Strategies to Recruit the Next Generation of Nursing Leadership Talent

Abstract

OBJECTIVE: The purpose of this study was to explore how generational differences contribute to challenges in recruiting the next generation of talent into nursing administration roles. BACKGROUND: The current workforce is aging. Nursing administrative roles, which for the purpose of this study are defined as nurse managers, are increasingly difficult to fill with leaders from upcoming Generations X and Y. METHODS: A descriptive, nonexperimental study was undertaken using a convenience sample. An electronic survey was distributed to explore the impact a set of interventions would have on recruiting into nursing administration roles. Then differences between generations were analyzed. RESULTS: Respondents indicated 45% of the interventions have a moderate to high impact on their consideration for a position in administration. Statistical significance between generations was identified on 4 interventions related to work-life harmony. CONCLUSIONS: Fiscally conservative interventions exist to assist hospital administrators with succession planning among nurse managers. When recruiting Generations X and Y candidates, interventions supporting work-life harmony should be emphasized.