Strategies to Recruit the Next Generation of Nursing Leadership Talent

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Abstract

OBJECTIVE

The purpose of this study was to explore how generational differences contribute to challenges in recruiting the next generation of talent into nursing administration roles.

BACKGROUND

The current workforce is aging. Nursing administrative roles, which for the purpose of this study are defined as nurse managers, are increasingly difficult to fill with leaders from upcoming Generations X and Y.

METHODS

A descriptive, nonexperimental study was undertaken using a convenience sample. An electronic survey was distributed to explore the impact a set of interventions would have on recruiting into nursing administration roles. Then differences between generations were analyzed.

RESULTS

Respondents indicated 45% of the interventions have a moderate to high impact on their consideration for a position in administration. Statistical significance between generations was identified on 4 interventions related to work-life harmony.

CONCLUSIONS

Fiscally conservative interventions exist to assist hospital administrators with succession planning among nurse managers. When recruiting Generations X and Y candidates, interventions supporting work-life harmony should be emphasized.

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