Vacancy Rate?

Need Nurses?

Want Leaders to work as a team?

Nurses Retiring estimated over 555,000

Nurse Jobs being added over 574,000

Nurses needed between 2012 and 2022

over 1.1 Million

Source: U.S. Dept. of

Labor, Bureau of Labor

Statistics

Located in New Bern, NC

350 bed, multi facility health system

Serves the five-county Coastal Carolina region

2300 employees

Almost 500 Volunteers

On June 4th, 1903, Josephine Burton of Craven County became the first Registered Nurse in North Carolina and therefore the first Registered Nurse in the United States

Colonial capital of North Carolina in 1770

Birthplace of Pepsi-Cola," 1st known as "Brad's Drink."

1. Describe successful strategies to help reduce nurse vacancy rates

2. Three (3) strategies to streamline hiring process

3. Identify the impact Manager and Peer Behavioral interviewing has on employee selection and retention

4. Identify three (3) ways to maintain integrity of Manager and Peer behavioral interviewing

5. Analyze the impact this process has had on CarolinaEast Medical Center

Increase number of

nurses

Improve patient and

staff satisfaction

Increase staff

involvement

Increase retention

Decrease turnover

Decrease risk for

adverse outcomes

Large academic center visits local

University and Community College

All graduates offered jobs – No interview

required

60 open RN FTEs based on budgeted

ADC of 184

Currently ADC running 220 = @ > 130 RN

vacancies

Nursing and HR

Executives

brainstormed

College Visit

University Visit

Career Fair

Marathon interview

day!

Hardwired

Over 600 staff trained

Decrease turnover rate

Not willing to compromise

www.studergroup.com/resources/learning-lab

0

2

4

6

8

10

12

14

16

2014

2016

14.7%

2.4%

Pe

rce

nt

90 Day Turnover Rate Since Implementation Behavioral Interviewing

New Bern Riverfront Convention Center

Over 30 Clinical Managers

Over 30 Peer Nurses

2 HR recruiters

Nursing and HR Executives and CEO

HR screening determined 4 areas of interest/fit

Built interview teams to match applicants interest

Manager and Peer groups assigned by interest

Give me an example on a previous job where you have made a difference in someone’s life.

Describe a time when you realize you needed to make an improvement in your communication skills. What was the situation and how did you manage it?

Tell me about a time when you had to solve a problem with very little guidance or direction.

Tell us a mistake you made and what did you do once you became aware of it?

Tell me about a time when you have worked well as a team. What you did to make the team better?

Tell me a time when you used time management to improve your productivity/ How did you establish priorities?

Tell me about a time that you dealt with a patient that was not satisfied. How did you interact? What did you do?

Do you describe yourself as a leader or a follower and why? Describe a time you were put into a leadership role.

Give me an example of a time in which you had to make a decision quickly.

Describe a time when you had to analyze a problem and generate a solution. What was the result.

Describe what a good work environment looks like to you. Give an example of how you have contributed to that work environment.

Give me an example of a situation on a previous job where you took care of something without being told to do so.

How did the best supervisor motivate you

to perform well? Why did that method

work?

What value would you bring to our

department?

What questions do you have for us?

24 Hour Snapshot:

› 42 RNs Interviewed

› 38 RNs Offered

› 35 RNs Hired

All while upholding the integrity of the

Manager and Peer Behavioral Interview

process

We realized that not all New Grad Nurses would be available to interview on the single selected day

We scheduled another date to repeat process on Hospital campus

Hired 13 more New Grad Nurses using same process

Realized this process could work for experienced nurses and staff as well

Evaluated workflow of applicant tracking system(ATS)

HR Interviews/Screens Candidates

Multiple Nurses interview on single day

Interview with group of managers from areas of interest

Interview with multiple peers from areas of interest

Facility tour

Candidate and Peer Matching occurs

Offers go out same day

48% increase in # of RNs Hired May – July

2016

Improved Hiring Process.

Process can be implemented in other

areas of the organization.

Maintaining the Behavior manager and

peer interview process is imperative.

Successful strategies to help reduce nurse vacancy rates› Maintain the integrity of Behavioral Manager and

Peer Interview Process

› Streamline the hiring process

› Look for black holes in ATS

Implementation of three (3) strategies to streamline your hiring process› Early HR screening

› Collaborative approach between Human resource and Clinical Nurse Managers

› One day hiring process to include human resource recruiters, managers, staff nurses, and tour

› Twenty-four hour offer turn-around time to HR

The impact Manager and Peer Behavioral interviewing has on employee selection and retention

Identify three (3) ways to maintain integrity of Manager and Peer behavioral interviewing› Increase the pool of quality trained nurses for

interviewing

› Hospital complexes interview perspective applicants interested in their area

› Standardized questions from data base for all interviews

Identify three (3) ways to maintain integrity of Manager and Peer behavioral interviewing› Increase the pool of quality trained nurses for

interviewing

› Hospital complexes interview perspective applicants interested in their area

› Standardized questions from data base for all interviews

2015 verses 2016 hiring rates

Decreases employee turnover

Increase retention

Improve clinical outcomes

Decrease recruitment and hiring cost

Create and sustain a culture of high performance