<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=353110511707231&amp;ev=PageView&amp;noscript=1">

3 Reasons Why You Absolutely Need a Nursing-Specific Selection Program

February 1, 2017


Nursing is unique. It makes up a third of a hospital’s workforce. It could be argued that your ability to attract and retain quality nurses will be the deciding factor as to your success or failure navigating all of the changes going on in healthcare. Because of changing trends in nursing hiring, you can’t really apply the same selection tools, approaches, and processes that you do for other industries – for example, sales or manufacturing.

And really, you shouldn’t be using some “version” of a generic tool across multiple roles and job families within your organization. You need to have a nursing talent strategy in place, and use it to build a nursing-specific selection program in order to really see results.

Here are three reasons why should invest in a nursing-specific selection program immediately:

1) Candidates like it

A well designed, face valid, selection program can leave candidates with a positive impression of your organization. In fact, across the tens of thousands of candidates who have gone through Select International’s Nursing specific assessment platform, NurseFit, over 98% Agree or Strongly Agree that it left them with a positive impression of the hiring organization. As these candidates are your future nurses, or even future patients, leaving a lasting, positive impression of the hiring experience is paramount.

2) It saves recruiters and hiring managers time and money

One of the greatest benefits of a pre-hire assessment is that it can offer a standardized, objective screen of your candidate pool, removing anywhere from 5-30% of candidates who don’t meet the minimum criteria on a handful of important patient-centered behavioral competencies (e.g., compassion, adaptability, teamwork). This way, recruiters and hiring managers can spend their valuable time screening, reviewing, and speaking with candidates who you know are more likely going to be a good fit with the culture, mission, and values of your organization.

For an average sized hospital which processes tens of thousands of nursing applications a year, the ability to selectively screen out the bottom 15% of candidates will save hundreds of hours and tens of thousands of dollars in invaluable recruiter time in a year!

3) You’ll build and retain a better nursing workforce

Improving the quality of hire means better patient care. Our most recent validation study of over 1,000 nurses showed a direct correlation between selection system results and nursing performance on the job. In fact, those who passed the assessment were 3x more likely to be top performers than those who failed!

It will also help you to retain better talent. A recent research project by HealthStream looking at employee engagement issues, found that having good people helps you to keep good people – seems obvious, right? They found that a key driver of retaining top talent is hiring top talent in the first place. Talented, committed employees like working with talented, committed colleagues – especially nurses.

For one Select International client, our Nursing-specific hiring system improved 1-year retention by 19%. Put another way, those nurses who were hired with the assessment had 5x more staying power than those who were not assessed. According to research done by Becker’s Hospital review, each percent change in RN turnover will cost/save the average hospital an additional $379,500. That’s a savings of over $7.2 million dollars!

To learn more about the cost of nursing turnover and a more holistic approach to reducing it – download our free whitepaper:

nursing shortage

Bryan Warren Bryan Warren is the President of J3 Personica, a consulting, assessment, training, and coaching firm, and a guest blogger for PSI. Bryan is an expert in progressive talent strategies, with a particular focus on leader and physician selection and development.