How to hire a nurse for your facility
Nurses are the front line of patient care. These professionals are often the first people patients see and the last person they consult with before they go home. That’s why it’s so important to learn how to hire a nurse who’s a good fit for your facility and dedicated to providing quality care for patients.
Here are five tips for making the right nursing hire.
Find the right fit for your team
Think about the dynamics of your nursing staff. Do you have several big personalities who could benefit from someone who’s a little more reserved and quiet? Would someone who’s lighthearted and bubbly clash with a more serious-minded nurse?
You want a team that works well together, but you also want to hire staff members who bring a unique perspective to the job. Set new employees up for success by looking for nurses who will both complement other staff members’ personalities and fill a need on the team.
Ask behavioral questions to determine character
It’s important to hire competent nurses who have the right certifications and skills. It’s equally important to hire nurses who are compassionate, collaborative, and quick-thinking. Want to know how to hire a nurse who has both the soft and hard skills your facility needs?
Decipher which traits you want most in your next nursing hire. Then, ask behavioral interview questions that help reveal the candidate’s character. For example, you could ask how they handled an emergency situation recently or how they dealt with a co-worker conflict.
Leave time for candidates to ask questions
Sometimes, job interviews are crammed full with questions for the nurse and leave no time for the candidate to ask their own questions. That’s unfortunate. A candidate who hasn’t been given an opportunity to make their own inquiries could leave the interview feeling overwhelmed and unsure of what their responsibilities would be.
Giving the candidate the time to ask questions may help them realize they aren’t a great fit for the job after all. It also allows you to learn a bit more about them by the types of questions they ask. For example, if you find they’re asking more about specific skills she needs rather than questions about the facility or patient load, it may be a red flag that she needs more experience.
Determine whether candidates share your organization’s values
A nurse with 15 years of clinical experience just walked through your door and you’re thrilled to have someone with her skillset vying for a position. As the interview goes on, however, you realize that she’s more concerned with becoming a nurse supervisor and less with being a team player.
Don’t let a candidate’s experience or numerous certificates convince you to hire her. An overqualified candidate may not fit into your facility and may also alienate other staff members. Instead, be patient and read up on how to hire an employee whose values match those of your organization. In most cases, a skills gap can be addressed much more quickly than a values gap.
Hire for the needs of the facility
Do you manage an urban hospital that often treats patients flown in from hundreds of miles away? If so, your nurses must be comfortable with high-stress situations and quick on their feet; experience in emergency rooms or trauma units is preferred.
Alternately, a nurse who is used to a high volume of patients at a large hospital may not enjoy working at a smaller hospital. Or that may be exactly what they’re looking for.
Look for nurses with the traits your facility needs most, such as adaptability, commitment to growth, attention to detail, and familiarity with specific types of patients.
Learn more about how to hire a nurse with help from Monster
Though staff members will come and go, these hiring tips can help you learn how to hire a nurse who will have a positive impact on both their patients and coworkers — and hopefully they’ll stick around for the long haul. For more help with your hiring needs, sign up for Monster Hiring Solutions where you’ll receive expert recruiting advice and the latest info on hiring trends.