics to evaluate responses uniformly. This approach minimizes biases and ensures a fair assessment of all candidates.
For example, your rubric could look something like this:
5: Excellent – Exceeds expectations with detailed, relevant examples.
4: Good – Meets expectations with relevant examples.
3: Average – Adequately addresses the question but lacks depth or specific examples.
2: Below Average – Partially addresses the question, with minimal examples.
1: Poor – Fails to address the question adequately.
- Train Interviewers: Ensure that all interviewers are proficient in conducting structured interviews and understand the importance of adhering to the standardized process. Proper training helps maintain the integrity of the interview procedure and reduces the influence of unconscious biases.
It's important to Incorporate behavioral and situational questions that reflect real scenarios encountered in your healthcare facility. This approach provides insights into how candidates might perform in specific situations relevant to your organization's context.
For more insight on conducting structured interviews, check out the video below:
4) Stay Current on Technology
Leveraging modern tools streamlines the recruitment process and also enhances the candidate experience, making your organization more appealing to top nursing talent.
One significant technological advancement is the use of artificial intelligence (AI) in recruitment. AI-driven platforms such as HireVue can automate the screening of resumes, match candidate qualifications with job requirements, and even predict a candidate's potential for success within the organization. For instance, AI tools can reduce time-to-hire by up to 30% by automating resume screening and candidate matching. Here are some other ways AI improves recruitment:
Another essential tool is the adoption of teleconferencing software for virtual interviews. Platforms like Zoom allow healthcare employers to connect with potential candidates regardless of geographical constraints, broadening the pool of nursing talent. This approach saves time and resources and also caters to the preferences of modern candidates who value flexibility.
Mobile applications have also become invaluable in recruitment strategies. Apps such as shiftkey are designed for healthcare staffing and enable real-time communication between recruiters and candidates. It provides instant updates on job opportunities, interview schedules, and credentialing status. This immediacy creates a more transparent and responsive recruitment process, enhancing candidate engagement.
Be sure to regularly assess and update your recruitment technologies to align with current trends and candidate expectations. Investing in user-friendly and efficient platforms not only improves operational efficiency but also positions your organization as a forward-thinking employer, attractive to tech-savvy nursing professionals.
5) Update Compensation Models
Competitive compensation packages address staffing shortages and also enhance overall job satisfaction among nursing professionals.
Recent data indicates a significant shift in compensation trends. A December 2024 MGMA Stat poll revealed that 84% of medical group leaders report budgeting a larger increase (34%) or the same increase (50%) in nurse pay for 2025 as compared to compensation gains budgeted for 2024, while 7% say the coming year’s pay increase will be smaller than 2024’s increase, and 10% report no increase relative to last year.
This proactive approach reflects the growing demand for nurses and the necessity to offer competitive wages.
To effectively update compensation models, healthcare employers should consider the following strategies:
- Incorporate Performance-Based Incentives: Integrating work Relative Value Units (wRVUs) into compensation plans aligns nurse remuneration with productivity and quality care metrics. Approximately 42% of healthcare organizations are contemplating such updates to their compensation methodologies, highlighting a trend towards performance-based models.
- Offer Retention Bonuses: Providing financial incentives for nurses in high-demand specialties, such as emergency medicine or intensive care units, can improve retention rates. These bonuses, coupled with professional development opportunities, make positions more attractive to skilled nurses.
- Implement Team-Based Compensation: Adopting models that reward team performance promotes collaboration and aligns with the shift towards value-based care. This approach ensures that all team members are recognized for their contributions to patient outcomes.
Regularly reviewing and updating compensation plans is important. Engaging with nursing staff to understand their needs and expectations can inform compensation strategies, ensuring they remain competitive in a dynamic job market.
6) Engage a Healthcare RPO Partner
In the face of a persistent nursing shortage, healthcare organizations are increasingly turning to Recruitment Process Outsourcing (RPO) partners to enhance their nurse recruitment strategies. RPO providers offer specialized expertise and resources, enabling healthcare facilities to attract and retain qualified candidates more effectively.
One significant advantage of partnering with an RPO is access to a broader talent pool. RPO providers maintain extensive networks of potential candidates, including passive candidates who may not be actively seeking new opportunities but are open to the right offer. This expansive reach is important in a competitive market where the demand for nurses often exceeds supply.
Moreover, RPO partners can significantly reduce time-to-fill metrics. By streamlining the recruitment process and utilizing advanced technologies, RPOs can expedite candidate sourcing, screening, and onboarding. This efficiency is vital for healthcare organizations striving to maintain optimal staffing levels and ensure quality care delivery.
Cost-effectiveness is another notable benefit. Engaging an RPO can lower recruitment costs by up to 50% - 80%. This reduction is achieved through economies of scale, specialized recruitment technologies, and refined processes that minimize unnecessary expenditures.
When selecting an RPO partner, ensure they have a proven track record in the healthcare sector. Industry-specific expertise is essential for understanding the unique challenges and requirements of nurse recruitment, leading to more effective and tailored solutions.
Nurse Recruitment Process: A Step-by-Step Plan
Developing a structured, step-by-step nurse recruitment process ensures consistency, reduces time-to-hire, and increases the likelihood of securing top nursing talent. Here’s a streamlined plan healthcare you can adopt to streamline your best practices:
Define Your Needs
Begin by clearly identifying the number of nurses required, their specialties, and any additional skills (e.g., telehealth proficiency or EHR expertise). Use workforce planning tools like ShiftWizard to assess current gaps and forecast future needs.
Create Detailed Job Descriptions
Write job descriptions that not only outline responsibilities but also highlight your organization's unique benefits, work environment, and growth opportunities. Use tools like Jasper AI to fine-tune descriptions for clarity and engagement.
“Registered Nurse (RN)
Join our dynamic healthcare team as a Registered Nurse! Deliver compassionate patient care, administer treatments, and collaborate with interdisciplinary teams. We offer competitive pay, growth opportunities, and a supportive work environment. Current RN license and strong communication skills required. Make a difference in patients' lives—apply today!”
Source Candidates Through Multiple Channels
Go beyond job boards by leveraging niche platforms like Nurse.com, nursing school partnerships, and industry-specific job fairs. Don’t overlook social media campaigns and referrals from existing staff.
Screen Applications Efficiently
Use applicant tracking systems (ATS) such as Greenhouse or Workday to pre-screen candidates. Look for key qualifications while automating repetitive tasks to save time.
Next, schedule brief phone interviews to confirm qualifications, gauge interest, and assess cultural fit. Use structured templates to ensure consistency.
During the face-to-face interview, administer role-specific assessments, like clinical simulation tasks or problem-solving scenarios, to evaluate critical thinking and technical abilities. Conduct structured interviews with standardized questions, involving key stakeholders such as nurse managers or department heads. Include behavioral and situational questions relevant to the position.
Remember: Check references to confirm the candidate’s experience, work ethic, and ability to handle high-pressure scenarios.
Extend a Competitive Offer
Act quickly to present a well-rounded offer that includes salary, benefits, sign-on bonuses, and any professional development opportunities.
Onboarding and Integration
Create a detailed onboarding plan that includes mentorship programs, orientation, and frequent check-ins during the first 90 days. This ensures a smoother transition and higher retention rates.
Creative Nurse Recruitment Strategies
Nursing is very competitive, so traditional recruitment strategies and best practices might not always be enough. Here are some out-of-the-box methods to attract top nursing talent:
Leverage TikTok for Recruitment
Look at TikTok content featuring day-in-the-life clips of nurses or other activities. Search by hashtags like #NurseLife or #NurseJobs to reach younger audiences.
For example, this nurse showcases her diligence and work ethic, along with her studies and expectations:
Sifting through such candidate profiles would connect you with dedicated nurses.
Send Personalized Handwritten Notes
After interviews or networking events, follow up with personalized handwritten notes thanking candidates for their time and highlighting why they’d be a great fit for your team. A personal touch like this can make a lasting impression.
Host Events
Organize informal online meetups where potential candidates can interact with current nursing staff. These low-pressure events can help candidates feel more connected to your organization.
Alternatively, you can host community events like nurse appreciation days, open houses, or wellness fairs where prospective candidates can experience your organization’s culture firsthand. Include networking opportunities with your team.
Collaborate with Influencers
Partner with nurse influencers on Instagram or YouTube to create authentic content highlighting your workplace. They can share their personal experiences while subtly promoting your brand. Or, they can simply mention your platform, like so:
Then, run highly localized ad campaigns on platforms like Facebook, LinkedIn, and Instagram. Target ads to regions with nursing schools, highlighting open positions and showcasing testimonials from employees who work nearby.
Virtual Reality (VR) Job Previews
Offer VR experiences where candidates can virtually "step into" your hospital, experience a simulated day on the job, and interact with staff. This gives candidates a unique and immersive insight into your organization.
Tips for Retaining Your Nurses
Implementing effective nurse retention strategies is essential to maintain a stable and experienced nursing workforce.
One proven strategy is the development of mentorship programs. According to the American Nurse Journal, establishing a mentor program can significantly improve support and retention for new nurses, easing their transition into the profession and creating a supportive work environment.
Another effective approach is to empower nurse managers. Strong, engaged leadership has been shown to improve job satisfaction and retention among nursing staff. Providing nurse managers with the necessary support and resources enables them to cultivate a thriving nursing workforce.
Additionally, addressing work environment factors is important. The American Hospital Association emphasizes the importance of creating a positive workplace culture to strengthen nurse retention strategies. This includes ensuring adequate staffing levels, providing professional development opportunities, focusing on work-life balance, and promoting a culture of respect and recognition.
It’s important to regularly solicit feedback from your current staff to identify areas for improvement. Implementing changes based on this feedback demonstrates a commitment to addressing concerns and can significantly enhance retention and lead to exceptional patient care.
Find Nurse Recruiting Success in 2025
Implementing these six best practices can significantly enhance your nurse recruitment efforts in 2025.
By focusing on innovation, addressing evolving workforce needs, and creating an attractive employment experience, healthcare organizations can stay competitive in securing high-quality candidates.
Start applying these strategies now to build a stronger, more reliable nursing workforce.
If you’re interested in working with us to source the best nursing talent, feel free to reach out today.
FAQ
Where is the best place to recruit nurses?
The best places to recruit nurses include nursing schools, job boards, and healthcare-specific recruitment agencies. Partnering with educational institutions and attending job fairs also helps build a steady pipeline of talent.
Where is the best location for nursing?
Top locations for nursing often depend on factors like salary, work-life balance, and demand. States like California, New York, and Texas in the U.S. are known for high nursing demand and competitive pay. Globally, countries like Canada and Australia offer excellent nursing opportunities.
Where are most travel nurses needed?
Travel nurses are most needed in rural and underserved areas, as well as in high-demand regions during crises. States like California, Texas, New York, and Washington often have significant travel nurse opportunities due to population size and healthcare demand.
Where are the best nurses from?
Countries like the Philippines, India, and the U.S. are renowned for producing highly skilled nurses. The Philippines, in particular, is known for its rigorous nursing education and high standards in training.
Which country pays nurses the most?
Switzerland is the highest-paying country for nurses, offering salaries that average over $107,487 annually. The U.S., Luxembourg, and Australia also provide competitive wages, depending on experience and specialization.
