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Recruitment problems in intensive care: a solution.

Carole Ambrose1

  • 1ICU and Pain Services, Intensive Care Unit, University Hospital Lewisham, London. Carole.ambrose@uhl.nhs.uk

Nursing Standard (Royal College of Nursing (Great Britain) : 1987)
|January 10, 2003
PubMed
Summary

Recruiting specialized intensive care nurses is challenging. A hospital implemented an in-house training program for nurses, offering early promotions, to address these critical care nursing shortages.

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Area of Science:

  • Nursing
  • Healthcare Management
  • Critical Care

Background:

  • Recruitment challenges persist for nurses specializing in intensive care units (ICUs).
  • High demand for critical care expertise strains existing healthcare staffing models.

Purpose of the Study:

  • To identify and evaluate solutions for intensive care nurse recruitment difficulties.
  • To assess the effectiveness of an in-house training program in addressing staffing shortages.

Main Methods:

  • Analysis of recruitment problems in a large district general hospital's ICU.
  • Implementation of a training program for nurses at the D grade level.
  • Offering early promotion opportunities to trained intensive care nurses.

Main Results:

  • The in-house training initiative aimed to develop a sustainable pool of qualified intensive care nurses.
  • Early career advancement opportunities were utilized as a recruitment and retention incentive.

Conclusions:

  • A comprehensive training program combined with career progression pathways can effectively mitigate intensive care nurse recruitment issues.
  • Developing internal talent is a viable strategy for hospitals facing specialized nursing shortages.

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