http://www.fearlessstrides.com/

Fearless Strides, Calgary, AB (2025)

09/15/2025

The healthcare system is currently facing a significant challenge: a shortage of healthcare professionals. This staffing issue leads to increased burnout among employees, which cannot be resolved simply by promoting wellness initiatives. When healthcare teams are understaffed, individuals work beyond safe limits, resulting in fragmented care and often causing leaders to miss the core issue.

Vacancies, excessive overtime, and inconsistent schedules lead to constant staff turnover. Mismatches in skill sets require experienced professionals to handle basic tasks while more complex patients wait for care. This situation causes moral distress and increases the risk of preventable harm. Staffing issues are not only financial concerns, but also about safety.

We often assign staff based on the number of beds rather than the actual workload. Patient acuity can change throughout the day, documentation requirements are increasing, and admissions can quickly accumulate.

✦Start by measuring the workload you expect from your staff. If you don't measure it, you risk leading them to burnout without realizing it. Understanding this can empower you to take proactive steps to prevent burnout.
✦Establish a daily staffing huddle. Monitor key indicators, including missed breaks, spikes in overtime, sick calls, and delayed transfers. Before leaving the meeting, decide on one solution to address these issues thereby promoting proactive management of staffing challenges.
✦Establish flexible coverage. Utilize self-scheduling within defined limits. Set restrictions on consecutive shifts, create internal float pools, and cross-train nurses to work in multiple locations. Flexibility helps reduce burnout while maintaining quality and cost-effectiveness.
✦Align roles with patient needs. Adjust the mix of RNs, LPNs, and HCAs based on patient complexity, safeguard preceptor time, and provide compensation for teaching. An effective team transforms workload into collaboration, enhancing both pride and efficiency.
✦Invest in stability rather than temporary solutions. Convert agency spending into permanent full-time employees, implement retention bonuses based on tenure, and provide educational support along with clear career advancement paths. Employees are more likely to stay when they can envision their future here.
✦Reclaim time by eliminating low-value tasks, simplifying charting, implementing voice-to-text where safe, and ensuring genuine breaks. Minutes saved each shift translate into energy returned to patients and to each other.
✦To promote fairness, create a unit scorecard that includes staffing ratios, patient acuity, overtime hours, breaks taken, and progress on vacancies. Review this scorecard with your staff weekly and ensure that you respond to any concerns quickly. This level of transparency builds trust and makes your staff feel included.

Leaders, your actions greatly influence your staff's well-being and can inspire meaningful change.

www.fearlessstrides.com

09/08/2025

Canadian schools are admitting and graduating more nurses than ever, yet the pipeline continues to face significant bottlenecks where it matters most: in faculty, placements, and practice-ready transitions. Recent data show that 19,631 students entered RN entry-to-practice programs in 2022-2023, and 11,923 graduated in 2023. However, only 30 percent of the 8,943 teaching faculty hold permanent roles, with many nearing retirement. That mix strains quality, continuity, and growth.

Clinical education is the other bottleneck. Schools report saturated placement sites, stretched instructors, and heavy reliance on short-term contract educators. Provinces are expanding seats, but seats without supervisors, faculty, and sites do not deliver safe graduates.

The workforce need is real. CIHI reports growth in nurses employed in direct patient care in 2024, but per capita availability has not kept pace. That keeps pressure on units and on students trying to learn in high-acuity environments. (CIHI)

Why this matters for patient care and retention
When faculty are mostly short-term, programs lose mentorship continuity, curriculum stewardship, and research capacity. It also becomes harder to scale quality improvements like simulation, debriefing, and preceptor development. CASN data link recruitment challenges to lower academic salaries relative to practice, a thin pool of master's and doctoral prepared nurses, and the location or cost of living. That is a structural constraint, not an individual problem.

When placements are scarce or uneven, students miss the repetitions that build judgment. CASN warns that cutting corners in education to push out more graduates backfires, since underprepared new nurses leave early. Strong practice-based learning, residency-style onboarding, and well-equipped simulation labs are essential.

Simulation is part of the answer. During and after the pandemic, many Canadian programs responsibly replaced a portion of clinical time with high-quality simulation. Evidence from the NCSBN study and subsequent reviews indicates that up to half of traditional clinical hours can be replaced with well-designed simulation without compromising outcomes, provided programs align their objectives, quality, and debriefing. Use it to expand capacity and consistency, not as a shortcut. (PubMed Central, casn.ca)

Seat expansions must be paired with faculty and placement funding. Jurisdictions are adding seats, for example, Ontario's 2,200 new nursing spaces and other targeted expansions. Still, without funded clinical teaching time and preceptor supports, we shift the burden to already strained units. Alberta also invested in adding more than 1,800 IEN bridging seats, which helps, provided clinical integration is resourced. (news.ontario.ca, Alberta.ca)

Internationally educated nurses can help relieve pressure, yet they face fragmented pathways. New federal funding through the Foreign Credential Recognition Program and the PASS program improves navigation, but provincial capacity for assessment, bridging, and supervised practice must grow in tandem. (Canada.ca)

What to do next, practical actions to implement
For governments and funders
Tie every new academic seat to a funded clinical teaching package, including preceptor stipends, guaranteed teaching time, and backfill for units hosting students. Publish a per-seat clinical education funding rate so health systems can plan staffing and track placements using provincial dashboards like BC's student practice education metrics. (spe.healthcarebc.ca)
Create targeted salary top-ups or retention awards for doctoral and master's-prepared nurse educators in high-need regions, aligned to CASN's reported recruitment barriers. Pair with loan forgiveness for educators who teach a minimum load over three to five years.
Expand simulation infrastructure with capital grants and operating dollars for technician roles and faculty development, using evidence-based standards for scenario design, facilitation, and debriefing. (PubMed Central)
Scale IEN pathways by funding clinical bridging cohorts and supervised practice hours, connected to Pre- and Post-Arrival Supports and Services Program (PASS) and Foreign Credential Recognition Program (FCR) funded navigation supports, and report output and time to licensure. (Canada.ca)

For schools of nursing
Convert more short-term contracts to multi-year appointments where possible. Use cohort hiring to stabilize teaching teams and succession plans as senior faculty retire. CASN's data show that the permanent fraction is low and aging. Fixing that increases capacity.
Adopt a simulation-first strategy for hard-to-place competencies. Map where simulation demonstrably equals clinical experience for learning outcomes, then allocate scarce placements to the competencies that truly require bedside exposure. Document your replacement ratios and outcomes. (PubMed Central)
Establish a structured preceptor program with micro credentials, on-demand teaching resources, and prompt consultation support for addressing complex student concerns. Recognize preceptors publicly and financially, measure student and preceptor experience, and adjust loads mid-term. (PubMed Central)
Partner with health systems on nurse residency models for new grads, so education quality gains are not lost at the transition. CASN highlights residency as a retention lever.

For health system leaders and preceptors
Ensure that preceptor time is prioritized in the schedule. Offer differential pay while precepting, reduce assignment complexity on teaching days, and cap student-to-preceptor ratios. Studies show that support and recognition improve preceptor effectiveness and student outcomes. (PubMed Central)
Treat units as learning environments. Standardize student huddles, assign a charge nurse mentor for escalation, and schedule faculty presence during peak learning windows.
Share placement data with schools monthly, including cancellations and reasons, to help manage demand and minimize last-minute changes..

For policy and pathway teams serving IENs
Ensure that every Internationally Educated Nurse (IEN) applicant is linked to PASS pre-arrival services as early as possible. Once in Canada, facilitate their transition to provincial programs and supervised practice. Provide funding for case management to minimize drop-off at each step. Monitor the licensure process closely and take action on any delays that arise. (Canada.ca)
Use FCR funds to expand assessment capacity and create rolling intakes for bridging and workplace integration placements, not just single annual cohorts. (Canada.ca)

Conclusion
By aligning available seats with funded faculty, ensuring dedicated preceptor time, and implementing effective simulation practices, we can produce practice-ready nurses on a larger scale. Additionally, when we expand seat availability alongside enhanced Internationally Educated Nurse (IEN) pathways and residency-style onboarding, we can retain more nurses in active practice. Establish quarterly goals, share straightforward metrics, analyze the data's findings, and continuously improve.

If you want practical tools and templates to get started, visit www.fearlessstrides.com

References
CASN Registered Nurses Education in Canada Statistics 2022-2023: Faculty and Admissions Trends.
CASN Quality Nursing Education National Insights, clinical placements, residency, and investment guidance.
CIHI Nursing Workforce Snapshots: RNs and NPs Employed in Direct Care. (CIHI)
Evidence on simulation hour substitution and Canadian use during the pandemic. (PubMed Central, casn.ca)
IRCC Pre-Arrival Supports and Services, PASS program for nurses. (Canada.ca)
Foreign Credential Recognition Program funding for health professionals. (Canada.ca)
Alberta IEN bridging seat expansion. (Alberta.ca)

09/04/2025

NCLEX at home. Smart option, or slippery slope?

NCSBN is developing a remote-proctored option for the NCLEX, with an anticipated 2026 launch, utilizing layered security measures such as ID checks, environmental scans, and AI-supported monitoring. It promises the same exam, just a different testing location. (nclex.com, ncsbn.zendesk.com)

What could change for candidates?
✦Less travel, more flexible scheduling, better access for rural and international writers.
✦Clear rules up front, tech checks, and human plus AI oversight to keep integrity strong.

Tension points we have to name
✦Privacy. Room scans and always-on monitoring raise real concerns and have faced legal and ethical pushback.
✦Bias and false flags. Some tools struggle with lighting, skin tone, or neurodiversity, which can increase anxiety and create inequity.
✦Technical risks. Connectivity failures and device problems can disrupt high stake moments.

What research says so far
✦The findings are varied. While some studies indicate increased anxiety related to online proctoring, they do not consistently show a decline in performance. Individual context and student characteristics play a significant role.(Open Praxis, ERIC)
✦Integrity isn’t only about the camera. Multi-layered design and policy are as important as proctoring software itself. (IJRPR)

Open questions for our profession
✦Does convenience expand equity, or widen the digital divide?
✦Do AI and 360-degree monitoring meaningfully deter misconduct, or merely shift it?
✦How do regulators ensure accessibility, cultural safety, and due process when flags occur?

I see significant potential along with some important trade-offs. For me, the guiding principle is ensuring patient safety, promoting fairness, and maintaining trust in the RN designation.

What are your thoughts on the remote NCLEX? Would you opt for it, or would you prefer to take the test at a test center?

For more visit www.fearlessstrides.com

09/02/2025

The paradox of international nursing.

Many IENs, despite being licensed, intelligent, and experienced, often find themselves unable to land a job. The problem is not their competence, but the need to quickly demonstrate their ability to ensure safety and efficiency in the healthcare system. The good news is that, with the right strategy, you can quickly achieve this, paving the way for a successful career in Canada.

Here's a straightforward approach for IENs and new grads, focusing on the steps you need to take to secure a nursing job in Canada.

✦Own your personal introduction. For example, I am an Alberta-licensed RN with extensive experience in medical-surgical care and seniors' care. I bring strong bedside judgment, prioritize patient safety, and communicate effectively with my team.

✦Your resume should clearly demonstrate three things: Work--> what you did. Place -->where you did it, and Impact--> what changed and by how much. For example, Implemented a new communication protocol using SBAR in the emergency department, which reduced the response time for critical patient cases by ten minutes on average during the past quarter.

✦Examine successes in your previous units and identify how they relate to local practices. Choose one area to focus on: medication safety, handover, or escalation of deterioration. Think about a habit that worked well for you in the past, apply it here, and then identify one thing you'd like to keep and one change you want to make.

✦Please respect the time and needs of potential employers by tailoring your applications to their specific requirements. Choose ten employers and focus on one active posting each day. For each job, rewrite six impactful bullet points on your resume to reflect the language and priorities outlined in the posting. This not only highlights your relevant skills and experiences but also increases your chances of standing out in the selection process. Additionally, have two references ready.

✦Rehearse three key stories and one personal boundary for your upcoming interviews, focusing on topics like handling deterioration, ensuring medication safety, and promoting teamwork. Use the STAR method to structure your responses to interview questions. As for personal boundaries, an example could be "I always prioritize safety and will escalate any concerns when it's at stake".

✦Remember, your performance is directly linked to your well-being. Safeguard your energy by ensuring you get enough sleep, staying hydrated, taking a daily walk, and practicing gratitude. By prioritizing your well-being, you not only take care of yourself but also enhance your potential for success in your nursing career.

Being qualified is not the finish line; it's just the starting line. Translate your value into this context and demonstrate proof of your work. By doing this you take control of your job search and pave the way for successful interviews and job offers.

www.fearlessstrides.com

09/01/2025

Nearly half of young Alberta nurses are leaving early. What can we do about it?

If you work a shift in Alberta right now, this is not a headline; it's the reality we face every day. A widely shared report states that nearly 48 out of every 100 nurses under 35 who started in 2022 did not stay. This staggering statistic echoes what many of us are witnessing firsthand on the floors and in our classrooms, an urgent call for change in a profession that needs our dedication now more than ever. (Global News)

I spend my days working in both inpatient oncology and intensive palliative units, and I also have the privilege of teaching aspiring nurses at one of the universities. One thing I've noticed is a common trend: while new nurses enter the profession with passion and skill, many of them end up leaving the profession far too soon. It's disheartening because their energy and dedication are exactly what the field needs. Recent polling in Alberta found that 68 percent of nurses are considering leaving within five years, especially early-career nurses, while national survey data show that four in ten nurses intend to leave their job or the profession within a year. (Global News, Canadian Federation of Nurses Unions)
This is not about individual resilience. It's about how we design our systems to support everyone. Let's take a look at the data and explore the steps Alberta can take moving forward.

The data in plain language
Alberta appears to be losing young nurses at one of the highest rates in Canada, based on a Montreal Economic Institute analysis reported by Global News. That is early-career talent we cannot afford to lose. (Global News)
Alberta nurses themselves report that the intent to leave is high, and that staffing, workload, and lack of schedule control are core drivers. That is actionable for leaders. (Global News, Canadian Federation of Nurses Unions)
Canada-wide workforce tracking reveals that both entries and exits are increasing for regulated nurses, a trend that results in both financial and personnel costs. We need retention, not just recruitment. (CIHI)

What we can implement now in Alberta
1) Make safe workloads non-negotiable
Evidence overwhelmingly suggests that lower patient-to-nurse ratios lead to reduced burnout and improved patient outcomes. British Columbia has begun implementing minimum nurse-to-patient ratios across acute care settings, including a 1:4 ratio on medical and surgical units, with provincial funding and joint implementation committees. Alberta should pilot, measure, and scale similar standards in high-risk units. (bcnu.org)
Why it matters: Ratios are not slogans; they serve as a safety mechanism for both patients and nurses, and they are one of the few interventions with strong evidence supporting their effectiveness in retention and quality.

2) Treat mentorship and onboarding as part of patient safety
Retention improves when new grads and IENs get structured preceptorships, protected mentorship time, and progressive responsibility. Canada's Nursing Retention Toolkit names professional development, mentorship, safe staffing practices, and strong management as core levers. Alberta can standardize a 12-month transition program with protected preceptor hours and evaluation points at 30, 60, 90, and 180 days.
Why it matters: Mentored nurses develop judgment faster, make fewer errors, and stay longer, which stabilizes teams and reduces employee turnover.

3) Cut low-value work with more innovative processes and tech
The federal toolkit emphasizes reducing administrative burden and leveraging technology; it is now time to apply this lens to nursing workflows. Start with things we control, templated flowsheets, voice notes that auto-structure into nursing notes, fewer duplicative risk screens, and a standard alarm-fatigue bundle. Utilize predictive staffing to stabilize schedules two to four weeks in advance.
Why it matters: Less time charting the same information twice, more time at the bedside, a lower cognitive load, and better shift satisfaction are direct benefits of improved retention.

4) Build psychological safety and enforce zero-abuse norms
Nine in ten nurses report some form of abuse in the last year, and half report near misses tied to understaffing. Violence and moral distress also drive individuals to exit. Alberta employers must implement consistent incident reporting, visible follow-up, and consequences, and pair this with staffing changes that prevent chaotic, unsafe environments. (Canadian Federation of Nurses Unions)
Why it matters: People do not stay where they do not feel safe or heard, and neither would you. (Canadian Federation of Nurses Unions)

5)Pair recruitment with retention, especially for IENs
AHS reports thousands of internationally educated nurses in the recruitment pipeline, along with an ongoing effort to streamline credentialing and settlement. That investment pays off only if those nurses stay, which loops us back to mentorship, safe staffing, and workload. (Alberta Health Services)

Closing thought
Alberta does not have a talent problem; it has a systems problem. If we make workloads more humane, protect time for learning, and eliminate low-value tasks, nurses will be able to do the rest.

If you're interested in partnering on mentorship models for new graduates and IENs, or on practical documentation fixes that your unit can implement this month, I'd be happy to share what works in oncology, palliative care, and the classroom.

You can also find more of my work and resources here, Fearless Strides, for nurses, leaders, and teams who are building something better. https://www.fearlessstrides.com.

References and sources
"Which provinces struggle the most to keep young nurses," coverage and Alberta data points. (Global News)
Alberta nurse intent-to-leave polling, Alberta Association of Nurses, summary and news coverage, December 2024. (Global News)
CFNU Members Survey, March 2024, burnout, over-capacity, abuse, intent to leave. (Canadian Federation of Nurses Unions)
CIHI, Health Workforce, Recruitment and Retention, Trends in Entries and Exits for Regulated Nurses. (CIHI)
BC Nurses' Union, Minimum nurse-to-patient ratios, scope, examples, and implementation phases. (bcnu.org)
Aiken, L. H. Policy brief on nurse staffing ratios, evidence linking staffing to burnout, outcomes, and retention.
Health Canada: Nursing Retention Toolkit - Themes, Tools, and Implementation Guidance.
AHS 2023-24 Annual Report, IEN Recruitment Pipeline, and Transitional Supports. (Alberta Health Services)

08/31/2025

Here is a list of open entry level roles in the Calgary area for Health Care Aides, LPNs, and RNs.

# # # Entry-Level Health Care Aide (HCA) Vacancies in Calgary

* **Health Care Aide** - Many of the postings for HCAs are considered entry-level, with many employers mentioning that they provide training or that prior experience is "preferred but not required."
* **Bethany Care Society:** They have a recent posting for an HCA where previous experience is preferred but not required.
* **Link:** [https://www.ziprecruiter.com/Jobs/Hca-No-Experience/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/Hca-No-Experience/-in-Calgary,AB) (You may need to search within ZipRecruiter for the specific posting).
* **Home Instead:** This organization specifically states, "No prior experience? No problem!" and provides training.
* **Link:** [https://www.ziprecruiter.com/Jobs/Hca-No-Experience/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/Hca-No-Experience/-in-Calgary,AB) (Search within ZipRecruiter for the Home Instead postings).
* **Longevity Care:** The HCA positions with this company also appear to be suitable for those new to the field.
* **Link:** [https://www.ziprecruiter.com/Jobs/Healthcare/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/Healthcare/-in-Calgary,AB) (Search within ZipRecruiter for the Longevity Care posting).
* **Saige Homecare:** The HCA role here is described as a "critical one for those who depend on others for basic daily care," suggesting it's a good place to start.
* **Link:** [https://www.ziprecruiter.com/Jobs/Healthcare/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/Healthcare/-in-Calgary,AB) (Search within ZipRecruiter for the Saige Homecare posting).
* **TheKey:** They are "actively seeking reliable, compassionate, and empathetic" certified HCAs, making it a good fit for those who are new but have their certification.
* **Link:** [https://www.ziprecruiter.com/Jobs/Healthcare/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/Healthcare/-in-Calgary,AB) (Search within ZipRecruiter for TheKey postings).

# # # Entry-Level Licensed Practical Nurse (LPN) Vacancies in Calgary

* **LPN, New Graduate Positions:** Many LPN positions are open to recent graduates as they have a well-defined scope of practice.
* **Carewest Innovative Healthcare:** This organization has a recent posting for an LPN and lists the required qualifications as "Graduation from a recognized LPN program" and "Current and active registration with CLPNA." This indicates it's suitable for new grads.
* **Link:** [https://ca.jooble.org/jobs-licensed-practical-nurse-lpn/Calgary%2C-AB](https://ca.jooble.org/jobs-licensed-practical-nurse-lpn/Calgary%2C-AB) (Search within Jooble for the specific Carewest posting, job number 2025-0455).
* **AgeCare:** They frequently post casual LPN positions, which are often a good way for new graduates to gain experience.
* **Link:** [https://www.eluta.ca/Licensed-Practical-Nurse-jobs-in-Calgary-AB](https://www.eluta.ca/Licensed-Practical-Nurse-jobs-in-Calgary-AB) (Search within Eluta.ca for AgeCare LPN postings).
* **Pinnacle Medical Centres:** They explicitly state that they "eagerly wait for you to join us!" and that they support LPNs throughout their training by "pairing you with an experienced LPN."
* **Link:** [https://www.pinnaclemedicalcentres.com/lpn-opportunities/](https://www.pinnaclemedicalcentres.com/lpn-opportunities/)
* **Bayshore HealthCare:** This company often hires new graduates and provides a supportive environment.
* **Link:** [https://www.ziprecruiter.com/Jobs/Entry-Level-Lpn/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/Entry-Level-Lpn/-in-Calgary,AB) (Search within ZipRecruiter for Bayshore postings).

# # # Entry-Level Registered Nurse (RN) Vacancies in Calgary

* **Transitional New Graduate RN Programs:** Alberta Health Services (AHS) has specific programs for new RN graduates. While some of the postings may have a past end date, new ones are posted frequently. It's the best place to look for new grad positions.
* **Alberta Health Services:** Check the "Nursing" section of their careers page and filter for "Transitional New Graduate" roles.
* **Link:** [https://careers.albertahealthservices.ca/page/nursing-45](https://careers.albertahealthservices.ca/page/nursing-45)
* **Registered Nurse Positions Open to New Graduates:** Some job postings, even without the "new graduate" tag, will consider recent graduates. Look for those that don't require specific years of experience.
* **Bayshore HealthCare:** They often look for passionate and caring RNs, and new graduates are encouraged to apply.
* **Link:** [https://www.ziprecruiter.com/Jobs/New-Grads-Rn/-in-Calgary,AB](https://www.ziprecruiter.com/Jobs/New-Grads-Rn/-in-Calgary,AB) (Search within ZipRecruiter for Bayshore postings).
* **Carewest Innovative Healthcare:** Their recent RN postings may be open to new grads.
* **Link:** [https://www.nursingcareerscanada.ca/jobs/calgary-ab/](https://www.nursingcareerscanada.ca/jobs/calgary-ab/) (Search within this site for recent Carewest RN postings).
* **The Newly Institute:** They are seeking an RN who values "working for an established organization" and the posting does not specify a minimum amount of experience.
* **Link:** [https://www.eluta.ca/Nurse-jobs-in-Calgary-AB](https://www.eluta.ca/Nurse-jobs-in-Calgary-AB) (Search within Eluta.ca for The Newly Institute posting).

08/31/2025

Take the time to rest abundantly recharge this weekend

08/29/2025

Skills definitely trump titles, every single time.

Recently, I've been reviewing some resumes for a few of my mentees, and I've noticed something interesting. One of them had a lengthy list of tasks, while the other kept it concise and focused on tangible results. The second nurse's proactive approach made all the difference in her job search. After applying to several positions, she took the time to reflect on her previous experiences and achievements in nursing. She wrote a few concise examples that highlighted her skills and how she'd contributed to patient care, teamwork, and critical situations in her past roles. By having these specific examples ready, she was able to tailor her responses during interviews, making her a standout candidate.

If you are a new grad or internationally educated nurse currently job searching, here are a few tips for your resume;

1. Work: Describe what you did concisely. Focus on specific actions or responsibilities that highlight your role and contributions. For example, instead of saying, "I cared for patients," you could say, "I implemented patient-centered care plans to enhance recovery post-surgery."
2. Proof: Specify the setting, team, or individuals you worked with. This adds context to your experience. For example, "I did this while working on a busy orthopedic unit at St. Michael's Hospital, collaborating with a multidisciplinary team of surgeons, nurses, and physiotherapists."
3. Impact: Quantify the results of your actions to illustrate the significance of your contributions. This could include patient outcomes, improved processes, or team performance. For example, "As a result, patient recovery times decreased by 25%, and we received positive feedback in our satisfaction surveys, with a 30% increase in patient ratings."

By expanding on each component, you provide a clearer, more impactful snapshot of your abilities and achievements.

For all the new grads and internationally educated nurses out there, the approach you take in crafting your resume can significantly influence your job search success. By focusing on a concise yet comprehensive narrative that illustrates your work, proof, and impact, you create a compelling case for your candidacy. This method not only helps you stand out to potential employers but also equips you with the confidence to discuss your experiences in interviews. Remember, it's not just about listing duties; it's about showcasing your unique contributions and the tangible results you've achieved in your career. As you refine your resume, keep these principles in mind to better communicate your value and secure the opportunities you deserve.

For more personalized tips, feel free to reach out at www.fearlessstrides.com

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