The Employee Recruitment and Retention Handbook

AORN Journal, April, 2004 by Jim D'Alfonso

The Employee Recruitment and Retention Handbook

Diane Arthur 2001, 402 pp $75 hardcover

The Employee Recruitment and Retention Handbook is the latest book by author Diane Arthur, president of Arthur Associates Management Consultants, Ltd, Northport, NY. She has written several other business texts, each with a focus on human resources (HR) development. As a recognized expert in HR issues, Arthur offers a fresh look at workforce diversity and explores the strategies leading companies are using currently to recruit and retain top performers.

Although this comprehensive text does not target health care specifically, the details on current labor shortages, labor/capital inversion, competitive markets, and the shifting employment picture transfer well to the challenges perioperative leaders face in their daily operations. The analysis of best practices offers timely information on innovative strategies and insights into the incentives and benefits that really matter to employees. Discussions on the dynamics of today's workforce and changing workplace loyalties provide some reassurances that health care is not the only industry struggling with a withering work force and increased demand for services.

Dispelling leader misperceptions about what employees want is critical for changing mental models and truly improving recruitment strategies. According to the author, what employees really want is

* a chance to make an impact,

* recognition for work well done,

* open communication between themselves and managers,

* the opportunity to gain new skills, and

* control over their current and future lives.

An exploration of generational differences reinforces how important these concepts are when competing for top performers, because talented individuals will go to those organizations that can demonstrate awareness and a commitment to offer creative and comprehensive perks designed to meet these individuals' needs.

This compendium of creative HR ideas could serve as a useful resource for any nursing leader or HR department when comparing traditional recruitment tools with more innovative efforts. Although some of the strategies outlined in the text may be more suitable for organizations such as the Mirage Resorts or Southwest Airlines, there are many ideas that may enhance the search for creative and cutting-edge solutions in specialized settings like the OR. A chapter on the benefits and drawbacks of recruiting online offers detailed information to those interested in expanding the use of their hospital's web site or exploring the use of a generalized site, such as AORN Online.

Checklists, bulleted text, and tables highlight valuable information and provide guides that readers may find useful in developing or defining their own hospital-specific recruitment tools. In addition to a lengthy list of corporate compensation packages that companies offer today, the author cautions employers to balance perks with substance, to remain ethical, and to get personal. The personal touch translates into taking a genuine interest in employees, making a commitment to help them reach their goals, and promoting shared results.

In addition to offering helpful information on current recruitment and retention efforts, the author offers insights into the legal, ethical, economic, and organizational dynamics that every leader needs to know. The lists provided in the text and the definition of concepts that challenge how corporations recruit are definitely thought provoking, but it is the leadership initiatives for creating a better work environment that may prove more helpful to readers. A retention environment closely examines

* two-way communication,

* intrinsic motivation,

* the chance to have fun at work,

* a sense of purpose,

* participatory management, and

* opportunities for lifelong learning.

The importance of balance is stressed throughout the text, including balance in compensation, perks, and even work/life practices. With an eye on the future, the text concludes with valuable insights into economic, technological, social, employment, and additional trends for which managers should prepare.

In the final chapter, the author projects that 410,800 RN jobs will be added to the workforce by the year 2006, making it third on a list of 24 occupations. The health services sector will add more than three million jobs and will grow at more than double the economy's growth rate, so it appears that recruitment and retention efforts will continue as a primary focus for all health care leaders. The themes outlined for the future reflect many of the same goals that have prevailed for decades, including

* providing

** equal opportunities,

** role clarity,

** essential tools,

** honest appraisal,

** fair compensation,

** competitive benefits,

** training, and

** rewards;

* accommodating a family focus;

* offering a sale and hassle-free environment;

* listening;

* responding; and

* motivating.

The final message from this comprehensive guide to recruiting and retaining the best employees is that perioperative leaders are not alone and that workforce issues in health care are not necessarily isolated or unique. There are many opportunities to learn and collaborate with corporate America, as we all face and tackle increased shortages, challenges, and competition on all fronts. This text is easy to read, well organized, and offers an excellent resource for perioperative leaders seeking to revamp or challenge their current recruitment and retention strategies.