Efficient recruiting has to begin with a foundation of quality leads and the best recruiters with the best of pitches will perform poorly without them.  Given a daunting licensure list or stale database to cull through, neither expert salesmanship nor company selling points are going to help.  These people are simply uninterested in what is being offered.  Waiting for a trickle of nurses to find and apply to posted jobs or competing with dozens of other employers for the same pool of nurses isn’t terribly effective, either.  However, having exclusive access to fresh leads representing nurses actively looking for new opportunities and having nurses targeted to your open jobs can make recruiting an efficient, more pleasant and more profitable experience.

NurseLeads.org offers a refreshing new way to identify the right nurses for hire.  Our convenient self-serve interface allows for instant access to quality, targeted nurse leads and provides recruiters a fundamental resource necessary for success. Register today to take matters into your own hands and get back to recruiting basics in a very affordable and effective way!

NurseLeads.org offers nurse employers affordable access to fresh leads generated through search engine traffic along with the ability to pick and choose leads targeted to jobs.  We’ve spent years creating nursing employment websites that collect thousands of nurse registrations each month with the purpose of efficiently matching nurses with employers. Our employer-neutral nursing job sites inform nurses that we partner with leading health care employers with access to jobs they are looking for. With our simple self-serve interface, employers can register on and browse our nurse leads, paying only for those they need.  With thousands of new nurse leads arriving each month, employers are able to find the nurses they need more quickly and more cost-effectively than ever before.  Register with us today to search the nursing search traffic!

• Exclusive access to purchased leads for 30 full days
• Affordable nurse leads for as low as $3.75 each
• A nurse search engine for targeting leads to jobs
• A self-serve interface and instant access to leads
• Access to nurses actively seeking employment
• A resource to increase fill rates and profitability

Target Your Efforts

Finding a qualified nurse in the right location who is actively seeking employment and who is interested in your job can be like searching for a needle in a haystack. Haphazardly cold-calling stale databases or spending your marketing budget on inefficient advertisements to the wrong nurses wastes your time and money while annoying nurses who aren’t interested in your jobs. Nurses want specific jobs and nurse employers want specific nurses and there is a better way.

We can provide you access to experienced health care professionals in the profession and expertise you are looking for who are actively seeking jobs in the locations where you have needs; and, we can do it with greater efficiency and at a lower cost through our expertise and scale. Register today to get started and revolutionize your nurse recruiting with NurseLeads.org.

A Smarter Spend

Reallocate your marketing spend with NurseLeads.org for a real return on investment. Stop wasting time and money on these ineffective and outdated methods yielding insufficient results:

• Crowded job boards
• Stale nurse databases
• Expensive print ads
• Ineffective job fairs
• “Junk” mail campaigns

Contact us by May 29th, 2009 and mention the code “10FREEINMAY” for a quick demonstration where you will receive 10 FREE CREDITS redeemable for 10 nurse leads.

Here is the breakdown of all the states and the percentage of nurses who applied from that state.

Nurses by State

• Alabama Nurses – 2.67%
• Alaska Nurses – 0.18%
• Arizona Nurses – 2.09%
• Arkansas Nurses – 1.43%
• California Nurses – 5.99%
• Colorado Nurses – 1.88%
• Connecticut Nurses – 1.51%
• Delaware Nurses – 0.58%
• District of Columbia Nurses – 0.05%
• Florida Nurses – 6.07%
• Georgia Nurses – 5.36%
• Hawaii Nurses – 0.37%
• Idaho Nurses – 0.89%
• Illinois Nurses – 3.08%
• Indiana Nurses – 2.09%
• Iowa Nurses – 1.69%
• Kansas Nurses – 1.22%
• Kentucky Nurses – 1.89%
• Louisiana Nurses – 1.81%
• Maine Nurses – 0.56%
• Maryland Nurses – 1.96%
• Massachusetts Nurses – 2.15%
• Michigan Nurses – 3.46%
• Minnesota Nurses – 3.06%
• Mississippi Nurses – 2.07%
• Missouri Nurses – 2.15%
• Montana Nurses – 0.29%
• Nebraska Nurses – 0.85%
• Nevada Nurses – 0.61%
• New Hampshire Nurses – 0.71%
• New Jersey Nurses – 2.51%
• New Mexico Nurses – 0.61%
• New York Nurses – 2.64%
• North Carolina Nurses – 3.91%
• North Dakota Nurses – 0.34%
• Ohio Nurses – 3.98%
• Oklahoma Nurses – 1.37%
• Oregon Nurses – 1.05%
• Pennsylvania Nurses – 3.7%
• Rhode Island Nurses – 0.48%
• South Carolina Nurses – 2.23%
• South Dakota Nurses – 0.31%
• Tennessee Nurses – 2.96%
• Texas Nurses – 5%
• Utah Nurses – 1.3%
• Vermont Nurses – 0.27%
• Virginia Nurses – 3.17%
• Washington Nurses – 1.52%
• West Virginia Nurses – 1.31%
• Wisconsin Nurses – 2.41%
• Wyoming Nurses – 0.23%

As always, if you want to search our leads yourself you can register for free and search our nurse database.

NurseLeads.org specializes in online marketing that attracts nurses actively seeking employment in specific locations and specialties. We are able to put you at the front and center of leads that are targeted to your job orders and that will outperform the stale databases and crowded job boards so many other companies in the industry rely on.

We understand that in today’s economy agencies are not in a position to make an additional marketing spend, but we advocate a smarter spend. By focusing resources on nurses who are currently qualified, active in the job market, and interested in the jobs you have to offer, you will recruit more nurses for less.

We are offering 25% off all orders for the rest of April 2009 in order to earn your business. Contact us today for more information.

RN Database/LPN Database

State nursing boards will often maintain databases of licensed nurses and provide them to nurse employers (or really anyone claiming to be hiring nurses) at a very low cost. These databases typically contain addresses and phone numbers but not email, meaning they are typically used as a mailing list or a nurse phone database. These databases will often need post-purchase processing, to correct addresses (use USPS address changes) and filter off the “Do not call” list but will have a high margin of error in the data (wrong numbers and addresses).

Campaigns that tend to work well for nurse license databases are campaigns that are broad and do not need targeting. Generic nationwide nursing campaigns will tend to work better than targeted local employment offers. Make sure to do something very special to stand out from the others, as these cheap databases are widely circulated and many others are marketing through the same channel.

Note: There are many companies that resell these databases, after purchasing each state database they offer data services on top of the same data to nurse employers. Make sure not to purchase from both these companies as well as from the state board directly, as you will be paying for the same data.

Nurse Publication Databases

Nurse magazines often sell nurse data to their advertisers. Sometimes this data is collected as subscriptions to their publication and other times it’s a database that was collected and purchased from multiple sources . Typically these will be more accurate and up-to-date than the state databases as there are many who will maintain a nurse license but who are not active in the career at the time while print publication costs force some consideration of value against volume.

Watch out for free publications, as these “subscribers” are far more casual (sometimes even unwilling) and the readership is sometimes inflated, representing aggressive distribution instead of real readers. Sometimes these publications are distributed by dropping them off in hospitals for whoever might want them or by blindly mailing them to the state nursing board’s nurse lists and there is little guarantee your message will be actually read or seen by anyone.

What to do to stay competitive

The saying goes that the early bird gets the worm, and this is unsurprisingly the case in the staffing industry. The agencies that are quick on their feet and have reacted with refinements to their nurse recruitment process fare better than those who stick with antiquated processes and a falling fill rate. With fewer jobs to go around agencies that struggle to fill the positions open to them find that fewer and fewer such openings are being made available to them in the future. Agencies that have placed increased emphasis on filling the job orders they receive are holding their own while others in this industry falter. If you think your process needs improvement consider the following basic strategy:

• Turn you job orders around as quickly as possible. Gone are the days of open orders for weeks, to compete in today’s market you need to be able to fill within days, sometimes hours.
• Forecast job orders two to four weeks out, and try to have nurses who are currently interested in those jobs lined up waiting for the order.
• Synchronize your marketing with your job order forecast. Now more than ever it makes no sense to be spending time and money on broad marketing that does not target the specific jobs you need to fill. Make sure your nurse acquisition strategy is in tune with your needs.
• Recruit with a sense of priority. Get in touch with the nurses who are looking for jobs where you have needs as soon as possible, a day can make a difference these days so it makes even less sense to recruit broadly. Synchronize your nurse recruiting with your needs.

Stay tuned to our blog for more ways to optimize your nurse recruiting and contact us if you are interested in targeted nurse leads that can revolutionize your marketing spend!

• Nurses are taking more shifts in reaction to this economy
• People are avoiding the hospital to save money, reducing the current needs
• Nurses are putting off retirement

See the following two articles for more.

From the Boston Business Journal:

Hiring freezes leave nursing grads in cold

Victoria Upson thought finding a nursing job would be a piece of cake.

She has an undergraduate degree in biochemistry from Bowdoin College in Maine and now attends a master’s program at Northeastern University.

“I’d heard about the nursing shortage. I’d heard about the good pay, the schedule and great job mobility,” she said.

Then Upson heard from her professors in October that many hospitals had instituted hiring freezes.

[...]

Hospitals including UMass Medical Center, Cape Cod Hospital, Cambridge Health Alliance’s three affiliated hospitals, Jordan Hospital and MetroWest Medical Center currently have hiring freezes that include nursing positions, according to the Massachusetts Nurses Association.

[...]

For years, one of the factors keeping nursing atop most of the recession-proof job lists is the aging of the nursing workforce. But with the soured economy, analysts say, some nurses nearing retirement may put off that decision for a few extra years.

From the Arizona Republic:

New nurses face hiring challenges

New graduates such as Caulk are discovering that landing an entry-level nursing job has become more challenging as hospitals scale back hiring because of the recession. The slower entry-level job market is a sharp contrast to recent times, when hospitals rapidly hired new graduates to address the state’s critical nursing shortage.

Some hospitals are not hiring new nurses, while others have reduced or eliminated the use of temporary or traveling nurses who once helped with the area’s nursing shortage.

[...]

Veteran nurses also seem to be delaying retirement, and part-time nurses are working more shifts to shore up their household finances during weaker economic times.

Hospitals have delayed expansions and do not need to hire as many new nurses to staff new units. Some hospital administrators report that more patients are postponing elective surgery, so nursing hours are correspondingly cut.

These cuts have affected more than new graduates. Even veteran nurses are finding that when a hospital’s patient census is low, a hospital may cut nursing hours accordingly.

Deborah Rice, a registered nurse who works at West Valley Hospital’s nursery, said the hospital has been frequently cutting back shifts due to lighter patient loads.