Forum shines spotlight on health care - Dayton Business Journal:

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That was the verdict from panelists atthe ' s Business of Health: Workforce forum, held June 17 at the . there will be a need for 587,00p new registered nurses betweenb 2006and 2016, according to the latest projections from the . Localk hospitals are feeling that squeeze. At there are 85 open nursing positions at anygiven time. "Nursing has made several advancementxs withthe shortage," said Stacey director of human resources at Good Samaritan Hospital and eveng panelist. "But Dayton still presents its own set of challengezs inrecruiting nurses." Lawson joined fellow panelists Dr.
Keith associate medical director and medical education directorfat ; Dave Collins, dean of life and healty sciences for and Leslie Hoying-Kantner, nurse recruiter for , in detailing the nursing shortage, answerinh common questions and addressing solutions to fix the problen and keep Dayton hospitals competitive with others in Ohio. To deal with the shortage while awaiting the arrival of new hospitals have to deal with assigning more patientds tofewer nurses, whicu can strain existing employees and threaten the level of care provided to Lawson said administrators face an interestingh set of problems recruiting new nurses to the fielfd and to the Dayton But as more nurses retire, the country's population continues to age and requir more care.
With fewer nurses to support that hospitals have to thinlk of new ways to recruigt and retain enough nurses to fillthe gap. Nurses can make betweenn $40,000 and $83,000 a year, Kantnerr said, which proves to be a big draw fornew However, by promoting those figurees more, recruiters run the risk of attractingg people to the profession who aren't interested for the right she said. Collins, who also chairs the , agreed. "Ivf someone comes into my office, and they say they want to be a nurswe forthe money, that is often a big red he said of students when they firsy enter Sinclair's nursing program.
More often, he said the best studentxs are those who had an ill relativwe andknew first-hand the importance of nursees or one that had a nursee for a parent. Money can also cause problem s when competitionbetween Dayton's hospitalse gets tight. Recruiting can turn into a money game, potentiallg leading an employee to switchg back and forth for the benefit ofcompetitive sign-oj bonuses. And with a bevy of new Dayton area hospitalsa andoutpatient facilities, salaries and incentives can becomew even more competitive and confusing to new recruits and the recruiteras offering them.
So instead of emphasizinv salary, recruiters have been working to shiftr the focus to lifestyle and In a competitive market like attention to those details can set somehospitala apart, Lawson said. "I can replicate sign on she said. "We can offer those too, but at the end of the day thoswe who chooseto stay, stay because of the culture and because of the Bricking agreed nurses, doctors, and most anyond like to work wherew they are comfortable. But making Daytob seem comfortable, and stable to potential employeeds can be a daunting task when the same shortaged affects thewhole country, he said.
"There'as a clear need, and a highed demand than supply," Bricking "Every city in the United States is trying to get thes guysor women, and that's a big Hospitals are working to recruit physicians including highly-trained specialists and general practitionerss to the area, Bricking said. A need for internal medicine specialists, ear, nose and throatf doctors and cardiologists has also presentec itself toarea hospitals, addingt to the shortages recruiters have to fill and further threateninh the level of care.
Lawson said the economyh in Dayton presents a problem in bringing people to the especially those who might brintg spouses with them who would need tofind jobs. But throug highlighting Dayton's positive aspects, Kantner said people could be attractede tothe region. Those reasons are there, she said, including a vibran t art scene, but it takes promotion to get theword out.