Recently, I asked recruiters what they would do in these situations.  This is Lisa’s Answers.  She has been a recruiter for 14 years with 11 of those at Cariant Health Partners.

  1. 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.   Our company would review both agreements, client and candidate to confirm what they say, if the nurse signed a contract that stated the floor policy, we would expect her to follow it, however we would also follow up with the facility to see if there is any leeway, At the end of the day if it wasn’t in the contract signed by both parties and an agreement couldn’t be worked out, we would stand by the nurse if she wanted to cancel the contract.

  2. Baby Nurse Betty is a skilled labor and delivery nurse, who also can float to post-partum 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?  Discuss with facility the position presented nurse to find out if what they are doing is same as what they are doing in current area they are working or is it beyond her scope of practice. If we cannot work out anything will need to pull nurse will not allow the nurse to put her license in jeopardy.

  3. 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?  If the apartment is not acceptable we would tell them not to move in. We would then get in touch with the housing management to get items taken care of and if they cannot be rectified we would get hotel lined up for the nurse to stay in for the evening. If they management cannot take care of after that find new housing.

  4. 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?  If the doctor says they can’t work at the location because of the nurse’s medical condition, then yes we would allow the nurse to cancel. We would request doctor release stating this and would release nurse from contract.

  5. 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? We would never commit to a nurse without an overall signed contract from client.

  6. What would you like travel nurses to know about being a great traveling nurse and making your job easier?  Our company is a professional company who does what they say they are going to do. We expect that from our nurses. The most critical part of success in finding a position and getting offer is to be able to provide candidate with an opportunity that matches what they are looking for and having a complete present packet for the client. Communication (between us, the candidate as well as the client) and follow up are key to successful travel experience. We will answer any questions including specific positions and pay without them filling out a bunch of paperwork.

If you are interested in working with Lisa Willert.  You can email her at: 

lwillert@ cariant.com

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