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The objective of this article is shed additional light on the resource mobilization strategies used by new nurses during their socialization in a hospital setting. Against the backdrop of nursing staff shortages, a situation compounded COVID-19 pandemic, recruitment and retention in public hospitals present major challenges for these strained organizations. Organizational socialization, which covers the period during which new employees discover their work environment, is a crucial moment during which they develop their first impressions of the organization, grasp its values, its culture, the expected behaviors, and the social knowledge required to perform their role effectively. We conducted an exploratory study with thirty state-certified nurses (infirmiers diplômés d’état; IDE) newly recruited in a hospital center in the Hauts-de-France region. The thematic content analysis of the semi-structured interviews conducted allowed us to highlight a wide variety of resources mobilized by IDEs in the socialization phase. The analysis then enabled us to show that these resources were grouped together in caravans (Hobfoll, 2011), and led us to distinguish four categories of IDEs according to the resource mobilization modes developed and their impact on socialization: the quitters, the established, the distant, and the loyal.