Strategies for New Grad Nurse Hiring & Recruitment

In today’s healthcare landscape, hiring new grad nurses is essential for addressing the ongoing nursing shortage and maintaining high-quality patient care. Healthcare employers must develop effective strategies to attract, recruit, and retain entry-level nurses. This article will explore actionable tactics for recruiting new grad RNs, including entry-level nurse salary considerations and ways to create a workplace culture that appeals to the next generation of healthcare professionals.

Why New Grad Nurse Hiring Is Crucial

According to recent data, there is a significant demand for registered nurses, with 197,200 openings projected annually. While the number of nursing graduates has increased by 36% since 2019, challenges remain, such as a decline in NCLEX pass rates. However, successfully integrating this influx of new talent into your organization can alleviate burnout among current staff, improve nurse-to-patient ratios, and ultimately enhance patient care quality.

Effectively recruiting new grad RNs requires a focused approach that meets their unique needs and expectations. Let’s explore the key strategies for how to recruit nurses straight out of school.

How to Recruit Nurses Straight Out of School

New grad RNs are typically from Gen Z, although some can be from earlier generations as second-career nurses. Recruiting, hiring, and retaining can be a challenge, but there are lots of benefits to a multi-generational workforce. No matter the generation they come from, here are tips on how to recruit entry-level nurses.

1. Create Competitive Entry-Level Nurse Salary Packages

Entry-level nurse salaries are a top consideration for new grad RNs who are eager to start their careers while managing student debt. Offering competitive salaries is essential for standing out in a tight labor market, but compensation extends beyond just the base pay. Healthcare employers should take a holistic approach to entry-level nurse salary packages by considering benefits such as:

• Sign-on bonuses: This can be a major draw for new grads looking to offset student loans or relocation expenses. New grad RNs have likely just completed four years of undergraduate education and typically never had a full-time job before. A sign-on bonus can seem like a fortune to the new grad nurse you’re hiring.
   
• Comprehensive benefits: Offer a robust benefits package that includes health insurance, retirement plans, and continuing education opportunities. Especially if the new grad RN is part of Gen Z, they may be required to come off their parent’s health insurance soon. Make sure your benefits package includes low-cost health insurance, 401(k) match, and flexible education benefits whenever possible.
   
• Loan repayment assistance: Many new grad RNs are burdened by student loans. Offering loan repayment programs can be a significant selling point in new grad nurse hiring that differentiates your organization from competitors. This can also be a great way to retain top talent by providing assistance over time.
   
• Flexible scheduling: Work-life balance is increasingly important to younger generations. Providing flexible or self-scheduling options can enhance work satisfaction and improve retention when hiring new grad nurses. Since many nursing shifts are 12 hours, consider options for new grad RNs to work their shifts in a row and maximize their time off. If this is something you already offer, don’t forget to highlight it when hiring new grad nurses.

By structuring competitive compensation and benefits, you position your organization as an attractive choice for new grad RN candidates.

2. Emphasize Professional Development Opportunities

One of the top concerns for new grad nurses is gaining experience and growing their clinical skills. Healthcare organizations that prioritize mentorship, training programs, and career development will have a competitive advantage in attracting young talent.

• Mentorship programs: Pair new grad RNs with experienced nurses who can offer guidance, support, and encouragement during their transition into the profession. This also creates a sense of community and belonging, reducing early-career burnout. As an added bonus, it can provide new purpose and renewed excitement to seasoned nurses.
   
• Residency programs: Structured nurse residency programs provide entry-level nurses with the training and confidence they need to succeed. These programs often combine classroom learning with hands-on clinical experience, ensuring a smoother transition from school to practice, or from new grad to expert clinician.
   
• Career advancement pathways: Clearly define the career growth opportunities within your organization for new grad RNs. Whether it’s through clinical specialization, leadership development, or advanced certifications, showing the new grad RNs a long-term career trajectory can make your organization more appealing.

When hiring new grad nurses, highlighting professional development initiatives in your job postings and recruitment efforts can show potential hires that your organization is invested in their long-term success.

3. Tailor Your Recruitment Strategy for Gen Z

Not all the new grad nurses you will be hiring are from Gen Z, but many are. How to recruit nurses from Gen Z – the most recent generation entering the workforce – requires a unique approach. Gen Z workers value transparency, work-life balance, and a supportive workplace culture. Not to mention, they do not have the years of experience your job ad might require, despite being a promising addition to the healthcare team. Here are some tips to appeal to this generation of nurses:

• Be transparent about expectations: Clearly outline job responsibilities, expectations, and opportunities for growth in your job postings. Gen Z candidates appreciate transparency and honesty about what a job entails.
   
• Promote work-life balance: Emphasize any work-life balance initiatives your organization offers, such as flexible scheduling, wellness programs, or mental health support. Work-life balance is a top priority for this generation, and healthcare employers who acknowledge this will attract more applicants.
   
• Use technology in the hiring process: Gen Z candidates are digital natives, so ensure that your recruitment process is smooth, mobile-friendly, and utilizes platforms familiar to Gen Z whenever possible. Consider virtual career fairs, video interviews, and social media engagement to reach these candidates where they spend their time.
   
• Leverage social proof: Share stories on social media and throughout the hiring process from current employees about what makes your organization a great place to work. Testimonials, behind-the-scenes videos, or social media posts showcasing your workplace culture can build credibility and help with hiring new grad nurses who value authenticity.

By understanding the preferences and expectations of Gen Z nurses, you can tailor your recruitment messaging and hiring process to better appeal to this demographic.

4. Develop a Strong Employer Brand

In a competitive healthcare hiring market, your employer brand is critical in attracting entry-level nurses. Your employer brand is the perception job seekers have of your organization, which includes your workplace culture, mission, and values. To recruit new grad nurses, ensure that your organization is seen as a supportive, inclusive, and growth-oriented employer.

• Showcase your mission and values: Entry-level nurses want to work for organizations whose values align with their own. Put your mission, vision, and values front and center in your recruitment materials. Highlight your organization’s commitment to patient care, teamwork, and professional development. For Gen Z applicants, back this commitment up with patient and employee testimonials.
   
• Highlight workplace culture: New grads often prioritize the type of work environment they’ll be entering. Use your career website and social media to showcase the day-to-day experiences of your nurses, whether that’s team bonding events, leadership support, or examples of how your staff makes a difference in patient care.
   
• Be visible in the community: Many new grad RNs want to work for organizations that are actively engaged in the community, especially Gen Z. Promote your involvement in community health initiatives, volunteer opportunities, and partnerships with nursing schools or local health organizations.

A strong employer brand not only attracts more candidates but also encourages retention by fostering a sense of pride and belonging within your organization.

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5. Build Relationships With Nursing Schools

Partnering with local nursing schools is one of the most effective strategies for new grad nurse hiring. By establishing strong relationships with nursing programs, you can gain early access to top talent and even shape the development of future nurses.

• Participate in career fairs: Attend nursing school career fairs to meet and engage with future graduates. Having a presence at these events allows you to showcase your organization and its benefits while building brand awareness among nursing students.
   
• Offer clinical rotations or internships: Work with nursing schools to offer clinical rotations or internships. This not only provides students with hands-on experience but also gives you the opportunity to evaluate potential hires and build relationships with them before they graduate.
   
• Support experiential learning opportunities: Many nursing instructors want to immerse students in real-world experiences that will prepare them for working in healthcare. By partnering with a local nursing school, you can ensure that many of those experiences will be within your healthcare system. Opportunities for experiential learning may include providing students access to EHR training environments, inviting students to shadow in a unique unit or program, and providing guest lecturers.
   
• Support scholarship programs: Providing financial support to nursing students can be a powerful recruitment tool. By offering scholarships specific to nursing students, you can start recruiting nursing students who will be eager to join your organization after graduation.

Building connections with nursing schools creates a steady pipeline of talent and helps you remain competitive in the tight healthcare labor market.

Enhance Your New Grad Nurse Hiring

Attracting and hiring new grad RNs is a key strategy in addressing the ongoing nursing shortage. Offering competitive salaries, investing in professional development, tailoring your recruitment approach to Generation Z, and building a strong employer brand are the keys to success in new grad nurse hiring. Additionally, fostering relationships with nursing schools ensures a continuous talent pipeline that will help your healthcare organization thrive in the long term. With these strategies in place, your organization will be well positioned to stand out in a crowded market and meet the demands of a rapidly evolving healthcare landscape.

Looking for more healthcare recruitment tips? Check out our Resource Center or explore our nurse hiring tools to find the right RNs for your team.