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Background The annual recruitment of new graduate nurses and midwives is key to recruiting large numbers of staff with the right attitude, skills and knowledge who are the best fit for the organisation. Virtual interviews were undertaken in 2020 due to the surge worldwide in the COVID-19 crisis. This study evaluates those virtual interviews and explores the sustainability of the model. Methods A cross-sectional study was conducted at a large health organisation in New South Wales, Australia. Data were collected over 3 weeks using two online surveys, one for interviewees (n = 512) and the other for interviewers (n = 68). Quantitative data were analysed using descriptive statistics and frequency distributions, and additional free-text comments were analysed using content analysis. Results Response rates were 55% (n = 280) interviewees and 54% (n = 37) for interviewers. The majority of interviewees (58%, n = 184) and interviewers (78%, n = 29) stated the interview was seamless or very seamless and 55% (n = 156) of interviewees and 73% (n = 27) of interviewers agreed interviewees conveyed themselves well during interviews. Over half of interviewees (65%, n = 182) and interviewers (51%, n = 18) agreed the virtual interview was fair or very fair for interviewee performance, regardless of age, race, or socio-economic status. However, many expressed a need for better internet access, equipment, and support, and a longer interview time to personally connect. Both new graduate interviewees (60%) and interviewers (75%) agreed virtual interviews are a suitable model for future use. However, some respondents indicated they preferred face-to-face interviews. Conclusions The use of virtual interviews to select new graduates is considered acceptable, cost-effective and sustainable, as well as fair by the majority of participants. Study findings inform policy development, future planning, support the use of flexible selection practices and provide other health care professionals with a virtual recruitment model to consider when developing strategies to grow their future health workforce.

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Objective: To explore mental well-being and future career intentions of new graduate nurses and midwives (NGs) in their first year of work.Background: Mental well-being is important for people to feel good and function well in their daily life. However, little is known about changes in mental well-being and future workforce intentions of nurses and midwives in their first year of professional practice. Study design and methods:A cross-sectional study was conducted at a large Local Health District in New South Wales, Australia. Nurses and midwives (N=170) who commenced a transition program in February 2017 were invited to complete a survey using the Warwick-Edinburgh Mental Well-being Scale after four to six weeks (Group 1) and again at 10-11 months (Group 2). Unpaired t-tests for independent samples were used to compare differences between time-points. Results:Response rates were 47% for Group 1 and 29% for Group 2. The mean (median) mental wellbeing score was 52.1 (52) for Group 1 and 48.7 (50) for Group 2. While the majority of respondents retained a moderate/high sense of well-being, decreases were significant for the items, 'feel relaxed' and 'interested in new things' . Being located in rural areas, being aged between 20-29 years and being female was related to a lower well-being score for Group 2. The main factors contributing to NGs wellbeing were: a supportive environment, resilience, self-efficacy, and sense of achievement. Respondents with higher total well-being scores were significantly more likely to continue working at the current