As the need for nurse managers, directors, and practitioners grows in healthcare organizations nationwide, so does the adherence to state-mandated credentialing and educational requirements as an essential starting point in most U.S. hospital’s hiring processes for these opportunities.
However, it was not always this way. For example, in the not too far distant past, nurses could have developed into leadership positions by working in service for years in one healthcare system and advancing through outstanding work ethic and aptitude. In these cases, it was common to see education and credentialing offered to move into leadership positions but not necessarily required in all instances.
It’s also common knowledge that hiring managers prefer candidates for nurse leadership positions with experience. However, we often find healthcare organizations at a disadvantage due to this tension between the evolution in requirements for nurse leadership roles and the desire to find candidates with years of experience; leaving an already small field of potential candidates smaller yet. As a result, we see hiring managers trying to balance the “education vs. experience” candidate pool that overwhelms most HR application, respondents.
We approach this education vs. experience tension by uncovering our client’s hiring needs, filtering those needs into a marketing strategy that centers itself in advanced multi-channel digital advertising, proprietary networking tactics, and high-reward external referral programs. Given that ARRA can proudly stand by a time-to-fill rate for nurse leadership roles three times faster than the national average, it’s no surprise why we’ve earned the trust and retention of every client we’ve worked with since our inception.
