Hisgen Stephanie A, Page Nancy E, Thornlow Deirdre K, Merwin Elizabeth I
Author Affiliations: Senior Director (Dr Hisgen), Visiting Nurse Service of Northeastern New York, Schenectady; Doctor of Nursing Practice Graduate (Dr Hisgen), Assistant Professor (Dr Thornlow), Executive Vice Dean (Dr Merwin), and Ann Henshaw Gardiner Professor of Nursing (Dr Merwin), Duke University School of Nursing, Durham, North Carolina; and Chief Nurse Officer (Ms Page), Upstate University Hospital, Syracuse, New York.
J Nurs Adm. 2018 Jun;48(6):316-322. doi: 10.1097/NNA.0000000000000621.
The aim of this study was to reduce the RN vacancy rate at an academic medical center by improving the hiring process in the Nursing Recruitment Office.
Inability to fill RN positions can lead to higher vacancy rates and negatively impact staff and patient satisfaction, quality outcomes, and the organization's bottom line.
The Model for Improvement was used to design and implement a process improvement project to improve the hiring process from time of interview through the position being filled.
Number of days to interview and check references decreased significantly, but no change in overall time to hire and time to fill positions was noted. RN vacancy rate also decreased significantly. Nurse manager satisfaction with the hiring process increased significantly.
Redesigning the recruitment process supported operational efficiencies of the organization related to RN recruitment.
本研究的目的是通过改进护理招聘办公室的招聘流程，降低一所学术医疗中心的注册护士（RN）空缺率。
无法填补RN职位会导致更高的空缺率，并对员工和患者满意度、质量结果以及组织的财务状况产生负面影响。
采用改进模型来设计和实施一个流程改进项目，以改善从面试到职位填补期间的招聘流程。
面试和核实推荐信的天数显著减少，但在整体招聘时间和填补职位时间方面没有变化。RN空缺率也显著下降。护士经理对招聘流程的满意度显著提高。
重新设计招聘流程支持了组织在RN招聘方面的运营效率。
