Duane Roberts 
Finding a good candidate is only the first step in successfully filling nurse vacancies. After all, if you don’t have enough nurses to go around, that means your hospital is probably struggling to keep up with patient demand, and long waiting lists are unavoidable.
From the moment it becomes urgent to find new staff until the last position has been filled, there’s no shortage of ways to deal with this shortage of nurses. The problem is that most hospitals overlook these options in favor of more traditional recruitment techniques like advertising contracts or headhunting individual consultants at great expense.
Most nursing jobs can be filled from within your community rather than having to hire outside consultants—but only if you know where and how to look.
This ultimate guide covers everything you need to know about how you can fill vacatures verpleegkundige bij Daan quickly and effectively without breaking the bank.
Target Internal Sources
There are many reasons you may want to consider recruiting internally rather than outsourcing the job to external consultants. Internal recruitment can be used to fill short-term gaps, for example, or when you need to cover for absences or take leave during a specific period.
You can also use internal recruitment to create a long-term resource for future staffing requirements. Internal recruitment is also useful if you have a large number of registered nurse vacancies to fill.
This is because registered nurses can be trained in a variety of settings and disciplines, which means your local workforce may have a range of experience and skills that are just waiting to be tapped.
Understand The Basics Of Recruitment
Before you spend your time targeting internal sources and trying to find a way to overcome the shortage of nurses in your area, you need to know how to conduct a successful recruitment campaign. The first thing you should understand is the difference between a job advertisement and an RFT.
A job advertisement is made public and placed in several different media. The exact format of your job advertisement will depend on your industry and location, but you’ll usually find job ads placed in newspapers, trade magazines, and online job boards like Nursing Job Boards or Hospital Jobs Online.
You may also find it useful to place an ad in your local college’s newsletter. RFTs are a bit different. They are sent directly to members of nursing staff in your area who have expressed an interest in finding work outside their current position.
An RFT is usually sent out only to several key people before you start receiving replies, which means you’ll probably want to keep a copy on file.
Research And Outcomes Measurement
You’ve probably already heard that nurses want better pay and benefits, more support, and more flexibility in their working hours. Unfortunately, the stats say that nurses are the least satisfying profession in Britain, which means that many hospitals struggle to attract enough people to fill nursing vacancies.
To fill these vacancies, you may need to review your recruitment strategy and adopt a new approach to attract potential employees. You’ll need to make sure you are offering job adverts that are engaging, accurate, and truly representative of your organization.
A job advert that has the word ‘exciting’ in it too many times may turn off potential applicants, but you likely have a shortage of nurses that requires immediate replacement. You may need to find a less exciting way to fill these vacancies, such as using internal staff or even hiring outside consultants.
