This slideshare provides a summary of research on the U.S. nursing labor market. Designed to assist employers in understanding the market influences affecting recruitment, it also highlights some of the drivers employers are using to attract and retain top nursing talent.

1. U.S. NURSING
LABOR MARKET
REPORT 2014

2. EXECUTIVE SUMMARY
This slideshare provides a summary of research on the
U.S. nursing labor market. Designed to assist employers in
understanding the market influences affecting recruitment,
it also highlights some of the drivers employers are using to
attract and retain top nursing talent.
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

3. TRENDS SHAPING THE MARKET
Demand
The demand for nurses is expected to increase by 2% every year, significantly
outpacing the supply by 2020.
An Aging Workforce
The number of RNs under age 30 is decreasing even as more nurses retire.
Specialization
There is an increased demand for specialized nurses.
Geography
California, Florida and New York have the most RN job vacancies.
Retention
Employers are doing more to attract and retain experienced staff.
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

4. In 2008, RNs over the age of 50 made up 43% of the overall registered nursing
population. As these nurses reach retirement age, the nursing workforce will
lose a large portion of their most experienced healthcare professionals.
Age Distribution of Total Number of Registered Nurses Over Time
3%
3%
16%
14%
12%
14%
13%
22%
21%
Age
28%
29%
30%
60s
50s
40s
35%
30%
32%
37%
27%
30s
20s
1980
18%
21%
9%
30%
23%
8%
10%
2000
2004
2008
17%
1990
Source: Findings from the 2008 National Sample Survey of Registered Nurses, September 2010
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

5. READ THE ENTIRE REPORT
Download this presentation to learn about:
• New incentives being offered by top organizations that want to retain staff
• Five ways to improve retention
• Distribution of nurses by state and age
• Employment markets popular with RNs
• Challenges and solutions for rural placements
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

6. Top 10 States with the Highest Job Vacancies for Nurses
1. California
10,900
2. Florida
7,440
3. New York
6,360
4. Ohio
4,630
5. North Carolina
4,093
6. Illinois
4,020
7. New Jersey
3,700
8. Michigan
3,500
9. Georgia
3,340
10. Massachusetts
3,290
Source: U.S. Bureau of Labor Statistics, March 2012
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

7. States with the Highest Number of
Registered Nurses
States with the Lowest Number of
Registered Nurses
1. California
1. Wyoming
2. New York
2. Alaska
3. Texas
3. Vermont
4. Florida
4. North Dakota
5. Pennsylvania
5. Hawaii
6. Ohio
6. District of Columbia
7. Illinois
7. South Dakota
8. North Carolina
8. Delaware
9. Michigan
9. Idaho
10. Massachusetts
10. Montana
Source: Health Resources and Services Administration analysis of the ACS 2008-2010 three-year file
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

8. SUPPLY & DEMAND
Distribution of
Registered Nurses by
Region
A large percentage of
the nation’s registered
nurses work in Southern
WEST
20%
MIDWEST
NORTHEAST
24%
21%
states such as Texas,
North Carolina, and
Florida.
Ten percent of the U.S.
nurse population resides
CALIFORNIA
10% of the U.S.
SOUTH
35%
in California.
Source: Health Resources and Services Administration analysis of the ACS 2008-2010 three-year file
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

9. SUPPLY & DEMAND
Market Snapshot
• Over 700,000 openings are forecast between now and 2020.
• Registered nursing ranks fourth on the list of jobs in the US with the highest
number of job vacancies.
• 90% of long-term care facilities lack enough nurses to provide basic care.
• In 2013, about two-thirds of nurses considered quitting their job due to high
stress levels.
• Floor nurse satisfaction continues to be a large predictor of retention.
Sources:
http://www.aacn.nche.edu/media-relations/fact-sheets/nursing-shortage
http://www.nursingsociety.org/Media/Pages/shortage.aspx
http://www.sbwire.com/press-releases/department-of-labor-estimates-requirement-for-over-700000-registered-nurses-this-decade-293109.htm
http://www.theguardian.com/society/2013/aug/31/nirses-want-resign-two-thirds
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

10. SUPPLY & DEMAND
Projected Nurse Supply & Demand
2,824,900
2,569,800
1,016,900
2.5 million
PROJECTED DEMAND
FOR NURSES
Driver: Demand vs. Retirement
2,347,000
Demand for nurses is projected
683,700
to increase by 2% every year, as
2,161,300
the supply steadily decreases.
2,001,500
PROJECTED
NURSING
SHORTFALL
405,800
2 million
218,800
110,800
1,942,500
1,941,200
1,890,700
1,886,100
PROJECTED NURSE
WORKFORCE
1,808,000
1.5 million
2000
2005
2010
2015
2020
Source: U.S. Health Resources and Services Administration’s “What is Behind HRSA’s Projected Supply, Demand, and Shortage of Registered Nurses?”
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

11. SUPPLY & DEMAND
Driver: Specialization impacts supply.
Hospitals across the country continue to experience a shortage of clinical
specialties, including:
• Labor and Delivery
• Operating Room
• Cardiovascular Operating Room
• Pediatric/Newborn Intensive Care Unit
• Cardiovascular Intensive Care Unit
• Emergency Room
Source: http://www.travelnursing.com/news-and-features/news-detail/Todays-Hottest-Specialties-in-Travel-Nursing/40690
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

12. SUPPLY & DEMAND
Drivers: Demographics including age and work experience can drive the
spread of urban and rural nurses.
Data shows that on average, there isn’t a correlation between age and the
distribution of RNs in urban and rural environments.
Distribution of RNs in Urban and Rural Environments
35
30
Percentage
25
14.9
12.6
20
15.3
Rural
12.5
Urban
11.9
10.7
9
15
10
Areas
4.9
9.7
5
11
12.5
12.2
14.4
15.1
5.7
11.2
5.9
5.3
1.7
1.8
61-65
66-70
0
25 or younger
26-30
31-35
36-40
Source: Health Resources and Services Administration analysis of the ACS 2008-2010 three-year file
U.S. NURSING LABOR MARKET REPORT 2014
41-45
46-50
51-55
56-60
0.8
0.8
71 or older
Age
identified.com

13. Registered Nurses Throughout the U.S.
<9k
15-30k
50k+
DID YOU KNOW?
Urban areas are more popular among travel
nurses than rural areas.
Source: Health Resources and Services Administration analysis of the ACS 2008-2010 three-year file
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

14. SUPPLY & DEMAND
Solution
Leading hospitals such as Mayo Clinic and Kaiser are incentivising new grads
and experienced RNs to drive retention.
Incentives include:
• Scholarships
• Workforce grants to nursing programs
• Tuition reimbursement
• On-site degree and training programs
• Increasing CE and certification offerings
• Loan forgiveness programs
Source: http://nursezone.com/Nursing-News-Events/more-news/Nursing-Jobs-Outlook-Workforce-Trends-and-Actions_38108.aspx
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

15. SUPPLY & DEMAND
Driver: Shortages are regional.
• Regional markets in the North and Midwest continue to have the
lowest number of nurses.
• Rural supply continues to be a challenge as employment in
metropolitan markets remains more attractive.
• Nurses prefer employment in urban vs rural settings seven to one.
Source: Health Resources and Services Administration analysis of the ACS 2008-2010 three-year file
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

16. CAREER
Solution: Focus on career trajectory.
EARLY CAREER
• Banner and Providence Health implemented a RTT (Rural Track Training)
program in rural environments with great success. RTT programs have a 75%
success rate in placing physicians in rural practices, often in the same place
they trained.
• Promoting incentives similar to the loan forgiveness and RTT programs
that are typically offered to residents may increase placement rates in rural
settings for new grad nurses.
LATE CAREER
• Retirement programs focused on reintroducing retired nurses to the
workforce are another way to augment rural staff who are more likely to be
45 years old and older.
Source: Factors in Recruiting and Retaining Health Professionals for Rural Practice, December 2007
http://www.bannerhealth.com/
http://www2.providence.org/pages/default.aspx
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

17. CAREER
Driver: Money and adventure affect travel nurse assignment selection.
Reasons Nurses Travel
3%
3%
6%
6%
38%
16%
Factors
Adventure
Money
Independence
Career development
Prevent burnout
Avoid politics
28%
Relocate
Source: http://www.travelnursingcentral.com/news_tips.html
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

18. CAREER
Employers are increasingly offering a creative range of incentives to attract and
retain RNs, including:
• Sign-on bonuses/401K matching
• Job shadowing for new nurses
• Flexible scheduling
• Job sharing, sabbaticals
• Loan forgiveness programs
• Retention bonuses
• Commuter benefits
• Down-payment programs
• Concierge services
Source: http://www.travelnursing.com/news-and-features/news-detail/hospitals-offer-big-incentives-to-recruit-retain-nurses/30978
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

19. CAREER
Find New Solutions
Look to your staff to help with your current recruiting efforts.
• Bayhealth Medical Center in Delaware leverages nurses as recruitment and
retention specialists. Behavior-based hiring techniques are used to ensure
“right fit,” and nurses tend to have a better idea about right fit issues with
peers.
• Social recruiting helps leverage current staff relationships and can help you
hire through employee referrals, as nurses tend to be connected to other
nurses.
• Check out how Coastal Healthcare hired two quality nurses in two weeks
using Identified Recruit.
Sources:2013 National Healthcare & RN Retention Report, March 2013
www.hhnmag.com/hhnmag/jsp/articledisplay.jsp?dcrpath=HHNMAG/PubsNewsArticle/data/0601HHN_FEA_Gatefold&domain=HHNMAG
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

20. CAREER
Driver: Satisfaction is key.
• More than 75% of RNs believe that shortages have a significant impact on the
quality of work and patient care.
• Additionally, as RNs’ patient loads increase, so does job dissatisfaction and
emotional exhaustion.
• According to the Journal of the American Medical Association, low retention
rates are associated with avoidable patient deaths.
Source: Nursing Economic$, March 2005, Journal of American Medical Association, October 2002
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

21. CAREER
Five Factors that Contribute to Higher Nurse Retention
1. Consistent, transparent communication between staff and management
2. Encouragement of professional growth and development
3. Collaborating with other organizations to address nurse workforce needs and
building relationships within the industry
4. Shared responsibility between the business hierarchy (matrix model)
5. Recognition and appreciation for staff
Source: http://www.hhnmag.com/hhnmag/jsp/articledisplay.jsp?dcrpath=HHNMAG/PubsNewsArticle/data/0601HHN_FEA_Gatefold&domain=HHNMAG
U.S. NURSING LABOR MARKET REPORT 2014
identified.com

22. The U.S. Nurse Market Report 2014 provides an overview of the
current market to assist recruiters in recruiting, engaging, and
hiring top nursing talent.
Identified Recruit can help you quickly find qualified candidates in
the healthcare industry and beyond. To take a tour of Identified
Recruit, visit www.identified.com.