Firstly, I would suggest conducting a thorough analysis of the current recruitment and onboarding process to identify any potential barriers and areas for improvement. This can be done using the “Plan-Do-Check-Act” framework, also known as the Deming cycle. This framework focuses on continuous improvement and can help identify bottlenecks in the recruitment process.

Next, I would recommend implementing employee referral programs to incentivize current employees to refer new nurses. This can not only bring in new candidates but also improve retention rates as referred employees tend to have higher job satisfaction.

Another effective solution is to partner with nursing schools and universities to create a pipeline of highly qualified candidates. This can be achieved by offering internships, sponsoring nursing events, and attending career fairs.

Additionally, the company should invest in training programs for new hires and offer opportunities for career advancement such as additional certifications or training. This can increase job satisfaction and retention rates.

Lastly, the company can improve their online presence by creating engaging content targeted at nurses and highlighting the unique benefits of working for the organization. This can be done using social media platforms and a company blog.

In conclusion, implementing the Deming cycle, employee referral programs, partnerships with nursing schools, career advancement opportunities, and improving online presence can all contribute to solving the recruitment and onboarding challenge in the triage nursing industry.