***PLEASE NOTE*** The attached Checklist is for your reference only. The hiring agency's compliance department will request & gather all the necessary documents from the candidate. You are only responsible for the documents needed with the initial submisssion (resume, license, certifications, etc.).
As a reminder, first thing to remember when you get a potential candidate on the phone: Slow Down. Slow them down and ask engaging questions. Don't be a salesperson. Be there to help them make more money - nurses love money! Speak clearly. Get them talking about themselves. Build rapport. If you can get them to laugh - this is a great thing! Phone sales 101!
Now on to credentialing docs.....
The attached document will provide you an overview of things that a nurse will need to provide or complete during our on-boarding credentialing process.
*** We know it looks like a lot, but please remember, any nurse that is currently working in a hospital environment in the United States has gone through this process. It is not new to them! So don't let them make you think it is...Remind them that the Agency is Joint Commission Accredited.
Our best recruiters share this document with their potential candidate and say something along the lines of:
"...I am sure you are aware that in order to work agency in a hospital you have to complete credentialing with Cure. I know it's not the most enjoyable thing in the world to do, but if you are like the rest of my nurses - you know what is expected and probably keep most of these things on you or close by. Right? (they will say Yes) If you could send them to me via text or email that would be great and we can move past credentialing quickly. Can you send me these things this morning or this afternoon?
I am sending you the checklist as well, so I am hoping you can get through credentialing quickly just like the rest of my nurses. That would be great, wouldn't you agree?"
Use tie-down statements. You don't want to ask a question that could get a No as a response. "Wouldn't you agree?" "..this morning or this afternoon.." a...or b....
Basically what you are doing is letting the nurses know that you are aware of credentialing and stating that in order to work in a hospital, credentialing is required and getting them to agree to not only go through credentialing, but to do it fast. They know about credentialing and you know this....you are also building urgency by letting them know that your other nurses have gone through this quickly and they can too!
TIP: Credentialing is not new to nurses. They have all been through it in some form and 99% of them keep required documents on them or in their phone or close by. If they are giving you push back, find out why - they may not be ready to do business with you OR still want to know more about Cure and the jobs!
If they are dragging their feet or giving you any push back, then you need to find out why (not ready to do business with You or the Agency yet - build more value). "Is there any reason why you can not complete credentialing quickly? It's best to find out upfront if your candidate is comfortable with this process and willing to get through it quickly.
By getting them to verbally agree to to do credentialing, submit all the required information and go through the process quickly creates ownership and responsibility from them and to you.
"Okay, great! After I submit your initial information to Agency's credentialing department, a lot of people are about to go to work for you. The last thing I want to do is waste their time or yours, so I am glad we can get started. Are you ready to get started?"
If they pause or say No - you have not spent enough time on the phone with them. You need to develop a relationship with them over the phone and make them comfortable with you. Once they are comfortable, things will go quickly.
If they say Yes, I am ready. Say great, I will keep in touch with you and Cure will be as well. It's important that we stay in communication. This will help you get to picking up shifts and making more money faster!
If you are not in communication with your candidate and checking in with them - another recruiter from another company will be!!!
The new hire checklist document below is what most of our Agencies require for an RN to go to work at a Joint Commissioned Facility. This is applicable to every Travel/Contract jobs and some PRN jobs. FULL Credentialing and 100% compliance can depend on where your caregiver goes to work.
TIP: Tell them they are fully compliant to work once the facility has cleared them to do so.
The attached Checklist is what all the Agencies will be using. This process is nothing new to a Candidate, so don't let them tell you differently!