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Most health systems assume an in-house recruiting team is the cheaper option. When you add up every line item — salary, benefits, technology, job boards, and management overhead — the math tells a different story. The Numbers at a Glance $150K+ average fully loaded cost per internal recruiter 14:1 average requisition load per recruiter 36% longer time-to-fill compared to specialized recruiting firms 73% of nurses are passive candidates that internal teams rarely reach What Le

HCAHPS scores don't just measure patient satisfaction — they directly determine Medicare reimbursement. And the single biggest driver of HCAHPS performance? Nurse staffing levels. When positions go unfilled, scores drop, penalties kick in, and patient outcomes suffer in measurable, preventable ways. The Numbers 1.44% HCAHPS score decline for each additional patient per nurse (The Lancet) 7% higher mortality rate for each additional patient added to a nurse's workload (The Lan

Nursing burnout isn't just a wellness issue — it's a workforce crisis with a compounding cost structure. When one nurse leaves due to burnout, the remaining staff absorbs the load, accelerating their own burnout and triggering a domino effect that can hollow out entire units. The Burnout Numbers 74% of nurses report emotional exhaustion (ANA) 62% of hospital nurses report burnout symptoms (NCSBN) 20–35% accelerated turnover rate in understaffed units (JAMA) 40% of nurses plan

88% of registered nurses are currently employed. That means only 12% of the nursing workforce is actively looking for a job at any given time. If your recruiting strategy relies on job boards alone, you're fishing in the smallest possible pond — and competing with every other health system doing the same thing. Key Stats 88% of RNs are currently employed (BLS) 22.3% first-year RN turnover rate (NSI 2024) $61,110 average cost per RN turnover (NSI 2024) 73% of all candidates ar

The national average time-to-fill for a registered nurse is 83 days. For specialized roles like ICU, OR, and L&D, it stretches even longer. Every one of those days carries a price tag your finance team may not be tracking. The Daily Cost of an Empty Chair When you factor in overtime for remaining staff, temporary agency coverage, diverted patients, and productivity losses, a single nursing vacancy costs your facility $1,100–$1,500 per day. Over an 83-day fill cycle, that's $9

Every day a nursing position sits vacant, your facility hemorrhages money from overtime pay, travel nurse premiums, lost patient revenue, and quality penalties. Most health systems dramatically underestimate the true financial impact. The Numbers at a Glance 193,100+ registered nurse openings projected annually through 2032 (BLS) 295,800 nurse deficit projected by 2025 (AACN) 83 days average time-to-fill for RN positions (NSI 2024) $61,110 average cost of a single RN turnover