Picture a hospital ward where alarms blare unanswered, patients wait hours for care, and exhausted nurses struggle to keep up.
This isn't a scene from a dystopian novel—it's the reality facing America's healthcare system. We are facing a nursing shortage, and the U.S. Chamber of Commerce projects a need for 193,100 new registered nurses annually through 2032.
So, what exactly can you do about it?
In this article, you’ll learn about 11 nursing shortage solutions you can implement to help tackle the crisis.
Tackling the nursing shortage requires a strategic approach that addresses both recruitment and retention. From bringing in talent through international recruitment and educational partnerships to nurturing that talent with mentorship programs and long-term workforce planning, the right mix of recruitment and retention strategies can alleviate the nursing shortage while helping you maintain quality patient care. Here are 11 nursing shortage solutions to help you build a more resilient workforce.
1. Recruit international nurses. Look beyond the U.S. to countries with a surplus of nurses and attract talent with competitive salaries and compensation packages. This approach not only helps fill immediate staffing needs and closes skills gaps but enriches your workforce with diverse perspectives, which can improve workplace culture.
2. Partner with an International Direct Hiring (IDH) solution. An IDH solution is an end-to-end staffing solution that works with healthcare organizations to recruit internationally. They’re a partner that handles the entire recruitment process, from sourcing the most qualified clinicians to handling visa and immigration requirements to managing the onboarding process to make candidates feel more comfortable.
3. Look beyond new grad programs. While new grad programs will remain an invaluable source of talent for healthcare providers, don’t be afraid to expand your search to include other groups of professionals, such as experienced nurses or mid-career professionals. You can use targeted recruitment campaigns like LinkedIn Ads to find these groups.
4. Use outreach initiatives to promote nursing as a viable and attractive career path to underrepresented groups. This can include informational campaigns, workshops, and mentorship programs that highlight the benefits and opportunities of becoming a nurse.
5. Develop strong partnerships with local schools and educational institutions to build a pipeline of future nurses. Consider working with schools to offer internships and clinical rotations
6. Prioritize workforce planning to meet current and future staffing needs. A solid workforce plan acts as your roadmap for alleviating shortages, helping you assess your current situation, pinpoint gaps, and determine the steps needed to address them.
7. Offer flexible scheduling. The demanding nature of nursing and the desire for work-life balance make flexible scheduling an attractive proposition for healthcare providers looking to prevent employee burnout and keep staff happy and engaged.
While offering flexible scheduling when you are already short-staffed can be challenging, it pays to offer some flexibility over the long term. Consider allowing nurses to choose preferred shifts, swap shifts with colleagues as needed, and work part-time if necessary.
8. Build a positive workplace culture where nurses feel valued and connected to their work by implementing the following strategies:
10. Improve employee benefits. Focus on offering a comprehensive employment package that includes competitive salaries, retirement plans, flexible work options, health insurance, and other perks like health and wellness programs (e.g., gym memberships), mental health support, and employee assistance programs designed to help address personal issues.
If you’re struggling to stretch your budget to improve compensation, consider other options like sign-on bonuses (a one-time payment offered to entice nurses to join your healthcare organization), relocation assistance (financial support for those relocating, including covering moving expenses), and performance-based bonuses linked to meeting specific departmental goals.
11. Improve onboarding and orientation programs. These programs are the foundation for an excellent employer-employee relationship, helping retain nurses for longer. Be sure to develop a structured orientation process that lasts a few days or weeks and includes a mix of classroom training, mentorship, and clinical experience. Additionally, it’s crucial to schedule regular check-ins to see how nurses are doing and implement a system that allows them to provide timely feedback.
The nursing shortage remains a pressing issue that requires immediate, and constant, attention from healthcare organizations. By taking a strategic approach and implementing the right combination of strategies, you can alleviate the shortage while maintaining quality patient care and ensuring the future success of your healthcare organization.