Returning to nursing after a career break: elements of successful re-entry
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Keywords
refresher, re-entry, recruitment, retention, career break
Abstract
Background: The well reported shortage of registered nurses (RNs) means recruitment of RNs not currently in the nursing workforce is an option. Nurses re‑entering the nursing workforce are widely considered to be valuable staff members across many health care settings, bringing maturity, life experience and enthusiasm to their work.
Objective: To survey the literature to identify the special needs of the re‑entry RN and suggest elements of a successful re‑entry recruitment, training and retention policy.
Conclusions: The typical re‑entry RN is a 40-year-old female with school‑aged children. She may be unaware of re‑entry opportunities in her area. She wants family friendly shifts and an acknowledgment of family responsibilities; a paid, on‑the‑job refresher course that is relevant and that guarantees future employment; as well as ongoing support to help overcome anxiety and loss of confidence. Positive support from existing staff is crucial.
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Janet Long RN, BSc (Hons), Grad Cert Nurs (Clinical Studies), MRCNA
Eye Outpatients and Emergency, Sydney Hospital and Sydney Eye Hospital, Sydney, NSW, Australia.
[email protected]
Sandra West RN, CM, Int. Care Cert, BSc, PhD, MRCNA
Associate Professor of Clinical Nursing, Faculty of Nursing and Midwifery, University of Sydney, NSW, Australia.