Evaluation of a proactive hiring model to achieve workforce stability in the intensive care unit

Abstract

Aim: The purpose was to evaluate an innovative Prospective Hiring Equation to determine registered nurse hiring needs.Background: The American Organization for Nursing Leadership identifies human resource management as a competency for nurse managers, yet calculations to determine when and how many registered nurses to hire are not readily available. Methods:We implemented an educational intervention to teach nurse mangers the Prospective Hiring Equation. We evaluated the processes (adoption and confidence) and outcomes (vacancy rates) using a pre-evaluation/postevaluation design in a single cohort of nurse managers (n = 9). We used a statistical process control chart to depict mean differences in vacancy rate at baseline and 6-month postimplementation.Results: Participants (n = 9) were on average 43 years' old, female, and had 2.94 (SD = 2.66) years' of nurse manager experience. Following implementation of the intervention, the combined vacancy rates of the intensive care units improved by 11.8% (SD = 7), and use of agency nurses decreased by 42.5% (premedian = 7.2, interquartile ratio = 3.6, 10.8; postmedian = 1.8, interquartile ratio 0.9, 8.55). Conclusions:The Prospective Hiring Equation may be a useful tool to improve nurse managers human resource management competencies.Implications for Nursing Management: The Prospective Hiring Equation may help nurse managers improve accuracy when evaluating hiring needs.

A Qualitative Descriptive Study of Nurse Manager Decision-Making Associated With RN Hiring

“…Collectively, this study and the existing literature highlight a need for evidence-based approaches to guide NMs in evaluating RN hiring needs. As previously proposed by Kester and colleagues, 16 a consistent approach to decision-making associated with evaluation of hiring needs may improve accuracy of hiring predictions and improve NM confidence and efficiency in the hiring process. Because NM competencies for HR management of daily RN staffing is driven by NMs' abilities to maintain stable local workforce numbers, providing NMs with an evidence-based approach to determine ideal RN hiring practices may support the process, consistency, and accuracy in which NMs make related decisions and allow them to stabilize the nursing workforce more effectively.…”

“…These findings align with previously published studies that report historically high rates of variability and lack of formal training in approaches to RN hiring. 23 Although recent studies and reports suggest more consistent, streamlined approaches to hiring, 16 these are not yet widely adopted or operationalized in clinical practice settings. 24 As a result, hiring practices in the United States persistently cycle through recruitment and hiring strategies that are resourceintensive and potentially nonsustainable.…”

“…Although methods for evaluating RN hiring needs are available, evidence evaluating the accuracy and consistency of those practices is lacking and not widely available in clinical practice 16 . The purpose of this study was to examine the decision-making practices and the associated confidence of NMs related to determining RN hiring needs at a large academic health system in the Southeast.…”

Relationship between psychological ownership of the nursing profession and turnover intention: A correlational survey among Taiwanese nurses

“…The worldwide shortage of nurses continues to be a severe issue, showing the importance of understanding workforce stability (Kester et al, 2022), turnover intention (de Wijn et al, 2022) and turnover behaviour (Engström et al, 2022). This issue has been particularly important during the COVID‐19 pandemic, as nurse managers seek to secure nurses' intention to remain in their posts amid the surge in workload (Lavoie‐Tremblay et al, 2022; Nia et al, 2021).…”