Recruiting and retaining new graduate nurses is a significant challenge for Mental Health and Drug and Alcohol (MHDA) services in Australia. This presentation will outline a MHDA strategy that looks to differentiate itself from other new graduate programs, offering greater perceived value to potential applicants and delivering a program that exceeds expectations.

The strategy involved initially starting with a case for change and approval for investment into the new graduate programme as a solution for workforce wellbeing, future projected staffing issues, current practice deficits and development of a learning culture. The programme was redesigned with an emphasis on scenario-based learning, simulation, mentoring and reflective practice. Foundational content was covered through Mental Health Pathways in Practice, providing a contemporary structured framework.

MHDA's commitment was further shown when the service secured 30 new graduate positions per year with three intake points, 10 of these positions supernumerary full-time equivalents ensuring allowing all new graduates experience a high acuity and community MHDA setting. The four-month rotations provided the new graduates with varied experiences across varied hospital based and community programmes, spanning the age range and service streams. A dedicated clinical nurse educator was attained and MHDA formed a partnership with a university, resulting in additional structured education and the opportunity for new graduates to earn a graduate certificate in mental health nursing at the end of the year. This partnership provides new graduates with academic recognition and enables further development of skills and knowledge beyond the clinical setting.

The presentation will showcase how MHDA services can compete for greater wellbeing in their workforce through innovation while enhancing service delivery and professional development opportunities. Attendees will learn practical approaches to developing new graduate programmes that set themselves apart, attracting and retaining top talent through market differentiation and perceived value.