Recruitment & Retention: Predict & Hire for RN Attrition (W5045)-Recruitment & Retention Predict & Hire for RN Attrition Recording

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Video Summary

Dr. Bill Lecker, an experienced nurse leader, presented on "hiring for attrition" to improve nurse staffing and retention in healthcare settings. He addressed the current national nurse shortage, noting a declining hospital nursing workforce and insufficient graduates entering the profession. The nursing turnover rate is problematic, with 32% of new hires leaving within their first year, costing hospitals an estimated $61,000 per nurse turnover. Traditional recruitment struggles to keep pace with attrition, leading to chronic understaffing, increased overtime, higher labor costs, and strained care quality.<br /><br />Lecker proposed a proactive staffing model that anticipates nurse attrition—including resignations, transfers, and promotions—using historical data to predict upcoming vacancies. By calculating average monthly attrition per unit from past 12 months’ data, hospitals can begin recruitment 3 months ahead to fill projected gaps, reducing reliance on costly temporary staff and minimizing workflow disruptions. This model applies not only to inpatient nursing but also to ambulatory, clinical, and even non-clinical hospital roles. It often proves budget-neutral by preventing costly overtime and turnover expenses. Lecker emphasized the importance of including internal transfers in attrition planning and encouraged nursing leaders to customize this model to their units. He offered ongoing technical assistance to help health systems implement this evidence-based, strategic workforce approach to stabilize staffing, improve retention, and ultimately enhance patient care.

Keywords

nurse attrition

nurse staffing

nurse retention

nursing turnover rate

proactive staffing model

nurse shortage

healthcare workforce planning

hospital nursing workforce