Strategies in Recruitment, Selection, Development, and Retention of Quality Health Care Professionals

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After determining the organization’s key personnel and skills needed for the attainment of its goals and objectives through Strategic Planning, a strategy that will guide the recruitment, selection, development, and retention of quality healthcare professionals can be formulated. It is vital that these strategies are carefully observed and their effectiveness continually assessed and adjusted accordingly to ensure that it brings out results that are in line with the organization’s goals and objectives.

Recruitment & Selection

A well-crafted strategy for recruitment and selection will ensure that the position that the organization is really needed and would bring value to the organization. Recruitment strategies will ensure that the critical skills required for the job and the requirements of the person for the job are clearly identified and appropriate channels to attract candidates are identified and utilized. Once the desired candidates are attracted to the job opening, selection strategies will ensure that HR Managers will be able to select the best candidate that fits both the job and the organization’s culture as well as its values or philosophy. One of the most important reasons for well-crafted recruitment and selection strategy is the role that recruitment and selection play towards the retention of employees. After all, an important measure of the effectiveness of recruitment and selection is the extent to which the organization is able to attract committed and high-performing employees who remain with the organization over a specified period (Fried & Fottler, 2015).


Nursing is a dynamic profession that is subject to constant changes and this necessitates that development strategies be in place to ensure that nurses provide the best possible individualized care based on the most recent research findings. Development strategies will provide nurses the opportunities to learn and grow which is one of the strongest motivating factors along with the opportunity to do interesting and challenging work (Jr & Mcconnell, 2007, pp. 187–189).

Development strategies require a substantial investment from the organization. While this investment is primarily focused on the employees allowing nurses to meet their obligation to society to provide care that is constantly reviewed, researched, and validated (ICN, 2012), it provides the organization a competitive advantage over its competitors. Highly motivated nurses with up-to-date knowledge and skills will increase the quality of care rendered to clients in the organization which increases the likelihood of the public using its services thereby increasing its profitability.


Retention strategies are crucial to the attainment of the organizational goals and objectives as they will ensure that the right person remains at the job. If an organization has a high employee turnover rate, there is an increased likelihood of nurses taking on additional workloads from those who left or while the replacement is still being trained. This in turn, negatively affects the quality of care. This situation also can contribute to individual moral distress and burnout, emergency department diversions, increased patient wait times, threatened patient safety, and unfavorable patient outcomes (Blegen et al., 2011).


• Blegen, M. A., Goode, C. J., Spetz, J., Vaughn, T., & Park, S. H. (2011). Nurse Staffing Effects on Patient Outcomes. Medical Care, 49(4), 406–414.
• Fried, B., & Fottler, M. D. (2015). Human resources in healthcare: managing for success (4th ed., pp. 181–183). Health Administration Press; Arlington, Virginia.
• Jr, F., & Mcconnell, C. R. (2007). Human resource management in health care: principles and practice (pp. 187–189). Jones And Bartlett Publishers.

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