Recently, I asked recruiters what they would do in these situations. Becca Jacobs has been a recruiter for 6 years with the last 2 years with Fusion Medical Staffing. Below are her responses:

In a large metropolitan area, Nurse Floating Flo contracts to float between three hospitals within a 10 mile radius of her housing. Starting in the 6th week, the company ask her to float to a hospital 15 miles away, the 7th week she goes to one on the other side of the city, that is 30 miles away, plus one that is 17 miles away. The nurse is willing to take the first few, but after the behavior continues, she has had enough and voices this to her recruiter. 

The nurse should address it with the recruiter right away so he or she has heads up of the situation. I would encourage the nurse to speak with the scheduler first to see if they can resolve issues first. If nothing changes after the discussion it’s the recruiter/account managers responsibility to get things resolved in an ASAP manor.

Baby Nurse Betty is a skilled labor and delivery nurse, who also can float to post-pardium care after the delivery as well as the well-newborn nursery. At 7:30pm, the staffing company hotline gets a call stating that they want her to float to the NICU, which is beyond her competency level. What is your company’s response? 

Thank you for the call. Betty would be more than happy to assist you on your L&D floors and postpartum. However, in her contract it states that she will only float within her skill set. She does not have experience in NICU. This was stated within our confirmation contract with you as well.

Nurse Roach is all excited about her first travel nursing assignment. She drives 750 miles to her new assignment housing. After getting the keys from management, she opens the door and three cockroaches scurry across the floor. After further investigation, she also finds a ring of mold in the shower. She can’t stand it and immediately texts you with pictures. How do you respond?

Hey Nurse Roach, I am extremely sorry about this situation. This is unacceptable and not a good representation of Fusion. We pride ourselves on providing safe areas and cleaning living environments. I am sorry! I will put you in a hotel tonight until we can find you housing tomorrow morning.

You have worked with Nurse Asthmatic for 3 years now and she has done a great job for you, when she takes an assignment in Southeast Colorado. She envisions magic mountains that reach to the sky, only to find that she has landed in wheat country. Not wanting to cause problems she continues to work and everything is fine, until harvest. She has an asthma attack, ends up in the hospital, and is told that she is going to miss at least 2 weeks of work related to asthma induced pneumonia. How do you work things out?

The first thing that I would do is update the hospital for her. In this situation is depends how the hospital will react to the situation.

You have worked hard to find Nurse Roulette a job in Las Vegas. You send the nurse a contract that she readily accepts, signs, and sends back. The next morning the bags are packed and Nurse Roulette is on the way to the assignment of her dreams. At 0800 she is out the door and to the hospital. Checking in with HR, they inform her that there is no contract between the hospital and the company, related to the fact that it has not been approved by HR. About the same time, the recruiting manager comes to you and tells you not to send Nurse Roulette on the assignment. This shouldn’t have happened, but unfortunately it does happen. What do you do? 

Unfortunately, these situations have happened in the past, which is why we set clear guidelines before we are even allowed to send over first day instructions and clear the nurse to start. IF this situation would happen, I would put lots of pressure on the account manager to get the confirmation cleared with HR. If that seemed out of the picture, I would be doing everything I can to find a contract in the area that would be a good fit for the nurse.

Finals Words to Traveling Healthcare Professionals:

It’s a two-way streak. Recruiters need to be honest with their travelers and travelers need to be open with their recruiters. It make’s things easier for both parties. I’m sure everyone in this industry knows it’s not a black and white world, so just being open and honest goes far for both parties!

Highway Line

If you would like to work with Becca Jacobs, you can email her at…

becca@ fusionmedstaff.com
(take out the space)

Highway Line