Working life This is how a private and public employer attracts local and nurses to their payroll – in the HS survey you can tell about your own experience

Two healthcare professionals talk about how they attract new employees and stick to old ones. HS surveys the desire of community nurses and nurses to change jobs in a survey that can be answered at the end of the story.

9.2. 18:41

Caregivers attracts jobs to the private side above all to support the growth of employees, says the director of career services Matias Pälve About the Health House.

“We have used several surveys to find out what the caregivers want and want. The most important things are supporting professional development, different career paths and the opportunity for different positions, ”says Pälve.

There has been talk of a shortage of caregivers by public actors throughout the coronavirus pandemic. The pandemic has exacerbated the problem to the point that caregivers Tehy and Super characterize health care is in crisis. According to the organizations, the traction and holding power of the care industry must be secured.

But what are the factors that attract caregivers to work on both the public and private sides? HS asked health professionals this.

In addition, HS surveys the job changes of nurses and nurses. At the end of this story is a survey where they can share their own assessment of the attractiveness of employers.

“We have 50-60 local or nurse positions every month.”

Southern Savonia In the area of ​​the Consortium of Social and Health Services (Essote), there are constantly vacancies for community nurses and nurses, says the director of administration and human resources Pasi Marjakangas.

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“Every month, we search for 50 to 60 local or nurse positions. Some of them are being filled, but new ones are being opened all the time, ”says Marjakangas.

“However, the overall situation is still under control, we are not in a crisis.”

It has long been particularly difficult to fill fixed-term tasks. Now it is starting to have difficulties in fulfilling even permanent tasks.

The shortage of nurses is so bad that last year Essote launched international recruitment.

An additional spice to the problem is the change in the law, which came into force at the beginning of February, which obliges employers to ensure the protection of social and health care workers against the coronavirus.

Esso has 3,700 employees, of whom 2,800 work in close contact with patients or customers. 80 workers have had to look for replacement jobs because of non-vaccination. Employees have been transferred to health services and services for the elderly and disabled, among others. In addition, staff currently have a lot of sick leave.

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“Because the shortage of nurses is a reality for us too, every pair of hands would be needed.”

At Terveystalo For example, in December, dozens of jobs for nurses, nurses and nurses in various parts of Finland were available.

There were about 800 applications. Matias Pälve admits that there are regional differences in filling vacancies.

According to Pälve, the salary at Terveystalo is “at a sufficiently competitive level”, but the relevance of the work, good management and the work community, as well as the opportunity to develop, make the employee enjoy work.

“These are more crucial than pay,” he emphasizes.

The nurse installs cardiac film connections for the client at a hospital in Turku.

Essote attracts experts, among other things, through a recruitment bonus. It is between 3 and 12% of the salary per job.

According to Pasi Marjakangas, the wage competition is a reality.

“We are not very involved in the race. With the establishment of the Association of Municipalities, we have harmonized the salaries in the region, which means that it has been possible to check the salary levels, ”he says.

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The average salary for a nurse at Essotella is EUR 3,430 and for a nurse EUR 2,770.

A whitewash bonus was also introduced half a year ago. If a person who has been hinted by an employee is hired for a job lasting more than three months, the hunter will receive a reward worth a few hundred euros.

“It’s been well received and we’ve got some staff through it.”

Essote has also increased marketing and intensified cooperation with educational institutions. In addition, traction and holding forces are monitored.

“The work community, orientation, the amount of workload, job descriptions and the opportunity to influence one’s own work are important to the employee. People will certainly compare a lot to what others have experienced. ”

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