Recruiting in a competitive market

In addition to these targeted efforts, the Network is implementing various strategies to strengthen talent attraction and retention for all health care professions.

The talent acquisition team meets daily to expedite new hires. These meetings help determine recruitment priorities to ensure that efforts are constantly aligned with the organization's needs. Our recruitment and hiring initiatives include:

accelerated deployment of identified potential candidates
recruitment at the local, provincial, national and international levels
competitive financial incentives
improvement of student employee experience
optimized planning and organization of recruitment activities
development of targeted strategies to meet the specific needs of different sectors
ongoing enhancement of the candidate experience from recruitment and welcome to integration

International recruitment

We are continuing our international recruitment efforts, a strategy that remains essential to supporting the long-term future of our services. International employees represent more than 10% of the Network’s workforce. Since 2022, more than 450 foreign-trained nurses have been recruited internationally with 305 of them currently employed by the Network. Multiple international students also work at the Network.

Exceptionally low turnover

The Network is now seeing strong results in terms of workforce stability:

an overall turnover rate of 6.4%
a voluntary turnover rate of 3.4%

These numbers represent a major achievement for the organization. The Network now exceeds benchmarks observed in the public service and in several private-sector organizations.

This exceptional performance demonstrates:

the effectiveness of current retention strategies
the quality of the organizational climate
the engagement of management teams
the concerted efforts of all stakeholders

Labour stability is therefore a strategic lever that directly strengthens service continuity, quality of care and the Network's overall performance.