How can hospitals engage their current employees in the recruitment of qualified nurses? A referral bonus and self‐determination perspective

Abstract

Worldwide, the healthcare sector is confronted with a high unmet demand for nursing staff (Eurostat, 2018; Juraschek, Zhang, Ranganathan, & Lin, 2012). Demand for care increases because of the ageing population. Simultaneously, this sector faces insufficient graduating nurses to fill opened vacancies caused by retiring baby boomers (EmployUS, 2018). By 2030 the need for US nurses will exceed 1 million (Dingle, 2018). The same problem occurs in Europe and specifically in Belgium, where there is only 0.44 nurse available per open vacancy (European Commission, 2014; VDAB, 2019a), making nursing one of the toughest bottleneck professions (VDAB, 2019b). Finally, this shortage has and will become even more apparent, due to the ongoing Covid-19 crisis, which places an even heavier burden on the healthcare sector and the need for nurses. Hence, hospitals may benefit from rethinking their recruiting strategy to stand out as a more attractive employer. One effective way to do this is through using employee referrals (Chapman,

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