title: Recruiting competent newly qualified nurses in the London region: An exploratory study.
abstract: OBJECTIVE
  This paper reports a study commissioned to address concerns that not all newly qualified nurses (NQNs) were perceived to be competent at the point of appointment to their first post. It seeks to understand how competence is interpreted in the context of selection and recruitment, and explore the different expectations and experiences of employing Trusts across the London region.
  
  
  BACKGROUND
  Competence is a significant topic in nursing and there is much literature around the concept, what it means and how it relates to behaviours and values with no universally accepted definition. However, there appears to be little evidence about how competence is assessed in practice in the selection and recruitment of NQNs to their first post.
  
  
  METHODS
  The study took a three-phase, mixed method approach including a literature review, an electronic survey to map current assessment and selection procedures, and focus groups to identify the competencies perceived essential by senior nurses.
  
  
  RESULTS
  Most Trusts reported assessing core competencies, and could report how they do this with respect to literacy and numeracy. Employers could describe what they required from NQNs, and how applicants both met and did not meet expectations. Several personal attributes were considered as important as key competences, but these are not described in the KSF or NMC frameworks, and it is not clear how these are assessed in selection processes.
  
  
  CONCLUSIONS
  There appeared to be a large variation in the number and types of competence assessments being used for recruitment, with little consistency in the detail of the assessments, although broadly similar assessment exercises are used. There appears to be little evidence as to the validity of the measures being used and whether in fact they are measuring the competences that are being sought or considered most important. It would appear that practical skills are more easily assessable, but there is a lack of clarity regarding the assessment of those competences that are considered equally important but appear to be more elusive to assessment such as communication and teamwork. It is also unclear how a number of 'personal qualities' described as essential for NQNs are being assessed at recruitment.
authors.affiliation: University of Greenwich, United Kingdom.
authors.forename: Linda
authors.initials: L
authors.lastname: Burke
authors.affiliation: South London and Maudsley, NHS Foundation Trust, United Kingdom.
authors.forename: Jane
authors.initials: J
authors.lastname: Sayer
authors.affiliation: London Southbank University, United Kingdom.
authors.forename: Trish
authors.initials: T
authors.lastname: Morris-Thompson
authors.affiliation: University of Greenwich, United Kingdom. Electronic address: marksmaran@btopenworld.com.
authors.forename: Di
authors.initials: D
authors.lastname: Marks-Maran
mesh_terms: D001291:Attitude of Health Personnel; D002983:Clinical Competence / Q000592:standards*; D005260:Female; D017144:Focus Groups; D006801:Humans; D008131:London; D009726:Nurses / Q000592:standards*; D009732:Nursing Care / Q000592:standards*; D010560:Personnel Selection / Q000379:methods
keywords: Competence; Competency frameworks; Newly qualified nurse; Recruitment