Recently, I asked recruiters what they would do in these situations.  Matt has been a recruiter for 7 years with the last year at Fusion Medical Staffing years.  His responses are below:

  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.  I would ask first if this is enough to jeopardize the contract, and if not ask the nurse to fulfill the contract. I would also be in contract with the facility to express to them that the nurse only accepted the contract based on the floating agreement with the 3 hospitals in the 10 mile radius and that it should not be expected of her to float somewhere that was not talked about in prior negotiations.
  2. 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?  If it is beyond her competency level we would choose not to have the nurse float where they are not comfortable, for the sake of patient, residents, etc.
  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? I would notify the landlord and to see if there are other options for living spaces or try to find different accommodations for the traveler.
  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?  I would have the facility end the contract as she cannot safely work in the environment. I would continue working with the nurse to ensure they get placed in another more suitable facility.
  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? I would do everything in my power to get the approval from HR as soon as possible. If that meant taking huge hit to make the traveler comfortable I would make the sacrifice.
  6. Matt would like to add:  Credentialing is one of the most difficult part of our jobs. Communication is key because with out the proper documentation there can be no travel work.

Highway Line

If you are interested in working with Matt Lee.  You can email him at: 

mattl@ fusionmedstaff.com

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