Content area
Aim
To evaluate recruitment strategies that enhance enrollment in nursing education programs, with a focus on global perspectives.
Background
Many countries face nursing shortages. Recruitment strategies, such as financial incentives, early exposure programs and mentorship, aim to address these shortages. However, their effectiveness varies across contexts, necessitating a systematic review of evidence.
Design
A systematic review following PRISMA guidelines, Institute of Medicine (IOM) standards and Joanna Briggs Institute (JBI) methodology.
Methods
A comprehensive search was conducted in PubMed, MEDLINE, SCOPUS, CINAHL and ERIC for peer-reviewed studies published in English between 2014 and 2024. Studies reporting on recruitment interventions and outcomes such as enrollment rates, diversity metrics, or career perceptions were included. Quality assessment was performed using JBI tools and findings were synthesized thematically.
Results
Fifteen studies from eight countries highlighted that strategies such as simulation, role-playing, mentorship and early exposure programs effectively increased interest in nursing, particularly among underrepresented groups. Motivating factors included job security and the perception of nursing as a caring profession, while barriers such as gender stigma, cultural misconceptions and financial constraints persisted. Public campaigns and culturally sensitive mentorship improved recruitment, particularly among South Asian male nurses. Most studies used questionnaires to assess effectiveness, emphasizing the need for standardized evaluation.
Conclusions
A multi-level approach integrating financial support, inclusive messaging, mentorship and long-term career pathways is essential for recruitment. This review provides a global perspective on best practices and underscores the need for standardized evaluation.
1 Introduction
The nursing profession plays a pivotal role in the provision of quality healthcare services across the globe. However, many countries are grappling with a persistent shortage of nurses, a challenge intensified by aging populations, high rates of nurse turnover and the escalating demands of complex healthcare systems ( McCarthy et al., 2020). This shortage has profound implications for healthcare systems, including increased workloads, burnout among healthcare professionals and compromised patient outcomes ( Peters, 2023). Efforts to address the nursing shortage have focused on strategies to recruit students into nursing programs and sustain interest in the profession ( Clipstone and Ambrosio, 2024; Williams, 2018).
Recruitment strategies often include public awareness campaigns, financial incentives such as scholarships or loan forgiveness programs, early exposure to nursing through school-based initiatives and targeted interventions to diversify the nursing workforce ( McCord and Otte, 2024; Webber-Ritchey et al., 2021). These strategies aim to build a workforce reflective of the populations they serve while enhancing the appeal of nursing as a meaningful and stable career choice ( Clipstone and Ambrosio, 2024; Williams, 2018).
Despite widespread implementation of these strategies, their reported effectiveness varies significantly across countries, educational systems and population groups. This variability makes it difficult to generalize findings or determine which strategies are most effective across diverse contexts. The evidence is often inconsistent and scattered, with studies using different methodologies, targeting different populations and reporting varied outcomes. Despite individual studies, no comprehensive synthesis currently exists that evaluates which recruitment strategies are most effective across contexts. This gap underscores the need for a systematic review to consolidate the evidence base and inform future efforts.
In addition to increasing enrollment, many recruitment strategies aim to foster students’ long-term commitment to the nursing profession. In this review, long-term commitment refers to students’ intention to not only enroll in nursing programs, but also to complete their studies and pursue a sustained career in nursing. While this concept partially overlaps with student retention, it also encompasses motivation, professional identity formation and perceived career sustainability ( Hofler and Thomas, 2016).
A systematic evaluation of recruitment strategies is therefore essential to synthesize existing knowledge, identify effective approaches and inform evidence-based educational and policy practices.
1.1 Aim
This systematic review aims to evaluate the effectiveness of recruitment strategies aimed at increasing enrollment in nursing programs. Specifically, the review seeks to identify which approaches are most effective in attracting students to the nursing profession and explore their impact on enrollment metrics and students' long-term commitment to the field.
2 Methods
This systematic review was conducted according to recognized methodological standards, including the Institute of Medicine (IOM) guidelines for comparative effectiveness reviews, the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA 2020) statement and the Joanna Briggs Institute (JBI) methodology ( Brennan and Munn, 2021). The review aimed to evaluate the effectiveness of recruitment strategies used to increase enrollment in pre-licensure nursing education programs. The objective was not to evaluate the quality of the individual studies themselves, but rather to assess the reported outcomes of recruitment interventions across diverse contexts.
A comprehensive search was conducted in five electronic databases: PubMed, MEDLINE, SCOPUS, CINAHL and ERIC. The search strategy included combinations of keywords such as “nursing,” “recruitment,” “student,” “enrollment,” “career choice,” “diversity,” and “strategies,” using Boolean operators (AND/OR) to ensure both sensitivity and specificity. The selection of search terms was informed by an initial review of relevant literature conducted by the authors and subsequently refined in collaboration with a health sciences librarian. The full search strategy appears in Appendix A. The search was limited to English-language peer-reviewed publications from 2014 to 2024 to ensure relevance to current recruitment practices and policy contexts.
The review was framed using the PEO (Population–Exposure–Outcome) model. The population included potential or current nursing students; the exposure was any recruitment strategy or intervention; and the outcomes were measures related to enrollment rates, demographic diversity, or students’ perceptions of nursing as a career. These inclusion criteria were selected to align with the review’s aim of identifying practical and evidence-based approaches for increasing enrollment. We included primary empirical studies using qualitative, quantitative, or mixed-methods designs. Studies were excluded if they were opinion pieces, reviews, or commentaries, or if they focused solely on student retention or post-graduation employment outcomes without addressing recruitment.
The screening process involved two independent reviewers who assessed titles and abstracts for eligibility. Full-text articles were reviewed when abstracts indicated potential relevance. Disagreements were resolved through discussion or by consulting a third reviewer. Data extraction was conducted using a structured form, which included study design, country of origin, population characteristics, description of the recruitment intervention, outcomes and any limitations reported by the authors.
Quality assessment of included studies was performed using the appropriate JBI Critical Appraisal Tools based on study design. Specifically, we applied the JBI Checklist for Analytical Cross-Sectional Studies, the Checklist for Qualitative Research and the Checklist for Case Series. Each included study was independently assessed by two reviewers using the relevant checklist and a third reviewer resolved disagreements. The tools guided judgments on study inclusion when quality concerns were identified. However, no study was excluded solely based on low appraisal scores; rather, appraisal results were used to contextualize confidence in findings during synthesis.
For example, studies with unclear sampling strategies or high risk of measurement bias were noted as contributing lower certainty evidence during the narrative synthesis. This approach follows JBI guidance on integrating critical appraisal into the interpretation phase, rather than using it as a rigid screening tool.
No deviations occurred from the planned use of the JBI methodology as outlined in the review protocol. All appraisal procedures and synthesis steps adhered to JBI guidance for systematic reviews of effectiveness and qualitative evidence ( Brennan and Munn, 2021).
Data analysis was conducted using a narrative synthesis approach, as outlined by Popay et al. (2006). This involved three stages: developing a preliminary synthesis of study findings; exploring patterns, relationships and differences among the included studies; and assessing the robustness of the synthesis. Recruitment strategies were grouped into thematic categories (e.g., early exposure programs, mentorship, financial incentives) and findings were synthesized across study types and settings.
The initial database search yielded 1352 records. After removing 134 duplicates, 1218 titles and abstracts were screened. Of these, 1192 were excluded for not meeting the eligibility criteria. Full-text review was conducted for 25 studies, of which 10 were excluded for lacking relevance to the review objectives (e.g., studies that addressed general workforce planning or did not evaluate a specific recruitment strategy). In total, 15 studies were included in the final synthesis. A detailed overview of the search process, including database sources, inclusion/exclusion numbers at each stage and reasons for exclusion, is provided in the updated PRISMA flow diagram (
3 Results
3.1 Characteristics of included studies
A total of 15 studies met the inclusion criteria and were included in this systematic review. These studies were conducted in a range of countries, including Israel (3), Singapore (3), the United States (2), Australia (2), the United Kingdom (2), Bahrain (1) and one multinational study involving both Israel and the U.S. (
Most studies targeted undergraduate nursing students (n = 8), while others focused on high school students (n = 2), ethnic minorities (n = 2), early-career nurses (n = 1), veterans transitioning to nursing (n = 1) and South Asian male nurses in the UK (n = 1). In this review, "veterans" refers to individuals with prior military service who were pursuing second careers in nursing. Sample sizes varied widely, from small qualitative samples (e.g., five participants in Qureshi et al., 2020) to large-scale surveys with over 6000 participants (e.g., Haron et al., 2014). Data collection methods included structured questionnaires, focus groups, interviews and institutional surveys. Instruments used in each study are detailed in 3.3.
3.2 Thematic synthesis of factors influencing recruitment
Findings from the included studies were synthesized thematically to identify key factors influencing recruitment into nursing programs and the strategies that facilitated or hindered student interest and enrollment. Three main themes emerged:
1. Personal and Social Motivators
2. Barriers to Recruitment
3. Effective Recruitment Strategies
Each theme includes relevant sub-themes and is supported by citations from the reviewed studies.
3.2.1 Theme 1: personal and social motivators
Several studies highlighted internal motivators driving nursing career interest, including altruism, a desire to care for others, job security and perceived stability. These factors were particularly noted among ethnic minorities and underrepresented populations. For example, Degazon et al. (2015) found that high school students from minority backgrounds in the U.S. and Israel were motivated by the caring nature of nursing. Similarly, Haron et al. (2014) identified job security and the potential for meaningful work as key motivators among first-year nursing students in Israel.
Family influence and cultural values also played significant roles. Liaw et al. (2016) found that students in Singapore often cited parental support as a critical factor in choosing nursing, while Ben Natan et al. (2023) reported that positive media portrayals of nurses during the COVID-19 pandemic improved the profession’s image among Arab Muslim women.
3.2.2 Theme 2: barriers to recruitment
The most frequently cited barriers to recruitment were gender stigma, cultural perceptions and lack of societal recognition. These challenges were especially prominent among male students from conservative backgrounds. Qureshi et al. (2020) identified that South Asian male nurses in the UK faced strong cultural disapproval and gender-based stereotypes that discouraged them from entering the profession. Similarly, Tawash and Cowman (2018) reported that students in Bahrain perceived nursing as socially unacceptable for men, often due to parental opposition and beliefs about nursing being subordinate or inappropriate for males.
Financial constraints were another common deterrent. Liaw et al. (2017) found that in Singapore, high tuition fees and low starting salaries discouraged academically capable students from applying to nursing programs. Together, these cultural, social and financial barriers reinforced the perception of nursing as a fallback rather than a preferred career option in many settings ( Qureshi et al., 2020)
3.2.3 Theme 3: effective recruitment strategies
Several studies documented recruitment strategies that effectively addressed these barriers. Early exposure programs such as summer camps, job-shadowing and school-based healthcare clubs were particularly effective in generating early interest among high school students ( Williams, 2018; Gore et al., 2017). Mentorship emerged as a key enabler across studies—both as a formal intervention and as a valued component highlighted in recruitment campaigns. For instance, Voelpel et al. (2018) demonstrated how veteran mentorship programs supported career transitions into nursing and Qureshi et al. (2020) emphasized culturally tailored mentorship as critical for South Asian male recruitment.
Culturally sensitive outreach and public campaigns that framed nursing as an intellectually rigorous, leadership-oriented and meaningful profession also contributed to positive shifts in perceptions. Haron et al. (2014) found that emphasizing the leadership potential in nursing improved its appeal among Israeli students.
Despite these successes, challenges remained. Even with exposure and targeted interventions, cultural resistance and stigma persisted in countries like Singapore and Bahrain ( Wu et al., 2015; Tawash and Cowman, 2018). The need for broader societal change alongside targeted recruitment efforts was evident.
3.3 Instruments used to evaluate recruitment influences
A variety of tools were used across studies to assess factors influencing recruitment. The most common instruments were structured questionnaires, often tailored to specific populations and contexts. For example, Haron et al. (2014) used a validated questionnaire assessing job content, exposure and motivations among Israeli nursing students. Degazon et al. (2015) applied a similar tool to assess perceptions among high school students in Israel and the U.S., revealing cultural differences in how nursing was viewed.
Qureshi et al. (2020) and Ben Natan, (2016) developed culturally relevant tools to explore how ethnicity, stigma and family expectations shaped interest in nursing. While many instruments were self-developed, several studies reported internal reliability using Cronbach’s alpha to ensure consistency. In qualitative studies, such as Liaw et al. (2016), focus groups provided rich contextual data on perceptions and barriers.
Some studies (e.g., Williams, 2018) used integrative review methods to evaluate entire programs, while others, like Wu et al. (2015), conducted their own systematic review of healthcare career choice influences. While these studies contributed useful insights, the current review focused primarily on empirical, participant-level data and excluded such secondary reviews from final analysis to maintain methodological consistency.
4 Discussion
This systematic review aims to evaluate the effectiveness of recruitment strategies aimed at increasing enrollment in nursing programs. The findings highlight several important aspects of recruitment, the barriers to entering the nursing profession and the strategies that have been most effective in addressing these challenges.
One of the most significant findings from the review is the importance of early exposure and mentorship programs in influencing career decisions. Studies show that initiatives such as summer programs, mentorship opportunities and early exposure to healthcare roles played a crucial role in generating interest among younger students, particularly from underrepresented and ethnic minority backgrounds ( Gore et al., 2017; Williams, 2018). These strategies were particularly effective in reshaping perceptions of nursing as a viable and rewarding career. For example, in the U.S. and Israel, personal exposure to the nursing profession was a primary motivator for students from ethnic minorities, making them more likely to pursue nursing ( Degazon et al., 2015).
Moreover, targeted, culturally sensitive recruitment strategies were instrumental in overcoming societal and cultural barriers. Several studies (e.g., Qureshi et al., 2020; Voelpel et al., 2018) showed that tailored initiatives that took into account the specific needs of minority groups, such as South Asian males or veterans, led to increased enrollment in nursing programs. These programs frequently included mentorship by culturally concordant role models, helping to dismantle persistent misconceptions and reduce stigma surrounding the nursing profession in certain communities. For instance, Qureshi et al. (2020) found that South Asian men who entered nursing were often influenced by personal relationships with nurses, such as spouses, friends, or extended family, highlighting the importance of community-based mentorship.
Beyond individual mentorship, broader culturally tailored initiatives have been implemented to support minority recruitment. Voelpel et al. (2018) emphasize the importance of systemic efforts that extend beyond admissions, recommending targeted outreach in community settings, culturally adapted career promotion materials and active representation of minority groups in leadership and faculty positions. These approaches aim to foster a sense of belonging and visibility within nursing education programs. In faith-based communities, messaging that framed nursing as an altruistic, morally valuable and socially respected profession—aligned with religious values—was particularly effective in increasing interest ( Qureshi et al., 2020). Additionally, public campaigns that emphasized nursing’s intellectual rigor, leadership opportunities and long-term job security helped improve the profession's image, attracting a more diverse applicant pool ( Degazon et al., 2015; Haron et al., 2014).
However, despite these efforts, barriers to nursing recruitment persist. Societal stigma, gender roles and misconceptions about the nursing profession, particularly regarding its association with caregiving and femininity, were noted as significant deterrents. These barriers were especially evident among male students, particularly those from more culturally conservative backgrounds ( Liaw et al., 2016; Qureshi et al., 2020). This underscores the need for continued efforts to challenge and reshape societal perceptions of nursing, particularly in regions where nursing remains undervalued.
Financial barriers also played a significant role in influencing nursing career choices. High tuition costs and the perception that nursing is a career for individuals with lower academic achievement deterred many students, particularly in regions such as Singapore ( Liaw et al., 2017). Addressing these financial challenges by ensuring competitive salaries, financial aid and clear career advancement pathways is crucial to improving the attractiveness of the nursing profession and encouraging long-term career commitment.
Furthermore, the use of recruitment tools such as questionnaires and focus groups helped shed light on the most influential factors in nursing career choices. Instruments that assess perceptions of nursing, personal motivations and societal influences provided a deeper understanding of what drives or deters students from pursuing nursing. The use of these tools, particularly those that gather qualitative data, allowed for a nuanced understanding of the barriers and facilitators to nursing career decisions ( Wu et al., 2015; Degazon et al., 2015).
While the strategies reviewed demonstrated varying degrees of effectiveness, their success often depended on the specific cultural and systemic context where they were implemented. For instance, in the United States and the United Kingdom, public campaigns and mentorship programs benefited from institutional backing and strong policy frameworks that support diversity in health professions ( Voelpel et al., 2018; Williams, 2018). Conversely, in countries such as Singapore, where traditional academic prestige and rigid perceptions of professional hierarchy persist, nursing continues to be viewed as a less desirable career option ( Liaw et al., 2017). Similarly, recruitment strategies targeting male students or ethnic minorities may require different messaging and delivery mechanisms depending on prevailing gender norms, family dynamics and religious values in each society ( Qureshi et al., 2020). These examples highlight the importance of tailoring recruitment interventions not only to the demographic group but also to the broader cultural, economic and educational infrastructure of each country. Therefore, while global lessons can be drawn, local adaptation remains essential for recruitment success in diverse international settings.
4.1 Limitations
This study has some limitations. Firstly, the included studies exhibited considerable heterogeneity in design, sample populations and contexts, which made it challenging to compare outcomes directly and draw consistent conclusions about the effectiveness of recruitment strategies. Secondly, many of the studies focused on short-term outcomes, such as enrollment rates, without providing sufficient data on long-term metrics, such as career commitment or retention in the nursing profession. Furthermore, most of the studies were conducted in high-income countries, such as the United States, Canada and the United Kingdom, limiting the generalizability of the findings to low- and middle-income contexts. Finally, we included only papers published in English, which may have led to the exclusion of important studies in other languages.
5 Recommendations
Based on the findings of this review, several actionable strategies can be recommended to stakeholders involved in nursing education and workforce development. For policy-makers and government agencies, early exposure programs—such as summer nursing camps, school-based health career initiatives and structured mentorship—should be integrated into national education and health workforce strategies. These programs are particularly effective when targeted at high schools in underserved or ethnically diverse regions and should receive sustained public funding and policy endorsement.
For academic institutions and nursing schools, culturally tailored recruitment campaigns should be developed and implemented in collaboration with community organizations. These campaigns must reflect the values, languages and role models relevant to minority populations, including men and ethnic groups underrepresented in nursing. Schools should prioritize the recruitment and visibility of diverse faculty members and promote inclusive curricula that emphasize nursing leadership and intellectual rigor.
Healthcare organizations and employers have a vital role in offering financial incentives such as tuition reimbursement, scholarships and guaranteed job placements, particularly for students who commit to underserved areas. These incentives help address the deterrent effect of high tuition costs and perceptions of limited career mobility. Human resources departments should also develop long-term career pathways for nursing staff to enhance retention and satisfaction.
Public health officials and media professionals should coordinate national campaigns that reframe the image of nursing. Messaging that highlights the profession’s technological, scientific and leadership dimensions can challenge outdated stereotypes and attract students from high-achieving academic backgrounds. These campaigns should be evaluated for reach and impact across different demographics.
Finally, researchers and academic evaluators should prioritize longitudinal and mixed-methods research to assess the effectiveness of recruitment initiatives. Such studies should track not only enrollment but also student retention, graduation rates and career progression. Evaluation frameworks should be adapted for low- and middle-income countries, where the interplay between cultural norms and economic constraints requires tailored solutions.
By coordinating efforts across these stakeholder groups—policy-makers, academic leaders, employers, media strategists and researchers—it is possible to develop a sustainable and inclusive nursing workforce strategy that meets both national and global health demands.
6 Conclusion
This systematic review provides valuable insights into the effectiveness of various recruitment strategies aimed at increasing enrollment in nursing programs, particularly among underrepresented populations. The findings highlight the importance of targeted outreach efforts, financial support mechanisms and the incorporation of inclusive messaging to attract a diverse student body to the nursing profession. However, the heterogeneity of study designs and outcomes underscores the need for standardized approaches to evaluating these strategies.
Future research should focus on long-term impacts, such as career retention and professional satisfaction, while expanding investigations to include low- and middle-income settings. Addressing these gaps will help refine recruitment practices and support the development of a robust, diverse and sustainable nursing workforce capable of meeting global healthcare demands.
CRediT authorship contribution statement
Merav Ben Natan: Investigation, Project administration, Formal analysis, Writing – original draft, Methodology, Writing – review & editing, Conceptualization. Yelena Hazanov: Writing – original draft, Formal analysis, Methodology, Data curation, Writing – review & editing, Conceptualization.
Funding sources
This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.
Declaration of Competing Interest
The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.
Appendix A Supporting information
Supplementary data associated with this article can be found in the online version at
Appendix A Supplementary material
Supplementary material
Table 1
| Authors | Country | Study Aim | Study Design | Population Sample & Context | Data Collection | Main Findings | Study Recommendations |
| Haron et al. (2014) | Israel | Explore influences on nursing career and training track choices. | Cross-sectional quantitative study | 779 first-year nursing students in Israel | Questionnaire | Key factors were practice content, job conditions, and personal exposure. Publicity was less impactful than personal recommendations. | Tailored campaigns, expanded nursing programs, positive media portrayal, focus on job security and career growth. |
| Degazon et al. (2015) | U.S. & Israel | Compare perceptions of nursing among ethnic minorities in the U.S. and Israel. | Descriptive quantitative study | 330 ethnic minority high school students | Questionnaire | U.S. students had more positive views; nursing seen as hard work with limited academic challenge. | Promote nursing as caring and intellectually rigorous with leadership opportunities. |
| Wu et al. (2015) | Singapore & Finland | Explore factors influencing healthcare career choices. | Systematic review | 29 studies, undergraduate healthcare students | Systematic review of databases | Factors include job security, prestige, and societal influences; stigma remains a barrier. | Create early nursing exposure and address deterrents like gender stigma and parental objections. |
| Ben Natan et al. (2016) | Israel | Examine perceptions of nursing and interest in graduate nursing programs. | Cross-sectional quantitative study | 522 academic degree holders, Jewish and Arab Israelis, aged 18–60 | Questionnaire | Positive correlation between nurse perception and interest; Arab Israelis showed higher interest. | Improve the public image of nursing to attract diverse populations to graduate programs. |
| Liaw et al. (2016) | Singapore | Identify factors influencing healthcare career choice in Singapore. | Exploratory qualitative study | 59 healthcare students in higher education institutions | Focus group discussions | Misconceptions, job stability, and lack of social recognition deter students from nursing. | Promote competitive salaries, early exposure, and family support for nursing careers. |
| Liaw et al. (2017) | Singapore | Identify strategies to attract students to nursing courses. | Descriptive survey design | 451 first-year non-nursing healthcare students | Questionnaire | Exposure to healthcare was the most influential factor; gender stigma persisted. | Introduce culturally relevant interventions and improve public perceptions. |
| Gore et al. (2017) | Australia | Examine patterns of interest in nursing among Australian students. | Longitudinal mixed-methods study | 6492 students, Years 3–12 in government schools | Surveys and focus groups | Interest in nursing predicted by helping orientation and prior exposure; ambivalence exists. | Promote early exposure and address misconceptions about nursing. |
| Tawash and Cowman (2018) | Bahrain | Identify factors influencing students' choice of nursing. | Mixed-methods study | 764 high school students, 90 students for interventions, parents, and counselors | Surveys, interviews, focus groups | Positive perceptions among students, but societal and parental influences remain significant. | Leverage nursing ambassadors and media for better public perception and male recruitment. |
| Voelpel et al. (2018) | United States | Develop pathways for veterans in nursing careers. | Assessment of educational initiative | 32 student veterans, 16 faculty/staff | Feedback from veterans and faculty | Positive outcomes for veterans through mentorship, peer support, and academic credit for military experience. | Expand tailored support services and integrate peer mentoring for veterans in nursing. |
| Williams (2018) | United States | Assess nursing-led interventions to promote awareness and preparedness. | Integrative review | 7 studies on middle school students (2007–2016) | Review of articles from CINAHL, PubMed, ERIC, OVID, and Health Source | Interventions such as summer camps and career clubs increase nursing interest, especially among minorities. | Securing STEM funding and fostering collaborations between nurse educators, communities, and schools could expand research and support middle school students interested in nursing careers. |
| Wu et al. (2018) | Singapore | Identify factors deterring students from nursing and differences in healthcare career choices. | Cross-sectional study | 604 undergraduates in medical and social sciences, Singapore | Questionnaire | Career choices influenced by healthcare exposure, job nature, and social factors. Deterrents included stigma, lack of autonomy, and limited parental support. | Early exposure to nursing roles, addressing fears about hygiene tasks, promoting autonomy, tackling stigma, and overcoming parental objections. |
| Qureshi et al. (2020) | United Kingdom | Explore barriers and enablers for South Asian males in nursing careers. | Qualitative interpretative approach | 5 British South Asian male nurses | Semi-structured interviews | Barriers include stigma, poor pay, and cultural perceptions; role models are key facilitators. | Address stigma and biases to improve recruitment of South Asian males into nursing. |
| Ben Natan et al. (2023) | Israel | Assess the impact of nurses' image and COVID−19 on nursing career choices. | Cross-sectional study | 200 Muslim Arab women, aged 20–30, in Israel | Questionnaire | Moderate interest in nursing; COVID−19 improved image but underappreciation persists. | Highlight nursing roles, skills, and advanced authority in recruitment efforts. |
| Green et al. (2024) | Australia | Inform rural nurse recruitment program design. | Cross-sectional survey | 165 early career nurses in rural areas | Survey with open-ended questions | Social ties, rural lifestyle, and limited job opportunities influence career decisions. | Enhance rural nurse recruitment by addressing social and familial connections. |
| Lavery and Morrell-Scott (2024) | United Kingdom | Explore barriers to district nurse employment. | Descriptive qualitative approach | 60 undergraduate nursing students | Focus groups | Barriers include role ambiguity and limited exposure to community nursing. | Enhance engagement with community nurse providers and education strategies. |
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