The last issue’s Career Coaching column discussed the structural shift in the nursing
labor market, and that for the foreseeable future, travel nursing will continue to
lure nurses away from permanent positions.
1
Many agree that as a result of the pandemic, the nursing workforce is now “different”—different
in revised expectations of the work environment, compensation, benefits, their health
and well-being, and greater control and flexibility over their work schedule. Couple
this with the loss of 100,000 nurses under 49 years of age who left the workforce,
2
plus the current and ongoing nursing shortage, the nursing labor market has indeed
shifted. Many organizations find themselves luring travel nurses back to permanent
employment, hiring new nursing staff, and striving to retain their current staff,
all in an extremely competitive marketplace. Talent acquisition teams are busy.- Auerbach D.I.
- Buerhaus P.I.
- Donelan K.
- Staiger D.O.
A worrisome drop in the number of young nurses. Health Affairs Forefront. April 13, 2022.
https://www.healthaffairs.org/do/10.1377/forefront.20220412.311784
Date accessed: July 13, 2022
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References
Brooks BA. The nursing labor market’s structural shift. Nurse Leader, in press.
- A worrisome drop in the number of young nurses. Health Affairs Forefront. April 13, 2022.(Available at:)https://www.healthaffairs.org/do/10.1377/forefront.20220412.311784Date accessed: July 13, 2022
- American Nurses Foundation. Pulse of the Nation’s Nurse Survey Series: 2022 Workplace Survey. 2022.(Available at:)https://www.nursingworld.org/∼4a209f/globalassets/covid19/anf-2022-workforce-written-report-final.pdfDate accessed: August 16, 2022
- National Nurse Work Environments—October 2021: A Status Report. Crit Care Nurse. 2022. American Association of Critical-Care Nurses.(Available at:)https://aacnjournals.org/ccnonline/article/doi/10.4037/ccn2022798/31808/National-Nurse-Work-Environments-October-2021-ADate accessed: August 15, 2022
- Determining and communicating employee pay: transparency versus the “black box.”.Nurse Leader. 2021; 19: 225-226
- Pay inequity: now what?.Nurse Leader. 2021; 19: 325-326
- The impact of human resource management on organizational performance: progress and prospects.Acad Manage J. 1996; 39: 779-801
- State of Healthcare Workforce 2022. Vivian Health.(Available at:)https://hire.vivian.com/blog/state-of-healthcare-workforce-2022Date accessed: July 25, 2022
- ASHHRA/PwC Saratoga® HR Metrics Tool.(Available at:)https://ashhra.org/wp-content/uploads/2021/12/Saratoga-FY22-Hospital-Consortium-Upgrade.pdfDate accessed: July 30, 2022
- Personnel selection as a signaling game.J Appl Psychol. 2012; 97: 719-738
Biography
Beth A. Brooks, PhD, RN, FACHE, was presented with AONEs Mentor Award in 2017. Dr. Brooks is President & CEO of The Brooks Group, LLC, a Chicago-based career coaching, board advising and strategy consulting firm. She can be reached at [email protected] .
Article Info
Publication History
Published online: October 01, 2022
Publication stage
In Press Journal Pre-ProofIdentification
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2022 by Elsevier Inc. All rights reserved.
