There is, of course, a certain impermanence when it comes to working with travel nurses on your staff. However, just because someone will only be with your organization for a finite period of time, that doesn’t mean they should be treated in a less fair way than you full-time employees. From a travel nurse’s perspective, there comes some uncertainty with the flexibility that a travel position holds, but that doesn’t mean they are looking to be abused by an employer. How do you strike the right balance? Here are some ways to look for unfair treatment and provide a better experience for travel nurses.
Be clear about floating.
If you need your travel nurses to be floaters, you need to communicate that with the agency and the individual employee. It should be stated explicitly in the contract. If you do not, you may have a travel nurse on board who is not a good fit for your actual needs. If you do communicate it, you will be paired with a nurse who will be able to handle the assignments you provide.
Have discussions about scheduling.
A travel nurse is generally flexible but also someone who values reciprocity in that flexibleness. That is to say, they will be clear if they have scheduling needs, so you should as well. While you may not be able to get a schedule that is exactly what each partner needs, but with the right communication you can have something that works for everyone.
Offer a travel nurse onboarding program.
Your travel nurses are coming in at a disadvantage. While they have the technical and medical skills they need to excel, they are unaware of some of the subtle cultural details that make your facility run smoothly. To give them a heads up, create an onboarding program or pair them with a full-time nurse as a mentor to help them get up and running in a short amount of time.
Discuss how feedback will be provided.
Some facilities will want to communicate only with their account manager at the travel nurse placement agency while others will prefer to have a direct conversation with the nurses themselves. Either way is fine as long as you’re consistent and you communicate this expectation with both the recruiter and the candidate ahead of placement.
Do you want to make sure your travel nurses are treated fairly? Contact the team at Fortus Healthcare Resources today.
About Fortus Healthcare Resources
With more than 30 experienced recruiters, our team is dedicated to connecting medical professionals with outstanding employers. Healthcare facilities rely on us to provide physicians, nurses and other medical professionals for short-term, long-term and permanent vacancies. Looking to grow your medical workforce? Request an Employee or contact our team for additional support with your hiring needs.