Date Available


Year of Publication


Degree Name

Doctor of Nursing Practice

Committee Chair

Dr. Julie Marfell

Clinical Mentor

Dr. Tanna McKinney

Committee Member

Dr. Chizimuzo Okoli



Background: Nursing staff shortages have persisted for the last few decades. Strategies to resolve this enduring challenge continue to drive the creative efforts to attract and retain new staff. These shortages not only affect patient care but can also impact the satisfaction of nurse managers. Little information is available on the effects of a nurse recruiter role on nursing staff shortages as well as nurse manager satisfaction.

Purpose: The purpose of this project is to assess how implementing a designated nurse recruiter impacts nursing staff shortages and nurse manager satisfaction in an acute psychiatric facility. This project examines two main objectives to: 1) determine the impact of a nurse recruiter on nursing staff shortages in an acute psychiatric facility and 2) examine nurse managers’ perceived satisfaction with the nurse recruiter and outcomes.

Methods: Objective 1 was accomplished through a quasi-experimental study using a descriptive pre- and post- intervention with data collected from May 2022 to May 2023 (6 months prior to implementing a nurse recruiter and 6 months after implementing a nurse recruiter) and included the time to fill position rate, cost per hire, and new hire turnover rate of all nursing staff excluding travelers. Objective 2 was accomplished through a descriptive research design using an online survey provided to the nurse managers of the acute psychiatric facility.

Results: For objective 1, implementing a nurse recruiter role showed improvements in reducing new hire turnover rate as well as reductions in cost per hire. There was an increase in the time to fill rate for Registered Nurses (RNs) and no major change for mental health associates (MHAs). For objective 2, 75% of nurse managers agreed that the nurse recruiter allowed them more time on the unit and 100% of the managers believe that the nurse recruiter is an asset to the facility, could be beneficial to other facilities, and has had a positive impact on staffing shortages. Only one nurse manager reported having better job satisfaction since implementing the nurse recruiter and none indicated a better work-life balance.

Conclusion: Implementing a nurse recruiter role in an acute psychiatric facility can significantly improve staffing shortages and impact turnover rates while reducing costs. Additional research with a larger sample size is needed to determine how a nurse recruiter can better impact nurse manager satisfaction.