1. Alternative Strategies for Recruitment and Retention: One Hospital’s Experience Gaye Lynn Ambeau, SPHR Tracy Harris, RN, BSN

2. The Latest Challenges Katrina/Rita Effect Katrina/Rita Effect 2,034 RNs – moved out of state 2,034 RNs – moved out of state Net loss of 874 RNs Net loss of 874 RNs Decreased growth rate in nurse population Decreased growth rate in nurse population Source of Data: 2005 and 2006 LA State Board of Nursing Annual Report

3. Goal of Hiring Process: The right person in the right job at the right pay

4. Identify Your Strengths Stability Stability Market Leader Market Leader Culture Culture Competitive Pay/Benefits Competitive Pay/Benefits Flexibility Flexibility

5. Identify Your Audience Who should you target in recruiting? Who should you target in recruiting? Which strength speaks to your audience? Which strength speaks to your audience? What is most important to them? What is most important to them? Flexibility Flexibility Opportunity to advance Opportunity to advance Training Training Participation in decisions Participation in decisions Pay Pay Benefits Benefits

6. Employment Options Full Time Full Time Part Time Part Time PRN PRN WOW WOW Full Time or Part Time – No Benefits Full Time or Part Time – No Benefits Flex Pool Flex Pool Temporary In-House Contract Temporary In-House Contract

7. Design Recruiting Strategy Traditional Recruiting Tools Traditional Recruiting Tools Newspaper Advertising Newspaper Advertising Internet Advertising Internet Advertising Job Fairs Job Fairs

8. New Grads Internships Internships Nurse Tech Programs Nurse Tech Programs Partnership with Local Schools Partnership with Local Schools Luncheons / Seminars for Senior Students Luncheons / Seminars for Senior Students Training Programs Training Programs Tuition Reimbursement / Assistance Programs Tuition Reimbursement / Assistance Programs

9. Experienced Nurses Convert Agency Staff Convert Agency Staff Selective Direct Mail Selective Direct Mail Supplemental Staffing Program - MyBid Supplemental Staffing Program - MyBid

10. Current Staff Education programs to develop new nurses from great employees Education programs to develop new nurses from great employees CNA to LPN CNA to LPN LPN to RN LPN to RN RN to BSN RN to BSN BSN to MSN BSN to MSN

11. Question?? Of all the tools we use to make hiring decisions, which has been proven to be the LEAST predictive of future success?

12. Interview Process Past behavior predicts future performance Past behavior predicts future performance Tell me about a time when… Tell me about a time when… Tiered Interview Process Tiered Interview Process Phone Screen Phone Screen Hiring Manager Interview Hiring Manager Interview Peer Interview Peer Interview

13. Determining the Right Pay External Equity – the market External Equity – the market Internal Equity – the people in your organization Internal Equity – the people in your organization

14. Don’t make an offer until… Reference Check Reference Check Criminal History Criminal History Drug Test Drug Test

15. Retention Strategies Career Ladders Career Ladders Shared Governance Shared Governance Tuition Assistance Tuition Assistance Transfer Policies Transfer Policies Ongoing Training Ongoing Training PTO PTO Spirit Grams Spirit Grams Spirit Chips Spirit Chips Strive for 5 Bonuses Strive for 5 Bonuses

16. Share Your Best Practices What strategies have worked for you in attracting and retaining great nurses?

17. Questions Gaye Lynn Ambeau, SPHR Director, Employment Services Our Lady of the Lake Regional Medical Center 225-765-8043 Gaye.Ambeau@ololrmc.com