How to transition your contract-registered nurse to full-time staff?
Recruiters are aware that finding reliable nurses is essential to maintaining consistent staffing and quality patient care.
This is where contract registered nurses can become valuable full-time staffing professionals who help maintain quality care.
As a recruiter, you may have complete insight into their clinical skills, reliability, and workplace fit.
Once you combine your insights with a clear plan, you can turn a reliable contract nurse into a full-time employee.
To do so, you will have proven tips that make this process a success. This blog shares practical tips to help you make that transition successfully.
Tip #1. Identify high-potential contract RNs early
During the process of transforming a contract- registered nurse into full-time the first step is to identify professionals who show the potential to become reliable full-time staff.
To do this effectively, as a recruiter, you should follow these essential steps:
- Review performance and attendance to identify nurses who consistently provide quality care and meet your workplace expectations.
- You must also need to gather feedback from facility managers about the clinical skills, adaptability, teamwork, and overall performance of shortlisted candidates.
- Remember to discuss long-term goals and understand whether the contract nursing professional is interested in a full-time opportunity or not.
One essential point to remember is checking the skills of a professional and how they use those with patients. It is essential when identifying potential candidates.
To check vital skills and evaluate them, you must also stay informed about essential skills. An infographic about skills is provided to keep you informed about skills.
Nursing workforce skills that drive quality care
Tip #2. Provide the required training and support
Once you shortlist or finalize the candidate, the next task is to provide the needed training. Providing detailed training is essential for a smooth transition into full-time RN staffing.
As a recruiter, you must also include senior nursing professionals in this process to identify any skills or training gaps. This process will ensure the registered nurse is prepared to meet your facility’s expectations.
For example, if your facility uses a specific electronic health record (EHR) system, it is essential to provide the contract nurse with the required training before they begin their full-time position.
Along with this, you must also provide support, such as financial assistance forRN certification courses and help with any concerns, so the employee feels confident.
Tip #3. Review the salary and offer a competitive compensation package
After completing the required training process, the next vital tip is to review the salary of the registered nurse who is on a contract basis before making a full-time offer.
Before offering a salary, you must remember to consider their experience, specialty, responsibilities, and current RN salary trends for the location.
For example, if you are planning to hire a registered nurse on a full-time basis who is already working as contract nursing staff at your facility in California, you need to provide an annual salary of $150,280. Along with a competitive salary, you can also provide paid leave.
Tip #4. Stay connected during the transition
The most essential point to follow after training and providing salaries is to see if the Registered nurse who went through the transition is adapting to your facility’s culture or not.
To understand this, you need to maintain regular communication and build a strong relationship.
Staying connected with the registered nurse throughout and after the transition can help you address concerns if there are any.
The following steps are essential to follow to maintain the connection:
- Stay in regular contact and discuss the RN’s interest in continuing with the clinic as full-time employees.
- Remember to ask for his feedback about the current assignment and address any concerns.
- Keep the professional informed about the full-time role, benefits, and opportunities of full-time RN careers available in the country.
By staying connected with the professional, you can build trust and encourage them to stay longer with your clinic. One essential practice recruiters or hospital owners follow is to provide continuous encouragement. It can be done through sponsoring professionals to enhance their skills with certifications. An infographic is provided about certifications that you can consider sponsoring.
Specialty credentials for the U.S. nursing workforce
Specialty / Area | Common certification | Certification body |
Critical Care / ICU | CCRN – Adult Critical Care RN | American Association of Critical-Care Nurses (AACN) |
Emergency Department | CEN – Certified Emergency Nurse | Board of Certification for Emergency Nursing (BCEN) |
Medical-Surgical | CMSRN – Certified Medical-Surgical Registered Nurse | Medical-Surgical Nursing Certification Board (MSNCB) |
Pediatrics | CPN – Certified Pediatric Nurse | Pediatric Nursing Certification Board (PNCB) |
Operating Room / Perioperative | OCN – Oncology Certified Nurse | Oncology Nursing Certification Corporation (ONCC) |
Transitioning contract staff to full-time with modern staffing platforms
Following these tips will make your process of transitioning contract employees to full-time staff easier.
These tips also help you maintain a skilled team and enhance patient care. To transform your contract staff into full-time employees, you must remember to hire skilled and experienced professionals.
Recruiting the right talent requires a platform that can simplify and support the recruitment process.
To achieve this as a recruiter, you must choose modern staffing platforms. It is a better option to choose modern platforms because they can help overcome the challenges of traditional agencies.
Those challenges often rely on manual processes that delay hiring. They may also have limited talent pools, limited credentialing support, and may not provide verified profiles.
Because of these challenges, choosing a modern recruiting platform such as MedSquirrels is a better option.
MedSquirrels is an AI-powered clinical staffing platform that helps facilities overcome recruiting challenges with affordable recruiting solutions and verified profiles.
This platform also offers cost-efficient RN staffing plans for recruiting talent on both a contract and full-time basis.
Its flat-fee pricing model allows you to pay only the resource’s monthly payroll cost and a flat hourly fee.
These benefits can help you hire qualified talent. Recruiters can book a free demo to explore affordable RN staffing solutions. Jobseekers can also check the open jobs and apply for positions that match their skills for better nursing careers.
FAQs
What should recruiters look for when selecting a contract RN for full-time staffing?
Recruiters should consider clinical skills, reliability, and overall performance. It is also important to understand whether the nurse is interested in long-term employment and can meet the facility’s expectations owners can make the offer more attractive by reviewing the nurse’s experience, responsibilities, and current RN salary trends.
How can recruiters make a full-time offer more attractive to contract nurses?
Facility owners can make the offer more attractive by reviewing the nurse’s experience, responsibilities, and current RN salary trends. A competitive salary, paid leave, and certification support can encourage a contract RN to accept a full-time position.
Should a recruiter review the contract RN’s salary before making a full-time offer?
Yes. A recruiter should review the nurse’s current compensation and compare it with relevant RN salary trends before making an offer. Experience, location, and job responsibilities should all be considered when determining a full-time salary
Can MedSquirrels help facilities hire RNs on a contract basis?
Yes. MedSquirrels supports contract healthcare staffing, including registered nurses. Recruiters can provide their staffing requirements, review curated profiles, interview suitable candidates, and proceed with onboarding through the platform.
How quickly can recruiters receive RN candidate profiles through MedSquirrels?
After submitting the required job details, recruiters can expect curated candidate profiles within 2 to 5 business days. The profiles include relevant information to help facilities review candidates and move forward with interviews.
