What solutions are then available to improve the nursing shortage? (continued)
Let’s continue the discussion of Group 2’s hiring and retention practices. This next strategy is probably one of the most important that I can offer.
The nursing shortage requires adding foreign educated nurses (FEINs) to their recruitment pools as a long-term strategy. Most institutions don’t know how to do this, and a lot of misinformation and some bad experiences have created a kind of cloud around them. Let me explain the value of this strategy and how to proceed.
Many countries around the world educate BSN equivalent nurses and provide them with invaluable experience in patient care. In several of these countries there is a surplus of nurses who would love to pursue their careers in the US. For quite some time, some agencies and some hospitals have been recruiting nurses from these countries (the best known example is the Philippines).
Most agencies that hire FEINs basically become a conduit for FEINs to come to the US. And work as premium contract nurses for a long period, earning a good profit and promising the hospital and the candidate that they can have a permanent relationship after a set period (usually 2-3 years post working for the agency).
A handful of hospitals have attempted to undertake FEIN recruitment on their own, but the cost and effort of establishing reliable English-speaking FEIN channels has proven beyond the ability of most.
Here’s the good news: There are a few groups that have reliably jumped into this space and act as FEIN recruiters for healthcare organizations.
I am convinced that the next decade will force many healthcare institutions to have continuous FEIN recruitment. To do this you need:
- A reliable FEIN recruitment partner who will filter and search for the type of nurses you would enjoy as your employees. These partners will provide all the support FEINs need to obtain their US nursing license. And for the hospital to go through the immigration process. Avoid using agencies that charge FEIN contingency staff fees!
- You need to have a strong assimilation, training and onboarding process. These FEIN’s are one of the most committed nurses you are sure to come across! They are grateful for the opportunity and look forward to a long-term relationship with your institution.
- Keep in mind that your work ethic is likely to change the nursing culture at your institution. Our experience is that this is one of the biggest benefits of adding them, but we look forward to an adjustment period.
- The lead time for this strategy is typically over a year, but if you don’t start soon, your opportunities will be limited.
- Our estimate is that on a 3-year commitment, a non-agency, hospital-based FEIN has a +450% ROI (ie savings in the $200K range).
- Hiring from FEIN is good for business. Hospitals that do this correctly get excellent results. They achieve diversity of personnel, a different level of innovation, excellent performance and maximum productivity.
- FEINs also increase your talent pool and are good for your brand. They help attract a broader range of candidates because more people with different backgrounds can relate to them.
