You made the decision to implement an international direct hire (IDH) program to diversify your clinical pipeline.
The biggest question now is: what’s next?
Have you considered how you will retain these new international nurses you will be adding to your staff?
We firmly believe that being intentional with your international program development will create a sense of belonging, allowing nurses and their families to thrive, both at work and in the community, which will result in better retention.
And it starts from the beginning.
We spoke with our President, Kara Murphy on the importance of retention for nursing staff. In her years of experience at PRS, she highlights 4 ways leaders can create a sense of belonging and increase retention of their staff.
If you’re interested in learning how you can improve retention after implementing an IDH program to be more successful check out our chat with Kara below.
To see the most success and return on investment it has to start from the beginning.
Not only do you want your nurses to thrive in the organization, but in the community as well.
And this can be done by ensuring that both parties are ready, the nursing professionals and the hospital leaders.
This is the best pathway to success that we’ve seen for our clients.
It’s more than recruiting with international nurses. It’s about matching.
Finding the right fit for both parties. And this can be done by asking simple questions to learn more about the nurse's passions and interests.
Do you have family in the US?
Do you prefer small town or big city living?
Asking these types of questions from the beginning helps to find the best match and sets you up for better retention because you ensure it’s a great fit.
After finding the best fit and making the hire, the immigration process begins.
How do you plan to prepare for the nurse's arrival with a timeframe of 18 months?
We see our clients readying themselves for their nurses by establishing a steering committee to create a successful program focusing on hiring, onboarding, community inclusion, welcoming, and a preceptorship program. This committee looks at what needs to be different or newly created to ensure success when the nurses arrive.
Kara pointed out there is additional preparation for skilled nursing facilities (SNF) to set clear expectations about working in this setting, as there can be a learning gap for international nurses unfamiliar with this setting.
Preparing and equipping them beforehand can ensure a smoother transition and better performance.
The two most beneficial things we see with welcoming new nurses are having a plan already in place for housing and arrival.
This can be done by communicating with the nurses before they arrive to provide them with the best and safest location that makes sense. Instead of temporary housing, looking for a more permeant option based on their needs will set them up for success greater than a temporary option would. We want the nurses focused on integrating with the community versus spending time trying to find a home.
For arrival support, think about how you would want someone to go about your new arrival into the states.
You may need a lift from the airport. You may have some shopping to do. How awesome would it be to have someone help you out with those things on your arrival?
These are some of the main things we believe leaders should think about during the welcoming phase.
The organizations that do an amazing job for the first 90 days we see have a higher retention of their international nursing hires.
From the onboarding process, to housing and arrival support, making sure that not only the nurses are set up successfully for their new role, but their new life and journey in the US.
This is where creating a sense of belonging comes back into play and shows the nurses you care about their well-being and success beyond the workplace.
Kara ended our chat by saying internationally educated nurses want professional growth. If they see that there is an opportunity to grow and expand their skills within the organization, then they are more than likely to stay.
Providing a strong sense of belonging can boost not only retention, but morale and motivation. Encouraging your nurses to stay committed to their profession despite its challenges.
The leaders that can do that are setting themselves up for success to retain the best international nurses when they implement an IDH program.
P.S. To learn more about how an IDH program can bring growth for hospitals today, check out our recent podcast with AONL, it’s a quick listen and full of value.