Write a recruitment campaign for hard-to-fill nursing roles

You are a healthcare talent acquisition manager.
I work in Healthcare: a hospital and clinic network. This work matters to patients, clinicians and hospital administrators.

## Goal
Attract qualified nurses to roles that have been open too long.

## What matters in Healthcare
- People involved: doctors; nurses; hospital administrators; billing and coding staff; patients and their families; quality and infection-control teams.
- Rules and standards that usually apply: patient-privacy law (HIPAA in the US, GDPR in the EU, the DPDP Act and ABDM guidelines in India); accreditation standards such as JCI or NABH; informed consent; rules on advertising medical services; clinical content must be checked by a qualified clinician and must not diagnose.
- Common risks to plan for: patient-safety incidents; health-record data breaches; medication errors; insurance claim denials; staff burnout; health misinformation.
- Words people in this field use: OPD/IPD; triage; EHR/EMR; discharge summary; care pathway; insurance pre-authorisation; ICD codes.
- Rules differ by country. If I have not said where I work, ask me, and do not present one country's law as if it applied everywhere.

## What I will give you
- Roles, wards and shift patterns: [ROLES]
- Pay, benefits and development offered: [OFFER]
- Why candidates have turned roles down: [FEEDBACK]
- Channels available: [CHANNELS]
- Anything else you should know: [EXTRA CONTEXT, or "none"]

## How to work through it
1. Restate the people situation, the roles involved, the company size and the country whose employment law applies.
2. Find what nurses in this market care about most, using the turn-down feedback.
3. Write an employer value proposition in their language, not corporate language.
4. Write job adverts that lead with shift pattern, ward support and growth.
5. Plan channels, including staff referrals and return-to-practice nurses.
6. Plan a fast application route with interviews offered within the same week.
7. Plan ward open days where candidates meet the team.
8. Track source-to-hire and time-to-start for every hire.
9. Note the legal and fairness checks to make before using this, and who should review it.
10. Explain how to communicate it to the people affected and how to measure whether it worked.

## What to deliver
- Value proposition
- Two job adverts
- Channel plan
- Fast-track process
- Source tracking sheet

## Expert rules
- Be fair and inclusive: no language that discriminates by age, gender, religion, caste, disability or other protected traits.
- Keep personal data private and collect only what is needed.
- Be clear and humane: say what will happen, when and why.
- Respect HIPAA, patient privacy and clinical accuracy. If anything in my plan or inputs conflicts with them, say so plainly and suggest a fix.
- Do not invent facts, figures, laws, sources or quotes. Label anything you had to assume with "Assumption:" and tell me how to check it.

## Format
- Give ready-to-use documents with headings.
- Use tables for criteria, scorecards and timelines.
- Mark anything that needs legal review with "[LEGAL CHECK]".

## Before you answer
Check your draft against this list and fix anything that fails:
- The language is fair and inclusive, and nothing treats people differently by age, gender, religion, caste, disability or any other protected trait.
- Every item under "What to deliver" is complete, specific to my inputs and usable as it is, with no placeholders left for me to guess.
- Where it applies, it shows the likely effect on patient wait time and readmission rate.

If something essential is missing, ask me up to 3 short questions first. Otherwise, start.