With a focus on the aspect of recruitment within “nurse manpower management,” this study examined the status and characteristics of employment of new graduate nurses in tertiary hospitals of Korea. It also explored the recruitment process and characteristics of new graduate nurses in foreign countries by referring to case studies. The new graduate nurse recruitment was carried out as an open hiring as a consequence of an analysis of recruitment announcements at 45 tertiary hospitals in Korea. The recruitment process began with document screening, followed by competency test, interviews, and physical examination. Around 80% of the institutions surveyed started document screening between June and August, and the timing of joining the hospital was determined by grades and hospital conditions. In other countries, new graduate nurses were hired by each ward throughout the year, and various forms of employment were used. In some countries, preceptorship programs or pre-hospital field trip programs were running. In Korea, recruitment of new graduate nurses is carried out by hospitals instead of wards. Therefore, it is essential to plan and implement a manpower allocation strategy to represent the desired department of the nurse as much as possible when assigning new graduate nurses. In addition, it is necessary to establish flexible employment options and working environment to encourage long-term service. Instead of manpower management policies focused on increasing the supply of nurses, it is necessary to come up with measures to address the actual causes of turnover, such as wage gaps, organizational culture, and improvement of working environment.

Ⅰ. 서 론
Ⅱ. 국내 간호사 채용 현황 및 특성
    1. 상급종합병원 채용공고 분석 현황
Ⅲ. 국외 간호사 채용 현황 및 특성
    1. 미국
    2. 호주
    3. 뉴질랜드
    4. 캐나다
    5. 일본
Ⅳ. 결론 및 제언
참고문헌

• 이원(중앙대학교 간호학과) | Won Lee (Department of Nursing, Chung-Ang University)
• 최성경(가톨릭관동대학교 간호학과) | Sungkyoung Choi (Department of Nursing, Catholic Kwandong University)