Recently, I asked recruiters what they would do in these situations.  This is Michelle’s responses.  She has been a recruiter for PRCS for 14 years now.

  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 stop the nonsense:)! I would reach out to the facility and point out (in a positive way)  Nurse Floating Flo’s dedication and willingness, and a reminder of the agreement of her floating 10 miles. I would back our Nurse but resolve it positively with the facility. If the facility is adamant about it, I would either reassign the nurse or build in a mileage reimbursement.
  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?  Our response would be to stand firm on our policy that travelers can only float to areas in which they are both clinically trained and oriented. Any variance in that policy jeopardizes the nurse and his/her practice safety. Not something we would be willing to do!
  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?  First, we apologize profusely and put Nurse Roach up somewhere temporarily that night after a long drive. Then, we secure some choices in alternate housing for her to go by (since she is already there and local) and look at. We are very particular that our Nurses be comfortable and safe in lodging.
  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?  We relieve Nurse Asthmatic of her commitments during her absence and support her in anyway we can. It is not her issue or fault for becoming ill, and it is up to PRCS to support her through that. We also thank her for her willingness to stick that assignment out!
  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 apologize for the last minute cancellation and lack of planning and communication. Then, we reimburse the Nurse for her travel expenses and get her another assignment, possibly another facility in the area where she wanted to be.

Highway Line

If you are interested in working with Michelle Williams.  You can email her at: 

mwilliams @prcshealthcare.com

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