I’m assuming you’re a content provider who is new to analytics, research, and reporting on industry-level data. If you’re using advanced data analytics tools, you most likely have programs in place designed to pull data based on strategic business questions. For those who are new, and who are most likely consolidating and reporting on data manually, let’s talk about a good starting point.
First, look at the data that has been collected around your team’s needs. Reviewing the data can help you and the team identify relevant trends, and opens a discussion around content needs. But wading through data can be intimidating at first. What should you look for?
My suggestion is that you review the team’s strategic goals, existing content, and any plans for future material. Then look at the data, and ask questions that will take you from ‘what am I looking at’ to ‘how can I help.’ Jot down questions as you go! You can refer to them if you lose sight of the goal.
I recently pulled together industry-wide data, around the nursing shortage. The goal was to report back any findings that would inform our managers and directors as they develop a recruiting and retention strategy for their hospitals. If I were a hiring manager looking at the data, what would I want to know that could inform my team’s strategy? 3 questions I asked of my data:
- What does the data say?
- How does it impact our strategy?
- If I were teaching a course on our Recruitment & Retention, what questions would I want the audience to reflect on so they walk away with valuable insights?
Here are some examples of questions I came up with:
- How many APRNs, LPNs, RNs, and CRNAs work in your state? How many jobs are available for these candidates in your state? How might this impact your current and future hiring strategy?
- What percentage of your job postings are for LPNs, RNs, and Physicians? If a job is posted for an LPN, what is the ratio of LPN:RN applicants for the job?
- Do you see a mismatch between available nursing skills in the community and your facility’s needs? For example, are there an abundance of RNs vs. LPNs, or vice versa? Or, do you see an abundance of skilled applicants whose expertise is in senior care, and your facility is offering a new line of service in obstetrics?
- Is the employment concentration of nurses in your state above (>1.0) or below (<1.0) the national average, and how does this affect your ability to attract, hire, retain, and pay qualified nurses?
- Does your facility compete for nurses with a bordering state that has a higher/lower income tax rate? If so, how does this impact your ability to attract, hire, and retain qualified nurses?
- Based on the data, describe how you might modify a job description/duties for a replacement position when someone on your nursing staff leaves.
- Based on the data, explain how you might budget for a newly created position on your nursing staff. And for a replacement position.
- Based on the data, what one change would you make right now for recruiting nurses for your facility? Hiring/onboarding? Retaining?
- Based on the data, describe how your state’s availability of nurses impacts your current and future hiring needs to support your lines of service.
- What alternatives or insights can you provide based on the data?
- How might the composition of your team change in response to the data?
- Based on the data, what recommendations would you make for:
- Attracting a wide variety of qualified candidates
- Hiring well-rounded team to support your current and future lines of service
- Retaining nurses and developing them for future needs within your facility