By Mary Hamilton, MSN, RN, NE-BC
Vice President of Clinical Workforce Solutions, Prolink
Pediatrics is unique within the healthcare field in multiple ways. It’s not just the specialized challenge of caring for children—it’s how we recruit and support the caregivers themselves. In my 15 years as a nurse leader at Cincinnati Children's Hospital Medical Center, I witnessed firsthand the unique challenges and opportunities that come with building a robust pediatric workforce. The strategies we employ to recruit and retain pediatric clinicians must be as dynamic as the care we provide to our youngest patients.
The unique needs of pediatric healthcare settings
Pediatric healthcare exists in a world entirely its own, requiring specialized skills, adaptability, and approaches that differ significantly from adult care settings. Growing a strong nursing and allied clinician base in pediatric environments isn't just about filling positions—it's about cultivating a workforce that understands the nuanced needs of children and their families during some of the most vulnerable moments of their lives.
Children's hospitals with dedicated pediatric specialties are uniquely positioned to provide holistic care that extends beyond the patient to encompass the entire family unit. Unlike adult care settings where the patient is typically the sole focus, pediatric care requires clinicians who can simultaneously address the developmental and medical needs of a child while supporting anxious parents, incorporating developmental considerations into treatment plans, and creating an environment that minimizes trauma and promotes healing.
The excellence achieved by leading pediatric institutions speaks to the importance of specialized recruitment. According to recent US News & World Report Rankings, several US hospitals have distinguished themselves by providing specialized pediatric care to patients not just regionally, but from around the world. These institutions serve as beacons of what's possible when recruitment strategies successfully identify and retain clinicians who are truly called to pediatric care.
The lifelong impact of quality pediatric care
The significance of pediatric healthcare extends far beyond childhood. Over the last decade, remarkable progress has been made in continuing the care and treatment of adults with chronic conditions that are most often diagnosed during childhood. Conditions such as congenital heart defects, cystic fibrosis, sickle cell disease, and childhood cancers now have dramatically improved survival rates, meaning that children who once might not have reached adulthood are now living longer lives with quality and support.
This paradigm shift has profound implications for pediatric recruitment. We're not simply caring for children who will "age out" of our system—we're establishing foundations for lifelong health management. The pediatric clinicians we recruit today are setting the stage for how patients will manage their conditions for decades to come. They're teaching families about disease management, empowering young patients to take ownership of their health, and creating care models that will transition with patients into adulthood.
These factors provide additional emphasis on the recruitment and retention of pediatric-trained clinicians. We need professionals who understand that their impact ripples across a lifetime, not just a childhood. This long-term perspective attracts a particular type of clinician: one who values continuity, relationship-building, and the profound responsibility of shaping health trajectories from the earliest possible moment.
Impact of the healthcare burnout crisis on pediatrics
Of course, pediatric recruiting doesn't occur in a vacuum. The entire healthcare industry faces significant headwinds when it comes to recruitment and retention. The nursing and allied professions have been affected by burnout and widespread dissatisfaction with work-life balance. The pandemic exposed and exacerbated fractures that had been developing for years, leading to unprecedented turnover and workforce shortages across all healthcare settings.
As a clinical leader, I've learned that strategy around promoting both the professional quality of work and joy in the workplace must be a top priority. This isn't just intuitive—it's evidence-based. Research published in the Journal of Nursing Administration (JONA) emphasizes the critical connection between workplace satisfaction and both recruitment success and retention rates. We cannot recruit our way out of a retention problem, nor can we retain staff in environments that don't support their professional growth and personal well-being.
The challenge becomes even more acute in pediatric settings, where the emotional demands of caring for sick children can intensify burnout. Pediatric clinicians must possess remarkable emotional resilience, and our recruitment strategies must identify candidates who have or can develop this crucial capacity while also ensuring our work environments support, rather than deplete, that resilience.
How to find clinicians who thrive in pediatric settings
The solution begins at the very first touchpoint with potential candidates. Ensuring a connection between the pediatric care delivery model and daily work responsibilities can support a healthy work environment while meeting the unique needs of the pediatric patient and family. When clinicians understand how their daily tasks contribute to the specialized, family-centered care model that defines excellent pediatric practice, they're more likely to find meaning and satisfaction in their work.
This connection—or lack thereof—to the pediatric space begins at the time of recruitment. We cannot afford to approach pediatric recruiting with generic healthcare recruitment strategies. A clinician who excels in an adult intensive care unit may struggle in a pediatric setting, not due to lack of clinical competence, but because the fundamental approach to care is different. The inverse is equally true.
Identifying candidates for pediatric career pathways requires a multifaceted approach that includes behavioral assessments, competency testing, and situational interviews. Behavioral assessments help us understand how candidates respond to stress, communicate with families, and handle the emotional complexities of pediatric care. Competency testing ensures they have the clinical foundation necessary for safe practice. Situational interviews allow us to observe how candidates think through pediatric-specific scenarios, revealing their instincts, values, and problem-solving approaches in contexts that mirror real-world pediatric care.
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Matching passion and purpose with pediatric opportunities
Throughout my time working with multidisciplinary care teams, I've learned that the most successful recruitment strategies utilize multiple approaches to support candidates in exploring pediatric career opportunities. This might include shadowing experiences, detailed job previews that honestly portray both the challenges and rewards of pediatric care, and connections with current pediatric clinicians who can share their experiences authentically.
Utilizing national benchmarks to screen in candidates with the strongest match can result in better hiring results and long-term job satisfaction. These benchmarks might include specific pediatric nursing certifications, demonstrated experience in family-centered care models, or proven ability to work effectively in team-based care environments. By establishing clear criteria based on what we know contributes to success in pediatric settings, we can more efficiently identify candidates who are likely to thrive.
Importantly, candidates who are screened out of pediatric career pathways should be provided with new career pathways with a focus on their strengths. Perhaps their skills are better suited to adult critical care, surgical nursing, or other specialties where they can excel. This respectful redirecting serves everyone—the candidate finds a better fit, and we ensure our pediatric teams consist of individuals truly called to this work.
When it comes to children’s health, the right providers matter
Recruiting for pediatric healthcare settings requires the same specialized, thoughtful approach that defines the care we provide. By recognizing the unique circumstances of pediatric environments, acknowledging the lifelong impact of childhood care, addressing industry-wide recruitment challenges, and implementing targeted strategies that identify candidates genuinely suited to pediatric care, we can build the workforce necessary to serve our youngest and most vulnerable patients. The future of pediatric healthcare depends on our ability to recruit not just competent clinicians, but passionate advocates who understand that caring for a child means caring for a lifetime.
