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.
|Number of pages||7|
|Journal||Australian Journal of Advanced Nursing|
|Publication status||Published - 2007|
- Career break