DiversityNursing Blog

As Gen Z Nurses begin to enter the workforce, they bring fresh perspectives and unique expectations for their careers. This generation—born roughly between 1997 and 2012—has been raised in an era where digital technology is not only a tool but an integral part of daily life. As such, they are the first truly digital native generation, and their approach to work reflects this.

Technology as a Recruiting Tool

According to Jean Putnam, Chief Nurse Executive at Baptist Health South Florida, "Gen Z-ers are our first truly digitally native generation. The technology is important, and I think we have to figure out ways to utilize that in such a way that helps them and utilizes their skill sets." In practical terms, this means that healthcare facilities looking to attract young talent should invest in digital solutions that streamline communication, scheduling, and documentation. Whether it’s a mobile app for shift scheduling, telehealth integration, or digital patient records, leveraging technology aligns with Gen Z's comfort with and reliance on tech.

To reach and recruit Gen Z nurses, healthcare organizations need to engage with them where they spend the most time—online. Social media is a powerful avenue, offering both visibility and engagement. Platforms like Instagram, TikTok, and LinkedIn allow facilities to showcase the culture of their work environment and demonstrate the potential impact of a Nursing career. These platforms can also offer insights into the daily life of Nurses and the sense of purpose that drives the profession.

A Demand for Diversity and Inclusion

One of the hallmarks of Gen Z is their commitment to social issues, and Diversity and Inclusion are at the forefront of their values. Gen Z Nurses are looking for workplaces that reflect the diverse world they live in and serve. They seek employers who prioritize representation, equity, and a sense of belonging for all employees, and they are quick to identify organizations that genuinely align with these values.

For healthcare facilities, this means more than just surface-level diversity—it involves creating environments that are inclusive and equitable and promote open dialogue around these issues. By fostering diverse teams and ensuring fair opportunities for all employees, healthcare leaders can meet Gen Z’s desire for workplaces that feel inclusive and supportive.

Flexible Scheduling and Work-Life Balance

Flexibility in work hours and shifts is also a high priority for Gen Z Nurses. Unlike previous generations who may have accepted rigid schedules as part of the job, Gen Z places a high value on work-life balance. They’ve grown up observing the toll burnout can take on healthcare professionals and are determined to maintain a healthy balance between their personal lives and careers.

As Putnam explains, “The Gen Z-ers love work, but they also have other priorities in life.” To attract and retain this new generation of Nurses, healthcare facilities need to provide more flexible scheduling options, allowing Nurses to have control over their time and minimize burnout. Rotating schedules, shorter shifts, and remote or hybrid work options where possible can go a long way in supporting this.

Work with Purpose

For Gen Z, a job isn’t just a job—it needs to align with their personal values and provide a sense of meaning. Nursing, with its intrinsic purpose of caring for others, holds great appeal for them. “Work needs to have purpose,” Putnam said, “and what better purpose is there than being a Nurse?”

Emphasizing the purpose-driven aspect of Nursing can be a powerful way to attract Gen Z Nurses to the field. Healthcare leaders can highlight how Nursing contributes to the well-being of society and fulfills an important role within communities. Providing clear growth paths, mentorship, and opportunities for advancement also resonates with Gen Z, as they want to feel that they are making a difference in their work and have a future in the profession.

The arrival of Gen Z Nurses presents an exciting opportunity to reimagine aspects of Nursing culture. With a focus on technology, diversity, flexibility, and purpose, Gen Z is reshaping expectations around the role. By understanding and adapting to these values, healthcare organizations can not only attract but retain this new wave of Nursing talent. The future of healthcare is evolving, and Gen Z Nurses are ready to be at the forefront, bringing passion, fresh perspectives, and a commitment to making a meaningful impact.

As the backbone of the healthcare system, Nurses play a crucial role in delivering patient care, ensuring safety, and supporting the wellbeing of their communities. Despite this, many Nurses feel undercompensated, leading to burnout, staff shortages, and dissatisfaction within the profession. As healthcare demands continue to rise and the Nursing workforce evolves, innovative compensation models will be essential to retain skilled Nurses and attract new talent.

This article explores potential future strategies for Nurse compensation that go beyond traditional salary increases, focusing on a holistic approach that enhances job satisfaction, work-life balance, and career growth.

Higher Base Salaries with Regional Adjustments

While many Nurses receive competitive wages, future compensation should take into account factors like cost of living and regional needs. In high-demand areas, especially urban centers where the cost of living is rising rapidly, increasing base salaries is critical to ensure Nurses can afford a comfortable lifestyle. Similarly, rural and underserved areas might offer higher pay to attract Nurses who are willing to relocate to places facing staffing shortages.

Tuition Reimbursement and Loan Forgiveness

Many Nurses enter the workforce with significant student debt, particularly those who pursue advanced degrees like Nurse Practitioners (NPs) or Clinical Nurse Specialists (CNS). Offering comprehensive tuition reimbursement programs or loan forgiveness could encourage more Nurses to pursue further education, advancing their skills and expanding their scope of practice.

Nurses who commit to working in underserved areas or specialties experiencing shortages, such as critical care or labor and delivery, could be offered incentives like full loan forgiveness after a set period of service.

Housing Assistance

In many regions, the high cost of housing can be a significant barrier for Nurses, especially those early in their careers. Providing housing stipends or assistance with home down payments could help Nurses establish roots in the communities they serve. This incentive can be particularly valuable in areas with high housing costs, such as metropolitan cities or regions where healthcare systems are struggling to attract and retain Nursing talent.

Career Advancement Opportunities and Professional Development

Nurses are increasingly looking for pathways to advance their careers, whether through clinical specialization, leadership roles, or academic teaching positions. Compensation models should include stipends or financial support for Nurses pursuing certifications, continuing education, or advanced degrees. By investing in Nurses’ professional growth, healthcare organizations can foster loyalty, retain skilled employees, and create a more motivated workforce.

Additionally, providing leadership training or mentorship programs can help Nurses transition into administrative roles or other leadership positions, rewarding them for their experience and contributions to the healthcare system.

Flexible Scheduling and Paid Time Off (PTO)

Work-life balance has become a top priority for many in the Nursing profession, especially in the wake of the pandemic. Burnout is a critical issue, and compensation models that offer flexibility in scheduling can help reduce stress and improve job satisfaction.

Healthcare systems could offer part-time, per diem, or job-sharing opportunities, allowing Nurses to customize their work hours according to their personal needs. This flexibility is particularly important for Nurses who are juggling family responsibilities or pursuing further education.

Enhanced PTO, including the option for extended leave or sabbaticals, could give Nurses time to recharge without sacrificing financial security. These policies would not only attract talent but also improve Nurse retention by addressing the issue of burnout.

Wellness Benefits and Mental Health Support

In addition to financial compensation, organizations should consider offering wellness benefits tailored specifically for Nurses. Physical and emotional well-being are often neglected due to the demands of the profession. Healthcare systems could offer mental health support, such as access to counseling services, stress management programs, or paid mental health days.

Furthermore, providing gym memberships, wellness stipends, or access to fitness and yoga classes can promote physical well-being and help Nurses maintain their health, which is critical for their demanding roles.

Retention Bonuses and Incentives for Long-Term Commitment

With high turnover rates in many healthcare facilities, retention bonuses could play a key role in encouraging Nurses to stay long-term. Rather than relying solely on signing bonuses for new hires, healthcare organizations should offer retention bonuses at key milestones, such as 3, 5, or 10 years of service.

Nurses could also receive incentives for staying in high-demand or hard-to-staff specialties, such as emergency medicine, ICU, or psychiatric Nursing. These bonuses could be paired with professional development stipends or additional PTO, making the retention package more appealing.

Team-Based Compensation Models

In future compensation structures, team-based incentives could become more prominent, aligning Nursing with collaborative care goals. With an increased emphasis on value-based care, team-based compensation models reward healthcare teams—Nurses, Physicians, and allied health professionals—for improving patient outcomes, satisfaction, and cost efficiency.

Rather than compensating solely based on individual tasks or shifts, these models would reward Nurses for their contributions to team performance, encouraging collaboration and a more cohesive work environment.

Recognition and Non-Monetary Rewards

Sometimes, non-monetary rewards can have a big impact on job satisfaction. Future compensation models could include systems that recognize Nurses for their hard work and contributions. Examples could include employee-of-the-month programs, awards for exceptional patient care, or public recognition for milestones like completing advanced certifications.

The future of Nurse compensation must go beyond just increasing salaries. By implementing a range of financial and non-financial incentives—such as tuition reimbursement, flexible scheduling, housing support, and wellness benefits—healthcare organizations can create a more sustainable, attractive, and fulfilling profession. These forward-thinking compensation models can address the current challenges of Nurse retention, burnout, and staff shortages while ensuring Nurses feel valued for their critical role in healthcare.

Hospitals across the country are implementing a range of innovative strategies to attract and recruit talented Nurses from their local communities. Here, are some effective methods to consider:

UC Davis Health, renowned for being named a top employer in California by Forbes, has devised an inclusive outreach and local recruitment plan to promote workforce diversity throughout the healthcare industry. This innovative approach is now receiving global attention through a new case study published in New England Journal of Medicine Catalyst's January 2024 issue.

"Diversity, equity and inclusion are core tenets of our recruitment strategies," said Lyndon Huling, interim lead for Talent Acquisition Unit and co-author of the case study. "We implement those values in our approach to outreach. We know that a diverse and local workforce cultivates innovation, improves patient outcomes and makes UC Davis Health an employer of choice."

"We wanted to use our presence in the community to increase local hiring," said Victoria Ngo, co-first author of the case study and postdoctoral researcher at UC Davis Health. "Targeting outreach to local Sacramento neighborhoods of concern is just one way the anchor institution mission is focusing its efforts in reducing disparities in the long term."

A 2019 Community Health Needs Assessment identified 10 ZIP codes within a 20-minute commute of UC Davis Medical Center in Sacramento with the greatest socioeconomic and health needs. In response, UC Davis Health pledged to hire and invest in the communities within these ZIP codes.

Establish Educational Relationships with Local Universities

To establish strong connections with Nursing students, consider offering Nursing internships that provide valuable practical experience and college credit. By forging educational partnerships with local universities, you can provide top-tier students with the opportunity to intern at your organization, offering them a real-life glimpse into the rewarding world of your health system. These internships allow employers to thoroughly evaluate potential candidates, enabling them to select the best fit and streamline the hiring process.

Networking and Community Engagement

Get involved in local healthcare and community events to connect with potential candidates and expand your network. Take part in community outreach programs to spread awareness about the exciting Nursing opportunities available at your hospital.

Employee Referral Programs (ERPs)

Implementing a rewarding employee referral program motivates your current staff to recommend talented candidates. Show your appreciation by offering enticing incentives for successful referrals. A creative ERP not only boosts employee engagement and satisfaction, but also helps you retain employees and attract top-notch individuals to join your team.

Utilize Social Media

Harness the power of social media platforms to broadcast job opportunities in your area and captivate potential candidates. Showcase the hospital's vibrant work environment and let employee testimonials shine a spotlight on the positive culture.

Recruitment Events and Open Houses

Organize exclusive recruitment events and Open Houses that provide a firsthand experience of the exceptional facilities and vibrant culture that exist at your place of employment. These events will create opportunities for prospective Nurses to interact with your dedicated staff, gaining valuable insights into the numerous career opportunities available.

One of the most extraordinary things about Nursing are the endless opportunities that lay at your feet the second you enter the profession. Here are some tips and advice to set you up for success in your Nursing career.

Continuing Education and Learning

Nursing is a dynamic career field with constant technological advancements and best practice updates. Nurses should strive to stay on top of industry trends by attending conferences, online classes, independent study programs, and on-the-job training.

Continuing education credits can ensure you stay updated with industry trends and broaden your skill set, making you stand apart from others in the job market. 

Nursing Specialization

Nursing specialization allows you to become an expert in a chosen area of interest within the Nursing profession. Registered Nurses can choose to become board-certified in various Nursing specialties, including but not limited to, Emergency Nursing, Pediatric Nursing, and Critical Care.  

Nurses who specialize in a specific area of Nursing can influence Nursing practice, education, and healthcare outcomes by sharing their expertise and patient care experience. Not only does pursuing a specialization look excellent on a resume, it also helps shape the healthcare industry's future and promote better patient care. 

 

Networking

Networking in Nursing can unlock unexpected and significant career opportunities. Networking contributes to personal growth and development within your career by allowing Nurses to connect with colleagues, mentors, and experts in the field to share knowledge and experience.

These connections provide Nurses with opportunities for learning from the experiences of others, developing professionally, and staying updated on advancements in healthcare. Becoming a member of a professional Nursing organization or association and finding a Nurse mentor are great ways to expand your network and unlock limitless career advancement.

Diversify and Seek New Experiences

A rich and productive work environment comprises diverse individuals with broad experience backgrounds. The best career candidates provide valuable experience and knowledge in different areas of Nursing practice.

To diversify your background and become an ideal career opportunity candidate, seek out new experiences to broaden your skills and knowledge by participating in volunteer opportunities, internships, and residency programs. Experience in various areas of Nursing makes you a well-rounded medical professional with knowledge and experience to share, which looks great on any job application.

Create a Strong Cover Letter and Resume

When seeking new career opportunities, a strong cover letter and resume can set you apart from other candidates and help you to stand out.

The cover letter is the first document a potential employer reads. It should capture the reader's attention and set the tone for the rest of your application. From there, your resume should showcase your strongest achievements, skills, and experiences. A quality cover letter and resume may unlock or block you from career opportunities.

Consider an Advanced Degree

Advanced Nursing degrees can unlock extreme career potential and open the doors to new and prosperous opportunities. Advanced Nursing degrees empower Nurses to take on more specialized, leadership-oriented, and impactful roles in the healthcare system.

They provide a pathway for career growth, increased responsibilities, and the opportunity to contribute significantly to patient care, education, research, and healthcare policy. If you are looking for a new career opportunity, there is no better way to open more career goals than to work toward completing an advanced degree.

To unlock Nursing career opportunities and achieve the greatest success, Nurses must have a unique combination of education, skill development, networking, and a proactive approach to career planning. A successful Nursing journey can look different to everyone, and how you reach ultimate career satisfaction is an individualized process. Nursing at all levels takes skill, dedication, and passion. As long as you keep the goal of providing high-quality patient care, you will achieve career success.

 

 

Hiring Nurses who reflect Diversity, Equity, and Inclusion (DEI) is an important step towards creating a healthcare system that is accessible and welcoming to all patients, regardless of their race, ethnicity, gender identity, sexual orientation, or any other characteristic.

Here are some strategies that healthcare organizations can use to improve DEI in their Nursing workforce:

Develop A Diverse Recruitment Plan

Health Systems should develop recruitment strategies that target a Diverse pool of candidates. This may involve partnering with community organizations, attending job fairs and career events that attract a Diverse group of people, and actively recruiting from underrepresented communities.

Get Involved In Your Community

If you aren’t already involved in your community, it’s time to get started. Sponsor community information sessions such as signs to look for regarding specific illnesses including diabetes, weight control, high blood pressure, etc. See if there’s a local chapter of the NBNA (National Black Nurses Association), NAHN (National Association of Hispanic Nurses), AMN (American Men in Nursing) and become a member. Sponsor a local chapter recruiting event or attend their national conferences. Reach out to the schools in your area to get high school and college kids aware of the career opportunities available in healthcare. Your community is full of potential patients and employees so get your Diversity, Equity and Inclusion message out there in your community.

Consistent Communication

It is important that both your internal and external communications consistently promote your inclusive environment. Be honest and welcoming. Don’t be shy. It’s that simple!

Use Inclusive Language In Job Postings

Those responsible for hiring should use inclusive language in their job postings to attract a more Diverse pool of candidates. This includes using gender-neutral language, avoiding language that may be exclusive or discriminatory, and highlighting the organization's commitment to DEI.

Provide Cultural Competence Training

Healthcare organizations should provide cultural competence training to all employees, including management. These trainings can help staff understand the unique needs and perspectives of patients from all different backgrounds, and provide them with the skills and knowledge they need to provide culturally responsive care.

Foster An Inclusive Workplace Culture

It is important to foster an inclusive workplace culture where all employees feel valued and appreciated. This may involve implementing policies and practices that promote Equity and Inclusion, providing opportunities for professional development and advancement, and creating a safe and supportive work environment.

Measure And Track DEI Progress

Management should be measuring and tracking their progress towards Diversity, Equity, and Inclusion goals. This may involve collecting and analyzing data on the Diversity of the Nursing workforce, as well as conducting regular employee surveys to gauge their experiences and perceptions of the workplace culture.

The pandemic has magnified the Nursing shortage and healthcare organizations are struggling to not only recruit Nurses but also retain them. Bonuses are nice, but Nurses need more than that. They want to feel valued and safe in their work environment.

Healthcare organizations must ensure Nurses are equipped with resources and the support they need to provide quality care. Hospitals must invest in initiatives that attract and keep Nurses, such as:

• Developing An Employee First Culture

Dr. Linda Shell, DNP, MA, BSN, DNS-CT, Chief Learning Officer suggests Nurse leaders cultivate an “Employee First Culture” approach in their facilities.

“An Employee First Culture is built on the concept that employees are the best asset of any company, and they need to be encouraged and appreciated,” says Dr. Shell. “When appreciation goes up in an organization, quality tends to go up. I really believe that for us as Nurses, the more we can do to create a positive work environment and develop our leadership skills, the more opportunities we are going to have to improve the quality of care that we provide every day for patients, as well as the residents that we serve.”

• Staff Recognition Programs

"A person who feels appreciated will always do more than what is expected." This quote has been scientifically proven to be factual. 

According to research, giving thanks can have important implications for encouraging actions that promote cooperation.

Whether it be a hand written note, or a brief one on one meeting, managers should take the time to recognize the hard work Nurses are putting in.

Recognizing Nurses on their birthdays and work anniversaries is a simple way for organizations to show appreciation for their staff.

Celebrating Nurses with a themed party or gift bags is another way to give thanks.

According to Nursing Management, realistically, quarterly recognition will suffice for larger units; however, if you have a small unit, monthly recognition is recommended.

• Mental Health Resources

Many Nurses are experiencing severe, adverse mental health effects as a result of the pandemic, and a lot of them are considering leaving the profession entirely.

Organizations must support employee self-care by establishing evidence-based preventive strategies, providing mental health resources, and demonstrating that leadership supports and prioritizes mental health and well-being.

Some health systems are hiring a Chief Wellness Officer (CWO) to support their wellness initiatives.

Dr. Maureen “Mo” Leffler, the first enterprise-wide CWO at Nemours Children’s Health said, “The goal of the Chief Wellness Officer is to promote professional well-being, which is characterized by having everything in place in both the individual and in the system, so those two things work together optimally. When we do that, we can provide the highest quality of care, the safest care, the best care. We can derive meaning in the work we’re doing.”

• Tuition Assistance Programs

Tuition reimbursement is becoming a popular way for hospitals to attract and retain quality Nurses, especially in areas where demand is high. 

These programs are designed to help Nurses continue their education by relieving some of their financial stress.

• Good Communication

Routine unit or individual staff meetings should be held to discuss any issues or concerns. Nurses want to feel heard. So it's important management truly listens to what they have to say and then set up action plans and follow up.  

• Flexible Work Hours

According to a recent McKinsey survey, Nurses that experienced more flexibility in hours and scheduling during the pandemic were highly interested in retaining that flexibility going forward. For Nurses who indicated plans to stay in their current direct patient care role, flexibility in hours and shifts was an influential factor.

Bottom line, health systems must prove to their Nurses that they are Valued, Appreciated, Heard, and Supported if they want to keep them. There are thousands of Nursing opportunities out there and you must work to retain the Nurses you have. This is just as important as recruiting Nurses.

Pat Magrath, National Sales Director, DiversityNursing.com pmagrath@diversitynursing.com

Our country and the world is experiencing a huge awakening and changing attitude toward bias and racism and it is about time! It shouldn’t have taken these recent tragic events to bring about this ground swell of emotion and passion for change, but here we are.

It is time to channel this passion to create positive and lasting new initiatives in our society. A big part of this change falls to employers to review what they say about their organization, how they hire new employees, and how they treat and communicate with their existing staff, patients and visitors. Now, more than ever, your recruitment communications need to reflect an honest and thoughtful narrative about your organizational commitment to Diversity, Equity, and Inclusion (DEI).

Diversity Recruitment means reaching out to ALL diverse communities including people from various racial/ethnic backgrounds, ages, gender identities, religions, education levels, national origins, sexual orientations, veteran status, marital status, disabilities, and physical characteristics. However, it is much more than just words on paper or a clever equal opportunity line. It is about telling a story and demonstrating through your actions why Diversity, Equity, and Inclusion are important.

Diversity Recruiting Steps & Strategy

Get Started

Diversity Recruiting is about your core company beliefs, employment strategies and your ability to look at the big picture when it comes to expanding the diversity within your employee population. Look at the patients your organization serves. What is the population makeup of your community? Do your employees reflect your patient population? Do they understand how culture and family structures can impact healthcare decisions? Do they understand nuances in language? Have they been taught how different religious backgrounds impact how and when people seek care? If not, you are probably losing market share or certainly will in the near future.

Patients want and often need to be taken care of by someone who can look at much more than just physical or emotional symptoms. A more diverse employee population leads to the collaboration of different cultures, ideas, and perspectives and is an organizational asset that brings forth greater creativity and innovation in your workplace.

Define Your Company Culture

We often hear the term “recruitment brand”, but can you honestly say you have one that reflects Diversity, Equity, and Inclusion? Your “recruitment brand” is NOT what you aspire to be. It is who you are NOW and a big part of that is how others experience or perceive your organization.

Can you articulate and explain your company culture, beliefs and perception in the community? Do you have a clear, inclusive mission statement? If not, start working on it now. Who are you as an employer? Would a diverse candidate feel comfortable working there?

Put together a team of internal people from various backgrounds to get their input and help you define and promote your company culture. Once you’ve defined it, believe it, commit to it and act upon it. It should be a comprehensive effort from the top down.

Embrace It

What do the leaders of your organization say and do about your DEI initiative? It is imperative your senior leadership is committed to your DEI mission. If they don’t stand behind it, nothing will change. People pay attention to what you say AND what you do. There are many ways to monitor how an organization delivers on its promises. If your Diversity, Equity, and Inclusion efforts don’t match up with what you say, then you have lost credibility and it will be very difficult to build it back.

Get Your Message Out There – How and Where You Reach People

Assess what you’re currently doing. What’s working and what isn’t? Where can you improve? What’s your budget? What are your competitors doing? Once you’ve answered these questions, you must develop a strategy about how and where you’re going to consistently communicate your message through ALL of your internal and external channels including…

• Your Website – particularly your Career Pages
• Community Involvement – get out into your community and spread your DEI message. Your community comprises your patients, visitors and employees.
• Signage throughout your buildings
• All Recruitment Communications should outline your DEI message including:

- Career Pages
- Electronic Communications including radio, TV, social media, etc
- Print Communications
- Employee Referral Programs
- Collateral & Conference materials – brochures, giveaways, etc
- Business Cards
- Job Postings

Climbing the Career Ladder & Diversity

In addition to recruiting diverse employees, mentoring and promoting them is equally important to your DEI commitment. You not only retain committed employees as you promote them, but your staff sees what you’re doing and is encouraged.

Dr. Stefanie Johnson is a professor at the Leeds School of Business at the University of Colorado-Boulder, an expert in the DEI (Diversity, Equity and Inclusion) space, and the author of the recent Wall Street Journal bestseller, Inclusify. As an executive coach and consultant to large corporations on the development and succession of leaders, Dr. Johnson explains the "employee lifecycle" from recruiting to executive advancement. This lifecycle starts with the hiring of talent at companies, continues onto the engagement and development of them through teams, and then moves to the potential promotion of diverse employees into higher leadership roles. https://www.forbes.com/sites/niharchhaya/2020/06/29/why-diversity-and-inclusion-efforts-fail-to-deliver-and-how-to-change-that/#636ed82457be

Following these steps will help you achieve an appropriate Diversity Recruiting strategy. Remember, it is imperative that your senior leadership is on board and committed. Your employees, patients and community will be watching.

Large job boards like Indeed and Glassdoor compete to display millions of jobs. Niche job boards like our DiversityNursing.com job board, help you reach a more precise audience.. 

Niche job boards are generally smaller job boards that are location or industry focused. Many niche job boards are sponsored and/or maintained by industry leading professional associations. From a recruiter’s perspective, the industry focus of niche job boards helps to target job advertisements toward qualified candidates. 

Healthcare organizations need to look at the importance of the recruiting function, and how, if recruiters are able to bring more high-quality talent into the organization, that level of quality will cascade through everything else employees do, ultimately impacting the delivery of patient care.

Recruiters like posting jobs on niche boards because they know everyone applying is in the right place. Applicants won’t find search results for jobs in other professions so recruiters won't receive resumes that don’t match the job description they posted. This leads to smaller candidate pools, allowing the recruiter more time to consider each application. 

According to a Nurse.com article, smaller job boards are familiar with particular specialties, job titles, certifications and keywords your desired audience uses and requires. They understand and stay up-to-date on the hiring trends for their niche profession. For example, if a large organization is laying off workers, a niche job board can help you target a specific market.

Niche boards offer branding opportunities like job alerts, job board widgets, banner advertisements, and company profile pages like DiversityNursing.com's Employer Profile.

Smaller job boards have staff who know your name and answer your calls and questions. They know your time is precious and good communication is key. That means you're talking to a real person not a voice recording. 

Niche job boards attract the right candidates that have the specialized skills and up-to-date experience that you're looking for. They also receive higher quality and more relevant applications. Therefore, niche job boards are the fastest way to find strong candidates, leading to lower cost-to-fill.