Effective Nurse Recruitment Methods for Long-Term Care Facilities

Effective Nurse Recruitment Methods for Long-Term Care Facilities by Keith LaPrade MBA, Keller Graduate School of Management, 2010 BS, Austin Peay State University, 1998 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2019 Abstract Nurse recruitment is a challenge for long-term care (LTC) leaders. Some owners of LTC businesses lack knowledge of how to attract, market, and hire qualified nurses to help ensure success. The purpose of this multiple case study was to explore the methods and strategies LTC leaders used to recruit nurses. The target population consisted of leaders of 3 LTC facilities who were responsible for recruiting nurses. This selection was based on findings that organization leaders experienced a downsizing of more than 20% of their personnel. The conceptual framework was the motivation-hygiene theory. Working conditions were influenced by Herzberg's 2-factor principles of job dissatisfaction. I focused on analyzing the participant data, public documents, and performance outcomes that demonstrated the effectiveness of participant recruitment strategies. Data were collected from semistructured interviews. I compared the motivational hygiene theory factors that influenced employee job satisfaction and dissatisfaction identified with the conceptual framework and any new studies published since beginning my study. Results of data coding and analysis revealed 3 major themes: communicating job descriptions to new LTC recruits, hiring for nurse–position fit to address turnover, and making the position attractive by offering competitive wages and benefits. Successful recruiting strategies included ensuring nurse position fit, contacting qualified candidates, and work conditions designed to meet candidates’ needs, expectations, and requirements. Results of this study might contribute to social change by providing recruitment strategies to ensure quality nursing services in LTC and strategies necessary to sustain business operations.Nurse recruitment is a challenge for long-term care (LTC) leaders. Some owners of LTC businesses lack knowledge of how to attract, market, and hire qualified nurses to help ensure success. The purpose of this multiple case study was to explore the methods and strategies LTC leaders used to recruit nurses. The target population consisted of leaders of 3 LTC facilities who were responsible for recruiting nurses. This selection was based on findings that organization leaders experienced a downsizing of more than 20% of their personnel. The conceptual framework was the motivation-hygiene theory. Working conditions were influenced by Herzberg's 2-factor principles of job dissatisfaction. I focused on analyzing the participant data, public documents, and performance outcomes that demonstrated the effectiveness of participant recruitment strategies. Data were collected from semistructured interviews. I compared the motivational hygiene theory factors that influenced employee job satisfaction and dissatisfaction identified with the conceptual framework and any new studies published since beginning my study. Results of data coding and analysis revealed 3 major themes: communicating job descriptions to new LTC recruits, hiring for nurse–position fit to address turnover, and making the position attractive by offering competitive wages and benefits. Successful recruiting strategies included ensuring nurse position fit, contacting qualified candidates, and work conditions designed to meet candidates’ needs, expectations, and requirements. Results of this study might contribute to social change by providing recruitment strategies to ensure quality nursing services in LTC and strategies necessary to sustain business operations. Effective Nurse Recruitment Methods for Long-Term Care Facilities by Keith LaPrade MBA, Keller Graduate School of Management, 2010 BS, Austin Peay State University, 1998 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University October 2019 Dedication A doctoral dissertation speaks loudly to commitment and hard work. I am dedicating this doctoral study to the late Flora Bush LaPrade and Betty Jean LaPrade, who provided unending support, knowledge, and values when I was young and growing up. I dedicate this to DaJuan Marquis LaPrade and Jahn Pierre LaPrade, hoping this will inspire and encourage them to always dream big, work hard, and never give up in life. A special thanks to Tammy Christiansen for her support and patience. Finally, I dedicate this to George and Maudie McIntosh, James LaPrade, and Joyce Thomas, who taught me to stay humble and encouraged me to excel in all things. Thanks to Freddie McIntosh, Pamela LaPrade Bell and all my friends and family for their support. Acknowledgments Thank you, Dr. Warren Lesser, for helping me get through this program. A change in guidance after many years of work finally paid off. I am grateful for the Walden residency staff that assisted me with fine-tuning my research topic. I am thankful to everyone who extended a hand throughout my doctoral journey. Thank you all for the experience.