Develop a Recruitment and Retention Plan

Sustaining Value: From Branding to the Bottom Line An effective recruitment and retention plan must create win/win situations within the employer/employee relationship. Over the last five years, RN turnover has become a significant concern because of the lack of knowledge the employers have about the true reasons employees leave their organizations and also because of the lack of initiative and effort to implement effective strategic retention measures to mitigate the risks and impact of turnover. Turnover is not only costly financially but creates loss of time, too. What it took to attract top talent to the company will also take double the effort to keep them. Investing in employees' career development and advancement strengthens commitment to the organization and increases performance within. Worst-case scenario if an outstanding employee still leaves the company it is best to have been a part of creating a healthy and stable workforce than to be the cause for unskilled and untalented RNs in the healthcare industry. Being a force to be reckoned with is never a bad thing, and a company that can identify its flaws and fix them efficiently is always a winner. Establishing credibility through investing in employees who stay with the company is a smart investment to attract and keep top talent while sustaining a competitive advantage and a profitable bottom line.