A regional health system with a 140-nurse residency cohort wanted to reduce first-year turnover in high-acuity units. Leaders suspected that some early departures were related to fit rather than competence, but they lacked a structured way to understand alignment before assignment.
The challenge
The residency program placed new graduates based on unit availability, residency track, and a brief preference survey. The system had no consistent way to understand how a nurse's natural approach to work matched the demands of the unit. As a result, some nurses who were technically capable struggled to adapt, and turnover in certain units was persistently high.
The approach
The organization introduced Helius Alignment Score™ ranges as one input into placement conversations. Nurse managers and residency advisors reviewed alignment profiles alongside clinical interests, values, and feedback from capstone rotations. The score was not used to exclude candidates; it was used to tailor support and improve conversation quality.
Early outcomes
After the first year, the organization reported stronger early-tenure engagement scores, fewer requests for unit transfer during the first six months, and a modest reduction in first-year turnover in the participating units. The program is now expanding to include preceptor matching and longitudinal check-ins.