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Quick Answer:

To address the high demand for nurses, healthcare institutions employ strategies like digital recruitment campaigns, collaborative hiring involving current staff, virtual job fairs for wider reach, AI-powered skill matching, enhanced employee referral programs, and targeted campus recruitment. Each strategy focuses on optimizing recruitment efficiency and effectiveness, leveraging technology, internal insights, and targeted approaches.

Answer provided by Nurse Recruitment Experts

Table of Contents

Introduction to Nurse Recruitment Strategies

The healthcare industry is experiencing a seismic shift, with the demand for skilled nurses at an all-time high. To meet this demand, healthcare institutions must employ innovative and effective nurse recruitment strategies. Drawing from the latest industry insights, here’s a comprehensive guide on 21 nurse recruitment strategies that stand out in 2023.

1. Digital Recruitment Campaigns: The Modern Approach to Nurse Hiring

In today’s digital age, where the majority of job seekers begin their search online, it’s imperative for healthcare organizations to adapt and harness the potential of digital platforms. Digital recruitment campaigns offer a plethora of advantages over traditional methods when it comes to nurse recruitment advertising:

a. Precision Targeting with Social Media

Platforms like Facebook, LinkedIn, and X allow for hyper-targeted advertising. By leveraging their vast user data, healthcare organizations can create ads tailored to specific demographics, such as nurses with particular specializations or those located in certain regions. This ensures that your recruitment message reaches the most relevant audience.

b. Engaging Content to Attract Talent

Digital campaigns provide the opportunity to showcase your organization’s culture, values, and benefits through engaging content. From video testimonials of current nurses to virtual tours of the healthcare facility, dynamic content can captivate potential candidates and give them a glimpse into life at your organization.

c. Utilizing Specialized Healthcare Job Portals

Beyond general job platforms, there are portals specifically designed for healthcare recruitment, such as NurseRecruiter or yours truly, Nurse Recruitment Experts. These platforms cater to a niche audience, ensuring that your job listings are viewed by qualified professionals actively seeking opportunities in the healthcare sector.

d. Real-time Analytics and Feedback

One of the standout benefits of digital campaigns is the ability to track their performance in real-time. Platforms offer insights into metrics like click-through rates, engagement levels, and application conversion rates. This data is invaluable, allowing organizations to tweak and optimize their campaigns for maximum effectiveness.

e. Cost-Effective and Scalable

Digital recruitment campaigns, when executed correctly, can prove to be more cost-effective than traditional methods. They offer scalability, allowing organizations to reach a global audience or narrow down to specific regions based on requirements.

In conclusion, as the nursing profession continues to evolve, so too must the strategies used to recruit them. Embracing digital recruitment campaigns is not just a modern approach but a necessary one, ensuring healthcare organizations attract and retain the best talent in an increasingly competitive market.

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2. Collaborative Hiring: Tapping into the Wisdom of Experienced Nurses

In the intricate world of healthcare, where the nuances of the job can be as vital as the broader strokes, the insights of those already immersed in the role are invaluable. Collaborative hiring, which involves the active participation of current nursing staff in the recruitment process, offers a multitude of benefits:

a. Real-World Insights

Who better to judge the potential of a candidate than someone who’s been in their shoes? Experienced nurses can assess not just the technical skills of a candidate, but also the softer attributes that can determine success in the role.

b. Cultural Compatibility

Every healthcare institution has its unique culture and values. Current staff can help gauge if a candidate would be a cultural fit, ensuring smoother integration and higher job satisfaction.

c. Peer Interviews

Incorporate peer interviews into the hiring process. These sessions can be less formal, allowing candidates to open up more, leading to genuine interactions and better assessments.

d. Reducing Turnover

When staff play a role in choosing their colleagues, there’s a higher likelihood of selecting individuals who will stick around, reducing turnover and associated costs.

e. Boosting Morale

Allowing nurses to have a say in who gets hired can empower them, making them feel valued and boosting overall morale.

f. Mentorship Opportunities

New hires selected through collaborative hiring often benefit from informal mentorship from those who played a role in their hiring. This mentorship can be invaluable in the early days, helping the new hire acclimate faster.

In conclusion, collaborative hiring is not just about filling a vacancy. It’s about ensuring that the new addition is the right fit for the team, the culture, and the challenges of the role. By leveraging the insights of current nursing staff, healthcare institutions can make more informed, long-term beneficial hiring decisions.

3. Virtual Job Fairs: Revolutionizing Nurse Recruitment in the Digital Age

The digital transformation has reshaped many facets of our lives, and the recruitment landscape is no exception. Virtual job fairs have emerged as a powerful tool, especially in the healthcare sector, to bridge the gap between institutions and potential candidates, irrespective of geographical boundaries. They are are also known as virtual hiring events, and you can listen to our podcast episode on virtual hiring event mastery below:

a. Global Reach, Local Impact

Virtual job fairs eliminate geographical constraints, allowing institutions to tap into a global pool of talent. Whether seeking specialized nurses from specific regions or broadening the search, virtual platforms provide unparalleled reach.

b. Cost-Effective Recruitment

Traditional job fairs involve logistical challenges and significant costs – venue bookings, travel, accommodation, and more. Virtual fairs, on the other hand, offer a more cost-effective solution, with the added advantage of scalability.

c. Engaging Multimedia Presentations

Virtual platforms allow institutions to leverage multimedia – videos, webinars, interactive Q&A sessions – to provide a holistic view of their facilities, culture, and opportunities. This dynamic content can captivate potential candidates, offering them insights beyond just text.

d. Real-time Interaction

Despite being virtual, these fairs facilitate real-time interactions. Potential hires can engage in live chats with recruiters, attend webinars, or even participate in virtual facility tours, ensuring they get immediate answers to their queries.

e. Data Analytics for Enhanced Strategy

Virtual job fairs provide a wealth of data – from attendee demographics to engagement metrics. Institutions can leverage this data to refine their recruitment strategies, ensuring continuous improvement and optimization.

f. Flexibility and Convenience

For potential candidates, the convenience of attending a job fair from the comfort of their homes can be a significant draw. It reduces the commitment required, potentially attracting candidates who might have been hesitant about attending a physical event.

In conclusion, virtual job fairs represent the confluence of technology and recruitment, offering a modern solution to the age-old challenge of finding the right talent. As the healthcare sector continues to evolve, embracing such innovative recruitment methods will be crucial to staying ahead in the talent acquisition game. View our webinar on how virtual hiring events hold the key to sourcing and interviewing more RNs:

4. AI-Powered Skill Matching: The Future of Precision Recruitment in Healthcare

The integration of Artificial Intelligence (AI) into various sectors has been nothing short of revolutionary, and its application in recruitment is proving to be a game-changer. AI-powered skill matching platforms offer a sophisticated approach to nurse recruitment, ensuring that institutions find the right fit with greater accuracy and efficiency.

a. Precision Matching with Deep Learning

At the heart of these platforms is deep learning, a subset of AI that mimics human neural networks. By analyzing vast datasets, these systems can identify patterns and make highly accurate matches between job requirements and candidate profiles.

b. Beyond the Resume: Holistic Candidate Assessment

Traditional recruitment often hinges on the resume, but AI-driven platforms consider a broader spectrum of data. From analyzing a candidate’s online presence to assessing soft skills through linguistic patterns, AI provides a more rounded view of potential hires.

c. Cultural Fit Evaluation

Beyond skills and experience, ensuring a candidate aligns with an institution’s culture is crucial. AI platforms can analyze various data points, from past employment patterns to personal interests, to gauge cultural compatibility.

d. Continuous Learning and Adaptation

One of the standout features of AI is its ability to learn and adapt. As it processes more data, its predictions and matches become increasingly accurate, ensuring that the recruitment process is continually refined.

e. Streamlined Recruitment Workflow

AI-powered platforms can automate various stages of the recruitment process, from initial screening to interview scheduling. This not only speeds up the hiring process but also ensures that human recruiters can focus on more nuanced aspects of candidate evaluation.

f. Predictive Analysis for Retention

One of the significant challenges in recruitment is not just hiring the right talent but retaining them. AI platforms can analyze historical data to predict which candidates are more likely to stay long-term, aiding in making informed hiring decisions.

In conclusion, AI-powered skill matching represents a paradigm shift in nurse recruitment. By harnessing the power of advanced algorithms and deep learning, healthcare institutions can ensure that they not only find the right candidates but also build teams that are cohesive, culturally aligned, and primed for long-term success. Are candidates embracing AI in nursing recruitment? Check the results of a 2,000 nurse survey we completed below:

5. Enhanced Employee Referral Programs: Tapping into the Power of Internal Networks

In the realm of recruitment, sometimes the most potent resources are those already within the organization. Enhanced employee referral programs capitalize on this by turning current employees into active participants in the hiring process. Here’s a deep dive into the multifaceted benefits and strategies of such programs:

a. Trust and Credibility

Referrals come with an inherent level of trust. When a current employee vouches for a potential candidate, it carries weight, often indicating that the candidate has been informally vetted and is likely to be a good fit.

b. Faster Hiring Cycles

Referral candidates often move through the hiring pipeline faster than those sourced through traditional channels. Given the pre-existing connection and endorsement, certain preliminary checks can be expedited.

c. Quality of Hire

Studies have shown that referral hires often perform better and stay longer with the company. The reason? They usually have a clearer understanding of the job role and organizational culture, thanks to insights from their referrer.

d. Cost-Effective Recruitment

While referral bonuses or incentives do have a cost, they often pale in comparison to expenses associated with traditional recruitment methods, such as job ads, agency fees, and extended hiring cycles.

e. Building a Collaborative Culture

When employees are actively involved in shaping the team they work with, it fosters a sense of ownership and collaboration. This not only aids in team cohesion but also boosts overall morale.

f. Structured Incentive Programs

To maximize the effectiveness of referral programs, it’s essential to have a structured incentive system. This could range from monetary bonuses, additional leave days, or even non-monetary rewards like exclusive training opportunities or recognition events.

g. Continuous Feedback Loop

For an enhanced employee referral program, it’s crucial to maintain a feedback loop. Regularly engage with employees to understand the challenges they might face in referring candidates and iterate the program based on this feedback.

In conclusion, enhanced employee referral programs are more than just a recruitment strategy; they’re a testament to the organization’s trust in its employees. By empowering current staff to play an active role in shaping the future of the team, healthcare institutions can ensure a steady stream of high-quality candidates, all while fostering a collaborative and inclusive work environment.

6. Targeted Campus Recruitment: Bridging the Gap Between Academia and Healthcare Institutions

The transition from academic learning to professional practice is a pivotal phase in a nurse’s career. Targeted campus recruitment strategies not only provide healthcare institutions with fresh talent but also offer students a clear pathway into the professional world. Here’s an in-depth look at the multifaceted approach of campus recruitment:

a. Building Strong Academic Partnerships

Establishing robust relationships with top nursing schools is the cornerstone of effective campus recruitment. These partnerships can facilitate curriculum collaborations, ensuring that students are industry-ready upon graduation.

b. On-Campus Presence

Maintaining a consistent presence on campuses through regular visits, workshops, and seminars positions the healthcare institution as a preferred employer. It also provides students with a familiar face, making the transition to the professional world smoother.

c. Tailored Recruitment Drives

Conducting recruitment drives specifically designed for nursing students ensures that the selection process is aligned with their skill set. This includes scenario-based assessments, practical tests, and interviews focused on their academic knowledge.

d. Mentorship Programs

Pairing students with experienced nurses from the institution can provide them with invaluable insights into the profession. This mentor-mentee relationship can guide students through their academic journey and ease their entry into the workforce.

e. Offering Internships and Residencies

Providing students with opportunities for internships or residencies allows them to gain hands-on experience. It also gives the institution a chance to assess their skills, work ethic, and cultural fit before offering full-time positions.

f. Showcasing Growth Opportunities

Highlighting clear career progression paths, continuous learning opportunities, and other professional development initiatives can make the institution more attractive to ambitious students looking for growth.

g. Feedback and Continuous Engagement

Engaging with students post-recruitment drives, gathering feedback, and making necessary adjustments ensures that the recruitment process remains relevant and effective. It also demonstrates the institution’s commitment to continuous improvement.

In conclusion, targeted campus recruitment is a win-win for both healthcare institutions and nursing students. While institutions gain access to fresh, enthusiastic talent eager to make a mark, students receive guidance, mentorship, and a clear pathway into their chosen profession. By bridging the gap between academia and the professional world, targeted campus recruitment ensures a seamless transition for budding nurses.

7. Flexible Work Arrangements: Meeting the Evolving Needs of Modern-Day Nurses

The healthcare sector, with its round-the-clock demands, often presents challenges to professionals seeking a balanced work-life dynamic. Recognizing and addressing these challenges is crucial for institutions aiming to attract and retain top nursing talent. Flexible work arrangements stand out as a solution, offering benefits that resonate deeply with today’s workforce. Here’s a comprehensive exploration of this approach:

a. The Rise of Work-Life Integration

The traditional boundaries between work and personal life have become increasingly blurred, especially with the advent of technology and changing societal norms. Nurses, like many professionals, seek roles that allow them to integrate their work seamlessly with other life commitments, be it family, education, or personal pursuits.

b. Customizable Schedules

Offering nurses the ability to choose shifts or adjust their working hours can lead to increased job satisfaction. This flexibility can be particularly beneficial for those pursuing further studies, managing family responsibilities, or even juggling multiple roles.

c. Remote Work Opportunities

While nursing inherently requires physical presence, there are administrative, research, and educational roles within the healthcare sector that can be performed remotely. Offering such options can attract a diverse pool of candidates, including those who might be geographically distant or have mobility constraints.

d. Part-Time and Job Sharing

Part-time roles or job-sharing arrangements can be a boon for professionals at different life stages, from new parents to those nearing retirement. These arrangements ensure continuity of care while accommodating the personal needs of the staff.

e. Health and Well-being Focus

Flexible work arrangements often lead to reduced stress and burnout, contributing to the overall well-being of nurses. A well-rested and mentally healthy nurse is invariably more efficient, compassionate, and patient-centric.

f. Attracting a Diverse Workforce

Flexibility in work arrangements can make the profession more accessible to a broader demographic, including those who might have previously considered nursing out of reach due to personal constraints.

g. Retention and Reduced Turnover

Satisfied employees are less likely to seek opportunities elsewhere. By offering flexible work arrangements, institutions can significantly reduce turnover, ensuring continuity of care and reducing the costs associated with frequent hiring.

In conclusion, flexible work arrangements are more than just a perk; they represent a shift in understanding the evolving needs of the modern-day nurse. By prioritizing flexibility, healthcare institutions not only position themselves as progressive employers but also ensure they attract and retain the best talent in a competitive market.

8. Competitive Compensation Packages: Attracting and Retaining Top Nursing Talent

In the competitive landscape of healthcare recruitment, offering an attractive compensation package is not just a necessity but a strategic move. While salary remains a primary motivator, the modern-day nurse evaluates job offers based on a holistic view of compensation, encompassing both monetary and non-monetary benefits. Here’s a detailed examination of the components and significance of competitive compensation packages in nursing:

a. The Role of Salary in Recruitment

A competitive base salary is the foundation of any compensation package. It’s a direct reflection of how an institution values its employees. Offering a salary that’s in line with or above industry standards can significantly enhance an institution’s appeal to potential candidates.

b. Health and Wellness Benefits

Comprehensive health insurance, including medical, dental, and vision coverage, is a crucial component of any compensation package. Given that nurses are at the forefront of healthcare, ensuring their health and well-being is paramount. Additional wellness perks, such as gym memberships or mental health support, further enhance the package’s attractiveness.

c. Professional Development Allowances

Continuous learning is intrinsic to the nursing profession. By offering allowances for further education, certifications, or specialized training, institutions demonstrate their commitment to the professional growth of their staff. This not only attracts ambitious candidates but also ensures that the institution benefits from an ever-evolving skill set.

d. Performance Bonuses and Recognition

Monetary bonuses tied to performance metrics, patient feedback, or peer reviews can motivate nurses to consistently deliver their best. Beyond monetary rewards, recognition programs that celebrate achievements can foster a sense of pride and belonging.

e. Retirement Benefits

Offering robust retirement plans, such as 401(k) matching, signals long-term commitment to employees. It ensures that while nurses dedicate their careers to caring for others, their future well-being is also being looked after.

f. Additional Perks and Benefits

From childcare support to relocation assistance and housing allowances, additional perks can make a significant difference, especially when targeting specific demographics or addressing regional challenges.

g. Transparency and Regular Reviews

Ensuring that compensation packages are regularly reviewed and adjusted based on industry trends, inflation, and individual performance is essential. Transparency in these processes fosters trust and ensures that employees feel valued over time.

In conclusion, a competitive compensation package is more than just a number on a paycheck. It’s a multifaceted offering that reflects an institution’s commitment to its employees’ well-being, professional growth, and overall satisfaction. By crafting a well-thought-out package, healthcare institutions can attract top-tier talent and ensure their retention in an increasingly competitive market.

9. Robust Onboarding Programs: Setting the Foundation for Success in Nursing

The initial days and weeks of a new hire in the healthcare sector are pivotal. A well-structured onboarding program not only ensures a smooth transition for new nurses but also sets the tone for their entire tenure at the institution. Comprehensive onboarding goes beyond mere orientation; it’s about integrating the new hire into the organizational culture, equipping them with the necessary tools, and fostering a sense of belonging. Here’s a deep dive into the significance and components of robust onboarding programs in nursing:

a. The First Impression Matters

The onboarding experience often serves as a new hire’s first real interaction with the institution’s culture and values. A positive, well-organized introduction can instill confidence and reinforce the nurse’s decision to join the organization.

b. Comprehensive Training Sessions

While nurses come equipped with a foundational skill set, each healthcare institution has its protocols, technologies, and methodologies. Tailored training sessions ensure that new hires are familiarized with institution-specific practices, ensuring consistency in patient care.

c. Mentorship and Peer Support

Pairing new nurses with experienced mentors can be invaluable. These mentors provide guidance, answer queries, and offer insights drawn from their experiences. Such relationships often evolve into long-term professional bonds that benefit both parties.

d. Immersion into Organizational Culture

Onboarding is the perfect time to introduce new hires to the institution’s mission, vision, and values. Workshops, team-building activities, and interactive sessions can help nurses understand and align with the organizational ethos.

e. Hands-on Experience with Technology

Given the rapid technological advancements in healthcare, familiarizing new hires with the latest tools, software, and equipment is crucial. Dedicated tech-training sessions ensure that nurses can leverage these tools effectively in their roles.

f. Feedback and Open Communication

Encouraging new hires to provide feedback on their onboarding experience can offer valuable insights for future improvements. Open channels of communication ensure that any challenges or concerns are addressed promptly.

g. Ongoing Support and Resources

Onboarding shouldn’t be viewed as a one-time event. Offering continuous support, resources, and check-ins during the initial months can ensure that new hires feel supported as they navigate their roles.

In conclusion, a robust onboarding program is an investment in the future. It not only ensures that new nurses are well-equipped to perform their roles but also fosters a sense of loyalty and belonging. By prioritizing comprehensive onboarding, healthcare institutions can ensure higher retention rates, consistent patient care, and a harmonious work environment. Explore our list of best onboarding software for hospitals:

10. Diversity and Inclusion Initiatives: Building a Stronger, More Inclusive Nursing Workforce

In the ever-evolving landscape of healthcare, the importance of diversity and inclusion cannot be overstated. A diverse nursing workforce brings a wealth of perspectives, experiences, and skills, leading to more comprehensive patient care and a richer work environment. Embracing diversity and fostering inclusion is not just a moral imperative but a strategic one, ensuring that healthcare institutions remain at the forefront of patient care and employee satisfaction. Here’s an in-depth look at the significance and components of diversity and inclusion initiatives in nursing:

a. The Value of Diverse Perspectives

A diverse nursing team, representing varied backgrounds, cultures, and experiences, brings a broader perspective to patient care. This diversity ensures that care is more holistic, culturally sensitive, and tailored to the unique needs of diverse patient populations.

b. Addressing Health Disparities

Nurses from underrepresented backgrounds often bring insights into specific health challenges faced by their communities. Their presence can help address health disparities, ensuring equitable care for all.

c. Fostering a Culture of Inclusion

Beyond recruitment, it’s essential to create an environment where all nurses feel valued, heard, and included. Regular training sessions on cultural competency, unconscious bias, and inclusive communication can help foster a more inclusive culture.

d. Mentorship and Support Programs

Specific mentorship programs can be established to support nurses from underrepresented backgrounds. These programs can offer guidance, career development, and a sense of community, ensuring that these nurses thrive in their roles.

e. Recruitment Outreach

Actively reaching out to communities, educational institutions, and organizations that cater to underrepresented groups can ensure a more diverse pool of applicants. This proactive approach signals the institution’s commitment to diversity.

f. Celebrating Diversity

Regularly celebrating cultural events, heritage months, and diversity milestones can foster a sense of belonging and appreciation. Such celebrations educate and enrich the entire workforce, promoting mutual respect and understanding.

g. Transparent Reporting and Accountability

Institutions should regularly report on their diversity metrics, setting clear goals and tracking progress. This transparency ensures accountability and demonstrates a genuine commitment to enhancing diversity.

h. Employee Resource Groups (ERGs)

Establishing ERGs for various groups, such as LGBTQ+ nurses, nurses of color, or foreign-trained nurses, can provide a platform for networking, support, and advocacy. These groups can also offer valuable feedback to the institution on diversity and inclusion initiatives.

In conclusion, diversity and inclusion are more than just buzzwords; they are critical components of a successful healthcare institution. By actively promoting a diverse workplace and fostering an inclusive environment, healthcare organizations can ensure better patient outcomes, higher employee satisfaction, and a more robust, resilient nursing workforce.

11. Advanced Training Opportunities: Elevating the Nursing Profession

In the dynamic world of healthcare, the need for continuous learning and professional development is paramount. For nurses, this is not just about staying updated with the latest medical advancements, but also about personal growth, career progression, and delivering the highest standard of patient care. Advanced training opportunities play a pivotal role in ensuring that nurses are equipped with the latest knowledge and skills, positioning them for success in their roles and beyond. Here’s a comprehensive exploration of the importance and facets of advanced training opportunities in nursing:

a. The Ever-Evolving Nature of Healthcare

Healthcare is a field marked by rapid advancements, be it in terms of medical techniques, technologies, or patient care methodologies. Continuous training ensures that nurses remain at the forefront of these changes, delivering care that is both current and effective.

b. Specialized Training Programs

Beyond general nursing duties, there are myriad specializations within the profession, from pediatric nursing to oncology, critical care to geriatric care. Specialized training programs allow nurses to delve deep into these areas, honing their expertise and opening doors to specialized roles.

c. Certification Opportunities

Certifications not only validate a nurse’s expertise in a particular area but also set them apart in the job market. Whether it’s a certification in critical care nursing or wound care, these credentials can significantly enhance a nurse’s career trajectory.

d. Leadership and Management Training

As nurses progress in their careers, many move into leadership roles, managing teams, and even entire departments. Training programs focused on leadership, management, and soft skills ensure that these nurses are well-equipped to take on these responsibilities.

e. Research and Academic Pursuits

For those inclined towards research or academia, advanced training can pave the way for roles in clinical research, academic instruction, or even policy formulation. Such roles contribute significantly to the advancement of the nursing profession and healthcare at large.

f. Hands-on Workshops and Simulations

Beyond theoretical knowledge, hands-on workshops and simulation training provide practical insights, allowing nurses to practice procedures, handle emergency scenarios, and refine their skills in a controlled environment.

g. Continuous Professional Development (CPD)

Many regulatory bodies mandate a certain number of CPD hours for nurses to maintain their licenses. Advanced training opportunities help fulfill these requirements while ensuring that nurses remain updated with the latest in their field.

h. Networking and Collaboration

Training programs often bring together professionals from various institutions and backgrounds. This provides a platform for networking, collaboration, and the exchange of ideas, enriching the learning experience.

In conclusion, advanced training opportunities are not just about skill enhancement; they are about shaping the future leaders of the nursing profession. By investing in continuous learning, healthcare institutions ensure that their nursing staff remains competent, confident, and equipped to face the challenges of modern healthcare, all while charting a clear path for their professional growth.

12. Engaging Job Descriptions: The Art of Attracting the Right Talent

In the competitive landscape of nurse recruitment, the first impression a healthcare institution makes often comes in the form of a job description. This seemingly simple document serves as a window into the organization, its values, culture, and the specific role on offer. Crafting an engaging and detailed job description is not just about listing out duties; it’s about telling a story, setting expectations, and resonating with the ideal candidate. Here’s a deep dive into the nuances of creating compelling job descriptions for nursing roles:

a. The Power of First Impressions

Before a candidate even steps foot into an interview room, the job description has already set the tone. A well-crafted description can pique interest, instill confidence, and motivate potential hires to take the next step.

b. Role Clarity and Expectations

A comprehensive job description should clearly outline the day-to-day responsibilities, from patient care duties to administrative tasks. This clarity ensures candidates have a transparent understanding of what’s expected, reducing potential mismatches.

c. Highlighting Growth Opportunities

Nurses are often on the lookout for roles that offer professional growth. Highlighting opportunities for advancement, continuous learning, and leadership roles can make the position more attractive.

d. Showcasing Organizational Culture

Beyond the role itself, candidates are keen to understand the work environment and organizational culture. Infusing the job description with insights into the institution’s values, team dynamics, and patient care philosophy can resonate deeply with potential hires.

e. Benefits and Perks

While the primary focus is on the role, detailing the benefits package, from health insurance to professional development allowances, can tip the scales in favor of your organization.

f. Incorporating Testimonials

Including quotes or testimonials from current nursing staff can add authenticity to the description. Hearing firsthand experiences can provide potential candidates with a genuine glimpse into life at the institution.

g. Visual Elements and Multimedia

In the digital age, job descriptions aren’t limited to text. Incorporating images of the facility, video testimonials, or even virtual tours can make the description more engaging and interactive.

h. Clear Call-to-Action

Conclude the job description with a clear and motivating call-to-action, guiding potential candidates on the next steps, whether it’s filling out an online application or reaching out to the HR department.

In conclusion, an engaging job description is a blend of clarity, authenticity, and motivation. It serves as a bridge between the healthcare institution and potential candidates, setting the stage for fruitful collaborations and long-term professional relationships. Crafting it with care and attention to detail can significantly enhance the quality and fit of the applicants, ensuring a smoother and more effective recruitment process. Browse our A-Z of Nurse Job Descriptions for some inspiration.

13. Employer Branding: Building a Resonant Image in the Nursing Sector

In the realm of nurse recruitment, where competition for top talent is fierce, employer branding emerges as a pivotal strategy. It’s not just about promoting job vacancies; it’s about crafting a narrative, a story that encapsulates the essence of the healthcare institution. A strong employer brand serves as a magnet, drawing in candidates who align with the organization’s ethos, values, and vision. Here’s an in-depth exploration of the facets of effective employer branding in the nursing domain:

a. The Essence of Employer Branding

At its core, employer branding is about perception. It’s how potential nursing candidates view the healthcare institution, its reputation in the industry, and its standing in the community. A positive brand image can significantly reduce recruitment costs and increase the quality of applicants.

b. Reflecting Core Values

Every healthcare institution has a set of core values, whether it’s patient-first care, continuous learning, or community outreach. These values should be prominently showcased in all branding materials, ensuring they resonate with potential hires.

c. Celebrating Achievements

Whether it’s accolades for patient care, research breakthroughs, or community service awards, celebrating and publicizing these achievements boosts the institution’s reputation. It sends a message that excellence is recognized and valued.

d. Authentic Testimonials

One of the most potent tools in employer branding is the voice of current employees. Sharing their stories, experiences, and testimonials provides an authentic glimpse into the work environment and team dynamics.

e. Engaging Content Strategies

Beyond traditional testimonials, leveraging multimedia content like video interviews, virtual facility tours, and interactive webinars can engage and captivate potential candidates. This dynamic content can provide a richer understanding of the institution’s culture and operations.

f. Community and Social Responsibility

Modern nurses often seek employers who are not just focused on patient care but also play an active role in community betterment. Highlighting community engagement initiatives, from health camps to educational seminars, can bolster the institution’s image as a socially responsible entity.

g. Digital Presence and Engagement

In today’s digital age, an institution’s online presence plays a crucial role in shaping its employer brand. Regularly updating social media channels, engaging with followers, and sharing insights into daily operations can build a strong digital brand image.

h. Feedback and Continuous Improvement

A forward-thinking healthcare institution values feedback, both from its employees and potential candidates. Actively seeking and acting upon this feedback ensures that the employer brand remains relevant and resonant.

In conclusion, employer branding is a multifaceted strategy that goes beyond mere recruitment. It’s about building a legacy, a reputation that stands the test of time. In the competitive world of nurse recruitment, a strong employer brand can be the differentiator, ensuring that the institution attracts and retains the best talent in the industry.

14. Feedback-Driven Improvements: The Cornerstone of Effective Nurse Recruitment

In the ever-evolving landscape of nurse recruitment, staying static is not an option. The most successful healthcare institutions recognize the importance of continuous improvement, and central to this is the feedback-driven approach. By actively seeking, analyzing, and acting upon feedback from various recruitment initiatives, organizations can refine their strategies, ensuring they remain relevant, effective, and efficient. Here’s a deep dive into the significance and implementation of feedback-driven improvements in nurse recruitment:

a. The Power of Feedback

Feedback, whether positive or negative, is a goldmine of information. It provides a direct window into the experiences, perceptions, and suggestions of those who have engaged with the recruitment process. This firsthand insight is invaluable in identifying areas of strength and pinpointing opportunities for enhancement.

b. Diverse Feedback Channels

To capture a holistic view, it’s essential to gather feedback through multiple channels. This includes formal surveys post-interviews, feedback forms on the recruitment portal, focus group discussions with recent hires, and even informal conversations with potential candidates during job fairs or campus drives.

c. Analyzing and Categorizing Feedback

Once feedback is collected, the next step is systematic analysis. Categorizing feedback into themes, such as ‘interview process,’ ‘communication clarity,’ or ‘onboarding experience,’ can help in identifying patterns and recurring issues.

d. Actionable Insights

The primary goal of feedback is to derive actionable insights. For instance, if multiple candidates highlight that the interview scheduling process is cumbersome, it’s a clear indicator that the system needs streamlining. Similarly, positive feedback on mentorship programs can guide the organization to invest further in such initiatives.

e. Continuous Monitoring and Iteration

Feedback-driven improvement is not a one-time exercise. It requires continuous monitoring and iteration. Regularly revisiting feedback, comparing it against implemented changes, and assessing the impact of those changes ensures that the recruitment process remains agile and responsive.

f. Cultivating a Feedback-Positive Culture

For feedback to be effective, it’s crucial to cultivate a culture where feedback is encouraged, valued, and acted upon. This involves training recruitment teams to seek feedback proactively, ensuring anonymity (if desired by the respondent), and demonstrating that feedback leads to tangible improvements.

g. Celebrating Improvements

Every positive change, no matter how small, should be celebrated. Sharing stories of how feedback led to specific improvements not only boosts morale but also reinforces the importance of feedback in the organizational culture.

h. Forward-Looking Feedback

While most feedback is retrospective, forward-looking feedback can be equally valuable. Asking potential candidates about their expectations, aspirations, and suggestions for the future can provide insights into emerging trends and evolving candidate preferences.

In conclusion, feedback-driven improvements are the bedrock of a dynamic and effective nurse recruitment strategy. By placing feedback at the heart of the recruitment process, healthcare institutions can ensure they remain at the forefront of attracting and retaining top nursing talent, adapting and evolving in line with the needs and expectations of the modern nursing workforce.

15. Streamlined Application Processes: The Key to Attracting Top Nursing Talent

In today’s fast-paced digital age, the first impression a healthcare institution makes on potential nursing candidates often comes through its online application process. A cumbersome, lengthy, or confusing application can deter even the most qualified candidates. On the other hand, a streamlined, intuitive, and efficient process can significantly enhance the candidate experience, making them more likely to complete their application and view the institution favorably. Here’s an in-depth exploration of the importance of a streamlined application process and how to achieve it:

a. The Importance of First Impressions

The application process is often the first point of interaction between a candidate and a healthcare institution. A smooth, hassle-free experience can set a positive tone, signaling that the organization values its employees’ time and effort.

b. User-Friendly Interface

A clean, intuitive interface is crucial. Candidates should be able to easily navigate the application, with clear instructions and prompts. Avoid clutter, use legible fonts, and ensure the platform is mobile-responsive, catering to candidates who might apply via smartphones or tablets.

c. Simplified Application Forms

While it’s essential to gather all necessary information, long and repetitive forms can be off-putting. Use smart forms that auto-fill details where possible, and only ask for essential information at the initial stage. Additional details can be gathered later in the recruitment process.

d. Quick Response Times

Once an application is submitted, candidates should receive an immediate acknowledgment, assuring them that their application has been received. This can be followed by timely updates about the next steps, keeping candidates informed and engaged.

e. Integration with Professional Platforms

Consider integrating the application process with platforms like LinkedIn, allowing candidates to auto-fill certain sections of the form using their LinkedIn profiles. This not only speeds up the process but also ensures accuracy.

f. Clear Communication of Requirements

Clearly list out all the prerequisites, qualifications, and documents needed. This ensures candidates come prepared, reducing back-and-forth communication and speeding up the process.

g. Feedback Mechanism

Incorporate a feedback mechanism within the application portal. This allows candidates to share their experience, providing valuable insights into areas of improvement.

h. Regular Testing and Updates

Regularly test the application process from a candidate’s perspective to identify bottlenecks or glitches. Regular updates, based on technological advancements and feedback, ensure the process remains state-of-the-art.

i. Data Security

Given the sensitive nature of the information candidates share, it’s imperative to ensure robust data security measures. Clearly communicate the steps taken to protect candidates’ data, building trust and confidence in the process.

In conclusion, a streamlined application process is not just about efficiency; it’s about respecting the candidate’s time, setting the right expectations, and beginning the employer-employee relationship on a positive note. By investing in a user-friendly, efficient, and secure application process, healthcare institutions can significantly enhance their appeal to top nursing talent, ensuring they attract the best in the field.

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16. Retention-Focused Recruitment: Building a Stable and Committed Nursing Team

In the realm of healthcare, where the demand for skilled nurses continually outpaces the supply, recruitment is undeniably essential. However, the true measure of a successful recruitment strategy lies not just in attracting talent, but in retaining it. Retention-focused recruitment emphasizes the importance of hiring candidates who will not only excel in their roles but will also remain committed to the organization in the long run. Here’s a deep dive into the concept and its significance:

a. The Cost of Turnover

Frequent turnover is not just disruptive; it’s expensive. The costs associated with hiring, onboarding, and training new nurses can quickly accumulate. Moreover, frequent staff changes can impact patient care continuity and overall team morale.

b. The Value of Institutional Knowledge

Nurses who stay with an organization for extended periods bring invaluable institutional knowledge. Their familiarity with processes, patients, and team dynamics can enhance efficiency and patient outcomes.

c. Hiring for Cultural Fit

While skills and qualifications are paramount, it’s equally crucial to assess a candidate’s alignment with the organization’s culture and values. Nurses who resonate with the institution’s mission and ethos are more likely to stay committed in the long run.

d. Comprehensive Onboarding

A thorough onboarding process that introduces new hires to the organization’s culture, values, and expectations can set the stage for long-term commitment. It’s an opportunity to instill a sense of belonging and purpose.

e. Growth and Development Opportunities

One of the primary reasons nurses leave organizations is the lack of growth opportunities. By emphasizing potential career trajectories and offering continuous learning opportunities, organizations can appeal to ambitious candidates looking for long-term growth.

f. Feedback and Open Communication

Encourage open channels of communication where nurses can share feedback, concerns, and aspirations. Feeling heard and valued can significantly enhance job satisfaction and commitment.

g. Competitive Compensation and Benefits

While compensation isn’t the only factor influencing retention, it’s undeniably significant. Ensure that the pay scales are competitive, and complement them with benefits that address nurses’ holistic well-being, from health to work-life balance.

h. Work-Life Balance Initiatives

Nursing can be a demanding profession. By offering flexible schedules, mental health resources, and other work-life balance initiatives, organizations can ensure nurses feel supported, reducing burnout and attrition.

i. Mentorship Programs

Pairing new hires with seasoned mentors can facilitate smoother integration into the team. Mentors can offer guidance, support, and insights, ensuring new nurses feel supported and valued.

In conclusion, while attracting top talent is a victory, retaining it is the ultimate goal. By adopting a retention-focused recruitment approach, healthcare institutions can build stable, committed, and high-performing nursing teams, ensuring excellence in patient care and overall operational efficiency. View more nurse retention strategies in our article below:

17. Community Engagement: Strengthening Bonds and Building Trust

In the healthcare sector, the relationship between an institution and its surrounding community is paramount. By actively engaging with the local community, healthcare organizations not only enhance their reputation but also create a reservoir of goodwill and trust. This approach goes beyond mere recruitment; it’s about building lasting relationships and showcasing an institution’s commitment to the well-being of its community. Here’s a detailed exploration of the benefits and methods of community engagement:

a. Establishing Trust and Credibility

Active community engagement positions the healthcare institution as a trusted and integral part of the community. Regular interactions, be it through health camps or seminars, demonstrate the organization’s genuine concern for the community’s health and well-being.

b. Health Education and Awareness

Outreach programs can serve as platforms to educate the community about various health issues, preventive measures, and the latest medical advancements. This not only empowers the community but also positions the institution as a knowledge leader.

c. Identifying Community Needs

Engaging directly with the community provides invaluable insights into its specific health needs and concerns. This information can guide the institution in tailoring its services, ensuring they address the most pressing community needs.

d. Showcasing Facilities and Expertise

Health camps and open-house events offer an opportunity for the community to experience the institution’s facilities firsthand. They can interact with the medical staff, understand the range of services offered, and witness the institution’s commitment to state-of-the-art care.

e. Building a Talent Pipeline

Active community engagement, especially with educational institutions, can help in identifying and nurturing budding talent. Workshops and internships can serve as platforms for students to experience the institution’s work culture and explore potential career paths.

f. Enhancing Employer Brand

A healthcare institution that is actively involved in community welfare is likely to be perceived as a desirable employer. Such organizations attract candidates who value community service and are looking for more than just a job.

g. Feedback and Continuous Improvement

Community interactions can provide candid feedback about the institution’s services, staff behavior, and overall patient experience. This feedback is invaluable for continuous improvement and service enhancement.

h. Strengthening Community Bonds

Regular community interactions, be it through health drives, awareness campaigns, or educational seminars, foster a sense of camaraderie and mutual respect. Over time, these interactions translate into deep-rooted community bonds.

In conclusion, community engagement is not just a recruitment strategy; it’s a holistic approach to building trust, enhancing reputation, and fostering mutual respect. Healthcare institutions that prioritize community engagement position themselves as more than just care providers; they emerge as community pillars, trusted and revered by all.

18. Transparent Growth Pathways: Mapping a Clear Future for Nursing Professionals

In the competitive landscape of healthcare recruitment, one of the most compelling attractions for potential candidates is the promise of a clear and rewarding career trajectory. Transparent growth pathways not only provide clarity but also instill confidence in candidates about their future within the organization. Here’s a deep dive into the importance and methods of ensuring transparent growth pathways:

a. The Power of Clarity

When candidates can visualize their potential growth within an organization, it reduces uncertainty and apprehension. A clear roadmap of roles, responsibilities, and milestones provides them with a tangible picture of their future, making the organization a more attractive proposition.

b. Structured Career Ladders

Developing structured career ladders for nursing roles, from entry-level positions to leadership roles, provides candidates with a step-by-step guide to advancement. This not only helps in setting expectations but also in motivating employees to achieve the next milestone.

c. Continuous Professional Development

Transparent growth pathways should be complemented by continuous professional development opportunities. Regular training sessions, workshops, and certifications ensure that nurses are equipped with the latest skills and knowledge, preparing them for advanced roles.

d. Mentorship Programs

Pairing newer nurses with seasoned professionals can be a game-changer. Mentorship programs provide guidance, support, and a clearer understanding of career progression within the organization, fostering a culture of growth and learning.

e. Performance-Based Advancements

Clearly defined performance metrics and regular appraisal systems ensure that growth is meritocratic. When nurses know that their efforts and achievements will be recognized and rewarded, it drives higher performance and commitment.

f. Open Communication Channels

Maintaining open channels of communication where nurses can discuss their career aspirations, seek guidance, and provide feedback is crucial. Regular career counseling sessions can help in aligning individual aspirations with organizational goals.

g. Highlighting Success Stories

Showcasing internal success stories of nurses who have climbed the career ladder within the organization can be a powerful motivator. It provides tangible proof of the organization’s commitment to employee growth and serves as an inspiration for others.

h. Flexibility in Career Paths

Recognizing that career aspirations can evolve, it’s essential to offer flexibility in growth pathways. Whether it’s a shift from clinical roles to administrative positions or vice versa, providing options ensures that nurses feel valued and understood.

In conclusion, transparent growth pathways are more than just a recruitment strategy; they are a testament to an organization’s commitment to its employees’ growth and success. By ensuring clarity, support, and flexibility in career trajectories, healthcare institutions can attract and retain top nursing talent, ensuring a brighter future for both the organization and its employees.

19. Work Environment Showcases: Setting the Gold Standard for Nursing Professionals

The work environment plays a pivotal role in attracting and retaining top nursing talent. A positive, well-equipped, and supportive work environment not only enhances job satisfaction but also directly impacts patient care quality. Showcasing the work environment is, therefore, not just a recruitment strategy but a reflection of the organization’s commitment to excellence. Here’s an in-depth look at the significance and methods of effectively showcasing the work environment:

a. The Importance of First Impressions

Before even stepping foot into an institution, potential hires form perceptions based on what they see, hear, or read about the work environment. A well-articulated showcase can set the right tone, making the institution a preferred choice for many.

b. Virtual Tours of the Facility

In the digital age, virtual tours offer a dynamic way to introduce potential hires to the facility. From state-of-the-art operation theaters, well-equipped patient rooms to serene break areas, a virtual walkthrough can provide a comprehensive view of the physical environment.

c. Highlighting Advanced Medical Equipment

Nurses prefer institutions equipped with the latest medical technology, as it not only eases their job but also ensures better patient care. Highlighting such equipment, from advanced monitoring systems to robotic surgical aids, can be a significant attraction.

d. Emphasizing Patient Care Standards

The core of nursing is patient care. Showcasing the institution’s commitment to maintaining high patient care standards, be it through nurse-patient ratios, continuous training, or patient feedback systems, resonates deeply with potential hires.

e. Employee Testimonials

Who better to vouch for the work environment than current employees? Candid testimonials from nurses, discussing their experiences, the support they receive, and the quality of facilities, can provide an authentic insight into the work environment.

f. Showcasing Wellness Initiatives

The nursing profession can be demanding. Highlighting wellness initiatives, be it mental health support, relaxation zones, or regular health check-ups, indicates the organization’s commitment to its employees’ well-being.

g. Emphasizing Safety Protocols

In the healthcare sector, safety is paramount. Detailing the safety protocols, from infection control measures to emergency response systems, assures potential hires of a safe and secure work environment.

h. Continuous Improvement Initiatives

Showcasing efforts towards continuous improvement, be it through feedback systems, suggestion boxes, or regular audits, indicates a proactive approach to enhancing the work environment.

In conclusion, the work environment is a reflection of an institution’s values, commitment, and standards. Effectively showcasing it not only attracts top nursing talent but also reinforces the institution’s reputation as a leader in healthcare excellence.

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20. Tailored Recruitment Marketing: Crafting the Perfect Pitch for Every Nurse

In the vast realm of recruitment, one-size-fits-all approaches often fall short. The diverse pool of nursing professionals, ranging from fresh graduates eager to make their mark to seasoned veterans with years of experience, requires a nuanced approach. Tailored recruitment marketing, with its precision and adaptability, emerges as the key to unlocking this potential. Let’s delve deeper into the intricacies of this strategy:

a. Understanding the Audience’s Psyche

Before crafting any campaign, it’s essential to understand the target audience’s aspirations, challenges, and motivations. For instance, while fresh graduates might prioritize learning opportunities, seasoned professionals might look for leadership roles or work-life balance.

b. Segmenting the Audience

Divide the potential candidates into distinct segments based on criteria like experience, specialization, location, and career aspirations. This segmentation forms the foundation for tailored marketing campaigns.

c. Crafting Personalized Messages

Once the segments are defined, create personalized messages for each. A campaign targeting fresh graduates might highlight mentorship programs, while one for experienced nurses might emphasize leadership opportunities or advanced training programs.

d. Choosing the Right Platforms

Different demographics have different platform preferences. While younger candidates might be more active on platforms like Instagram or TikTok, experienced professionals might frequent LinkedIn or specialized nursing forums. Tailoring the campaign to the platform can significantly enhance its reach and impact.

e. Utilizing Data Analytics

Harness the power of data analytics to gauge the effectiveness of tailored campaigns. Analyze metrics like engagement rates, conversion rates, and feedback to continuously refine the strategy.

f. Engaging Visuals and Content

Customize the visual content based on the target demographic. For instance, infographics or animated videos might appeal more to fresh graduates, while webinars or detailed articles might resonate with experienced professionals.

g. Highlighting Unique Selling Propositions (USPs)

Every segment of nurses has unique needs and aspirations. Highlight the USPs of the organization that cater specifically to these needs. Whether it’s state-of-the-art equipment for those keen on technology or flexible work hours for those seeking a work-life balance, emphasizing these aspects can make the campaign more compelling.

h. Continuous Feedback and Iteration

The world of recruitment is dynamic. Regularly seek feedback from the target audience and iterate the campaigns based on this feedback. This ensures that the marketing strategies remain relevant and effective.

In conclusion, tailored recruitment marketing is not just about personalizing messages; it’s about understanding, resonating, and connecting with each segment of potential candidates. By doing so, healthcare institutions can ensure that they attract the right talent, perfectly aligned with their organizational goals and values.

21. Data-Driven Decision Making: The Cornerstone of Modern Nurse Recruitment Strategies

In an era where data is often termed as the ‘new oil’, its significance in nurse recruitment cannot be overstated. The vast amounts of data generated during the recruitment process, if harnessed correctly, can provide invaluable insights, leading to more strategic and effective hiring decisions. Here’s a deep dive into how data-driven decision-making is revolutionizing nurse recruitment:

a. Predictive Analytics for Future Hiring Needs

By analyzing historical hiring data and correlating it with factors like patient influx, seasonality, and staff turnover rates, healthcare institutions can predict future hiring needs. This proactive approach ensures that there’s always an adequate staff-to-patient ratio, enhancing patient care quality.

b. Identifying Effective Recruitment Channels

Not all recruitment channels yield the same results. Data analytics can pinpoint which platforms or job portals are bringing in the most qualified candidates, allowing institutions to allocate resources more efficiently.

c. Enhancing the Candidate Experience

By analyzing feedback and data from candidates who went through the recruitment process, institutions can identify bottlenecks or pain points. Addressing these can lead to a smoother, more candidate-friendly recruitment process, increasing the chances of securing top talent.

d. Reducing Turnover Rates with Post-Hire Data

Understanding why nurses leave can be as crucial as knowing why they join. By analyzing exit interview data and other post-hire metrics, institutions can identify areas of improvement, leading to higher retention rates.

e. Competitor Benchmarking

Data analytics tools can provide insights into hiring trends and strategies employed by competitor institutions. This knowledge can be invaluable in crafting unique value propositions and staying ahead in the recruitment game.

f. Real-time Monitoring and Reporting

Modern data analytics platforms offer real-time monitoring capabilities. This means that recruitment teams can get instant feedback on their campaigns, allowing for quick adjustments and refinements.

g. Skill Gap Analysis

By comparing the skills and qualifications of current nursing staff with industry benchmarks or patient care needs, institutions can identify skill gaps. This data can then inform future recruitment drives, ensuring that the new hires bring in the required expertise.

h. ROI Measurement on Recruitment Initiatives

Every recruitment campaign or initiative involves costs. Data analytics can measure the return on investment (ROI) for each, ensuring that funds are channeled into the most effective strategies.

In conclusion, data-driven decision-making in nurse recruitment is not just a buzzword; it’s a paradigm shift. By embracing this approach, healthcare institutions can ensure that their recruitment strategies are not based on gut feelings or intuitions but are backed by solid, actionable data, leading to more successful hiring outcomes. Listen to our podcast episode on data-driven TA below for even more detail:

Final Thoughts on Nurse Recruitment Strategies

In conclusion, the landscape of nurse recruitment is not only dynamic but also increasingly complex, reflecting the evolving demands and intricacies of the healthcare sector. By integrating these strategies, from leveraging the unparalleled precision of digital campaigns to harnessing the power of data-driven insights, healthcare institutions position themselves at the forefront of innovative recruitment. This comprehensive approach ensures not just the attraction of top nursing talent but also their retention, fostering a workforce that is not only skilled but also deeply aligned with the institution’s values and mission.

As the challenges of modern healthcare continue to mount, be it technological advancements or patient care complexities, having a dedicated and well-recruited nursing team becomes paramount. Thus, a strategic, well-rounded recruitment approach is more than a necessity; it’s the foundation for future healthcare success.

All the more reason to enlist an expert on your team for your nurse recruitment campaigns:

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