C. Increasing complexity in nursing practice
C. Retention as an alternative to recruiting
D. Problems associated with stress and burn-out
This research examines the need for and approaches to the recruitment of personnel for the nursing profession. Recruiting is defined as "the process of actively seeking out and attracting applicants for existing positions" (Marquis & Huston, 1996, p. 212).
The Need for the Recruitment of Nursing Personnel
Sherman (1997) observed that: "Although the market seems to be flooded with them, you may very well be facing a shortage of nurses. One of the problems within the context of this seeming paradox is that the shortage of nurses is dependent in part on area: the shortages are more severe in rural areas than in urban areas (Stratton, Dunkin, & Juhl, 1995). Another facet of the issue is the changing demands for nurses by function: demand is increasing in long-term care, as an example, much more so than in critical care (Nazarko, 1996).
That a shortage of qualified and quality nursing personnel exists is documented (Ryan & Irvine, 1994). Anecdotal information indicates that a shortage of qualified candidates for nursing positions, ineffective recruitment strategies, poor motivation, and questionable job satisfaction among nurses may be causal factors involved in the nursing shortage.
One critical factor involved in the development of quality nursing administrators is the growing shortage of registered nurses who are prepared for managerial responsibilities (Ryan & Irvine, 1994). The shortage of professional nurses in the United States in the 1990s is acute in some areas of the country. Increasing numbers of college students are declaring nursing majors, yet the nursing shortage is expected to continue well into the next century. A major contributor to the nursing shortage and its expected continuation is the severe deficit of clinical sites for nursing education and training. ...