Recently, I asked recruiters what they would do in these situations.  This is Raquel’s answers.  She has been a recruiter for 3+ years with the less than a year at Fusion Medical Staffing.

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.

This should have been discussed before the nurse accepted the assignment. If the nurse is willing to help out that is fine, but not obligated by any means. I always make sure to document the offer and details in the contract. As a recruiter this should be addressed and handled as it is beyond the required mileage. SO IMPORTANT TO GET SPECIFIC DETAILS!

Baby Nurse Betty is a skilled labor and delivery nurse, who also can float to postpartum 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? 

This is out of her skill set, so therefore it is in the hospitals and nurses best interested to stay within skill set to alleviate any issues with patients and the RN’s license. If the nurse is willing to float to “learn” a new skill but not as a required “float” nurse.

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 address the issue with the housing management and move her to a different unit. In the meantime, put the traveler in a hotel till the situation is addresses.

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?

Work with the traveler to accommodate them and get the situation handled. 

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 have never had a situation like this happen, nor has any of my companies. These are major details that would not be overlooked!

What would you like travel nurses to know about being a great traveling nurse and making your job easier?

The nurse and recruiter’s relationship is key. Honesty is a must for a successful traveling career!

 

Highway Line

If you are interested in working with Raquel Pfannenstiel, you can email her at:  

raquel@ fusionmedstaff.com

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