Prioritize safety, staffing realities, support, scheduling, growth paths—and prove it with specifics.

Healthcare talent is evaluating: patient safety, staffing ratios (or staffing approach), leadership support, scheduling predictability, burnout risk, and professional development. Message the working conditions clearly: patient acuity, team model, shift structure, float expectations, and how conflicts/escalations are handled. Show proof: retention in units, preceptor programs, CE support, clinical ladder, and examples of how leadership protects staff. Include tradeoffs honestly (pace, peak seasons) and what support exists. “Becoming choosable” here is credibility: candidates need to trust the reality will match the promise, because the cost of a bad move is high.