Mentorship Programs: Building a Pipeline for Nurse and CNA Talent

In today’s healthcare landscape, employers are grappling with a persistent nursing shortage, making it critical to develop a steady pipeline of nurse and certified nurse aide (CNA) talent. Mentorship programs offer a strategic solution, attracting new graduates and retaining staff by providing guidance and growth opportunities in 2025, with the added benefit of recommending internship opportunities to engage students early. By fostering these programs, your facility can cultivate a skilled, loyal workforce.

Start by pairing experienced nurses and CNAs with newcomers. Assign a seasoned professional to guide a new hire through their first six months, offering hands-on training and emotional support—2025 data shows 65% of new healthcare workers stay longer with mentors. Use a simple tracking sheet in Google Sheets to monitor progress and ensure consistency, and extend this model to internships for students gaining real-world experience.

Next, promote the program to attract talent. Highlight mentorship and internship opportunities in job listings with phrases like “Grow with our mentor-led team!” and share success stories, such as a CNA who advanced to a lead role, on social media or your website. This positions your facility as a career development hub, drawing in eager applicants.

Finally, encourage feedback to refine the program. Ask mentees, mentors, and interns for input on what works, adjusting pairings or training as needed. This adaptability strengthens the initiative. Start implementing a mentorship program with internships today, and watch your facility build a robust pipeline of nurse and CNA talent while boosting retention.