The last thing we want to happen is for your candidate to get rejected, but look on the bright side - you know how to find candidates, build rapport and get them to work with you. That's 80% of the battle!
IMPORTANT! If you have a submitted candidate who has completed references and skills test, but did not get the job you submitted them for - do not give up! This is a super hot candidate. All you need to do is work very closely with them and find them some other jobs they are interested in! Check the Notes Tab to know if they are in this stage. This candidate is so close to landing a contract. Make sure they are open to travel where they are needed. This is why they are called travel nurses! :)
In this article, we will share with you some helpful tips to know how to find the right qualified candidate for the submit to the correct position.
To get started, the successful recruiters focus on Registered Nurses who travel or want to travel. This is a huge part of nurse staffing & recruiting. Yes, you can focus on other assignments as well such as LPN and CNA's, but those should only make up 10% of your recruiting activities. After all, you are here to make money and registered nurses get contract offers!
What to Look for: The sweet spot is a nurse who has at least 3 years of experience. Some hospitals will take 2 years, but minimum 3 years is preferred. This goes for any open job you see listed.
Let's say you are trying to fill an ER RN (Emergency Room Registered Nurse; You may also see ED or Emergency Department...) you are sourcing for an ER Nurse with at least 3 years of working in an Emergency Room in a Hospital Environment and for the last 12 months they have been working in an Emergency Room in a Hospital Environment. Read that again - it's the secret sauce for qualifying candidates!
Scenario: Let's say you come across a nurse who is interested in the ER RN position in Las Vegas. She says she has been an RN for 17 years and worked as an ER Nurse for 8 years...HOWEVER, for the past 12 months she hasn't worked in the ER. Is she qualified based on the above secret sauce? NO. She is not qualified. But what if for the last 12 months she has been working in the ICU...is she qualified to work in the ER now? NO.
Scenario 2: you come across a nurse who is interested in the ER RN position in Las Vegas. She says she has been an RN for 17 years and worked as an ER Nurse for the last 8 years...HOWEVER, for the past 10 months she hasn't worked in the ER. Is she qualified based on the above secret sauce? YES. She is qualified. Why? Because she has worked in the ER within the last 12 months. She can take off up to 364 days and still be a YES, but if she goes 1 day past the 365 days, she is not qualified. Read that again.
Template: Apply this to any position in the dashboard. you are sourcing for an ___________________ with at least 3 years of working in an ________________ position in a Hospital Environment and for the last 12 months they have been working in an _______________ in a Hospital Environment.
Solution: Apply this to any position in the dashboard! You are sourcing for an __Med Surg RN____ with at least 3 years of working as a ___Med Surg RN_____ position in a Hospital Environment and for the last 12 months they have been working as a ___Med Surg RN_____ in a Hospital Environment.
Last thing: When you submit a candidate, a text message is immediately sent to your candidate. This text message asks them to confirm their submission, confirm they qualify and confirm you are their recruiter. Inform them that they will be getting this text and to complete it. It speeds things up and let's you know if you have a good candidate too. If they ignore it, then you know they are not ready to move forward or they are not qualified.
Want to take your recruiting to the next level? The top recruiters ask for certifications from their candidates as well as any other documents the nurse is willing to provide. The more documents you can get from the candidate the more serious they are!