The Power of Persistence: Turning a Canceled Interview into a Hire

In the fast-paced world of nurse recruitment, persistence can be your greatest asset. I recently turned a setback into a success during a campaign to convert agency nurses to full-time staff, proving that tenacity pays off. This story highlights how staying proactive can secure top talent, even when plans go awry.

It started with a promising agency nurse who canceled her interview out of the blue. Undeterred, I picked up the phone and called her. She explained she’d heard rumors we weren’t hiring agency nurses for in-house roles. I quickly clarified, “Of course we want to hire you! We already know how amazing a nurse you are and just want you to be a part of the team officially.” She was so happy to hear my excitement and that she was valued. I continued, “Are you available to meet with the nursing team for an interview tomorrow?”

She attended the interview the next day. By the end of that week, she was hired as a full-time nurse, a testament to the power of persistence. This experience, aligned with 2025 trends showing 40% of hires come from follow-up efforts, underscores the value of overcoming obstacles with clear communication and determination. Don’t let a cancellation stop you—keep pushing, and watch your recruitment efforts thrive. Start applying this persistence today!

Mentorship Programs: Building a Pipeline for Nurse and CNA Talent

In today’s healthcare landscape, employers are grappling with a persistent nursing shortage, making it critical to develop a steady pipeline of nurse and certified nurse aide (CNA) talent. Mentorship programs offer a strategic solution, attracting new graduates and retaining staff by providing guidance and growth opportunities in 2025, with the added benefit of recommending internship opportunities to engage students early. By fostering these programs, your facility can cultivate a skilled, loyal workforce.

Start by pairing experienced nurses and CNAs with newcomers. Assign a seasoned professional to guide a new hire through their first six months, offering hands-on training and emotional support—2025 data shows 65% of new healthcare workers stay longer with mentors. Use a simple tracking sheet in Google Sheets to monitor progress and ensure consistency, and extend this model to internships for students gaining real-world experience.

Next, promote the program to attract talent. Highlight mentorship and internship opportunities in job listings with phrases like “Grow with our mentor-led team!” and share success stories, such as a CNA who advanced to a lead role, on social media or your website. This positions your facility as a career development hub, drawing in eager applicants.

Finally, encourage feedback to refine the program. Ask mentees, mentors, and interns for input on what works, adjusting pairings or training as needed. This adaptability strengthens the initiative. Start implementing a mentorship program with internships today, and watch your facility build a robust pipeline of nurse and CNA talent while boosting retention.

Leveraging Technology: Streamlining Nurse and CNA Recruitment Processes

In the fast-evolving healthcare industry, employers face mounting pressure to fill nurse and certified nurse aide (CNA) positions efficiently amid a persistent staffing shortage. Leveraging technology offers a transformative solution, streamlining recruitment processes to save time, reduce costs, and attract top talent in 2025. By embracing accessible tools, your facility can gain a competitive edge in hiring.

Start with online job boards to widen your reach. I prefer Indeed due to its popularity with nurses and its resume search tool, which allows you to invite qualified candidates to apply proactively—2025 data suggests 70% of candidates discover jobs this way. While ZipRecruiter offers similar features, it has yielded only a small percentage of applicant leads, making Indeed the stronger choice for targeting nursing talent.

Next, implement an applicant tracking system (ATS) to manage applications. Free tools like Zoho Recruit or Breezy HR help sort resumes, schedule interviews, and track progress, cutting manual work by up to 30%. This efficiency ensures no candidate slips through the cracks, enhancing your hiring pipeline.

Finally, conduct virtual interviews using platforms like Zoom or Google Meet, which are free and widely accessible. This approach saves travel time for candidates and staff, with 2025 trends showing 50% of healthcare hires prefer virtual first meetings. Promote this perk in job ads to stand out.

Start integrating these technologies today, and watch your facility streamline nurse and CNA recruitment while building a stronger workforce.

Flexible Scheduling: A Strategic Edge for Employers Converting Agency Temps to PRN Nurses and CNAs

In today’s healthcare landscape, employers face rising costs and staffing challenges, making flexible scheduling a powerful strategy to convert agency temps into PRN (as-needed) nurses and certified nurse aides (CNAs). By offering PRN positions where temps can pick up shifts using employee scheduling software, facilities can reduce agency expenses, enhance workforce control, and build a reliable on-call team. This employer-focused approach not only saves money but also strengthens your operation in 2025’s competitive market.

Start by transitioning agency temps to PRN roles with flexible shift options. Offer 8-, 10-, or 12-hour shifts via software like Shiftboard or When I Work (many offer free tiers), allowing temps to choose when they work—2025 data shows 60% of agency staff prefer PRN flexibility to avoid burnout. This shift cuts agency fees while retaining skilled workers.

Next, promote the PRN perk to temps. During their assignments, pitch the benefits: “Join our PRN team and pick your shifts with our easy software!” Highlight cost savings and job security in outreach, encouraging adoption. This positions your facility as an employer of choice.

Finally, optimize with feedback. Use software analytics to track PRN uptake and adjust shift availability, ensuring a steady pool. Start implementing this conversion strategy today, and watch your facility save on agency costs while building a loyal PRN workforce.

Best Planning Strategies: Cold Script Writing and Cold Call Techniques for Nurse and CNA Recruitment

In the fast-paced world of nurse and certified nurse aide (CNA) recruitment, success hinges on strategic planning, especially when reaching out to passive candidates. With a persistent healthcare shortage, waiting for applications to come in, sending a plain message to schedule an interview, and giving the energy that the applicant should pitch why they qualify—common tactics most are using—won’t set you apart in this competitive market. By mastering proactive cold outreach with exciting, personalized scripts and calls, you can turn prospects into hires and showcase your facility as their top choice.

Start with cold script writing tailored to your audience. Create a concise script for emails or texts, such as, “Hi [Name], I’ve reviewed your resume and your [specific skill] experience is a perfect fit! We’re thrilled to meet you—our supportive team and flexible shifts make us stand out. Can we chat?” Keep it under 100 words, highlighting benefits like work-life balance and a clear call-to-action (e.g., reply or call). For calls, draft a 30-second pitch: “Hello [Name], I’m with [Your Facility]. Your [skill] expertise caught my eye. Your experience make you a great fit at our facility. Let’s discuss why working with us is a win-win!” Practice it to sound natural, adjusting based on responses.

Next, plan your cold call strategy. Research candidates on platforms like LinkedIn and Indeed, targeting those with relevant experience (e.g., ICU nurses, CNA certifications). Schedule calls during off-peak hours (e.g., 10 AM or 6 PM) to catch them, and aim for 10-15 attempts over two weeks, logging each in a tool like Google Sheets or Excel. A 2025 trend shows 45% of healthcare hires come from cold outreach when persistent, making this a proven tactic.

Finally, refine with feedback. Review what works (e.g., response rates) and tweak scripts accordingly. Start planning your excited, candidate-focused cold outreach today, and watch your facility attract a steady stream of qualified nurses and CNAs.

Best Screening Tactics to Find the Best Possible Nurse and CNA Candidates

In the competitive field of nurse and certified nurse aide (CNA) recruitment, finding the right candidates requires more than a resume review—it starts with a sharp initial video call to assess their potential. With a persistent healthcare shortage, the pressure to hire quickly is intense, but a rushed decision can lead to turnover; instead, a focused video screening ensures you select the best talent for your facility. By evaluating key indicators during this first interaction, you can build a team of professionals who excel and align with your culture.

Begin by observing punctuality and presentation. Note if candidates join the video call on time—if they’re late, it may signal reliability issues—then assess their attire and professionalism; a nurse in scrubs or a CNA in neat, work-appropriate clothing reflects readiness, while unprofessional behavior (e.g., distractions, unprofessional clothing) can be a red flag. Follow this with basic job-related questions, such as, “Can you describe a typical patient care task?” for nurses or “How do you assist with daily living activities?” for CNAs, to gauge their foundational knowledge—2025 data suggests 60% of healthcare employers value early competency checks.

Next, evaluate their demeanor and engagement. Look for enthusiasm in their responses and how they handle simple queries, as this hints at their fit with your supportive team environment. Use a quick mental scorecard (e.g., 1-5 for punctuality, attire, answers) to stay objective, noting candidates who stand out. Start implementing this video call tactic today, and watch your facility attract and retain top-notch nurses and CNAs.

The Power of Positivity: Transforming Nurse and CNA Recruitment Interactions

In the challenging landscape of nurse and certified nurse aide (CNA) recruitment, where competition is fierce and burnout is common, the power of positivity can be a game-changer. A warm, upbeat tone in every call, email, and interview not only uplifts applicants but also mirrors the supportive vibe of your facility, making it a beacon for top talent. By weaving optimism into your recruitment process, you can leave a lasting impression that draws candidates back, even if they’re not ready to commit right away.

Start by setting a positive tone from the first contact. Begin emails with an enthusiastic greeting like, “We’re thrilled to connect with you!” and use phone calls to share a quick success story, such as a nurse who found a fulfilling role with your team. During interviews, focus on opportunities—“Imagine thriving here with our mentorship program!”—rather than just listing job demands. This approach shifts the narrative from pressure to possibility, as 2025 recruitment trends suggest 50% of healthcare workers are more likely to engage with positive employers.

Maintaining positivity during rejections is equally crucial. Instead of a curt “We’ll pass,” offer constructive feedback with a smile, like, “You’re talented—let’s keep in touch for future roles!” Follow up with a kind note a month later, reinforcing your interest. This resilience builds trust and keeps your facility on their radar. Use free tools like Google Calendar to schedule these check-ins, ensuring consistency without overwhelming your team.

The ripple effect is powerful: a positive interaction can turn a “no” into a “yes” down the line or spark referrals. Start infusing positivity into your recruitment today, and watch it transform your facility into a magnet for dedicated nurses and CNAs.

Showing Genuine Interest: Building Connections with Nurse and CNA Applicants

In the high-stakes world of nurse and certified nurse aide (CNA) recruitment, standing out means going beyond a standard job pitch—it’s about showing genuine interest in each applicant. With a nursing shortage driving competition, candidates are looking for employers who see them as individuals, not just resumes, making personal connection a powerful tool to win their loyalty. By demonstrating authentic care, you can transform initial outreach into lasting relationships that draw top talent to your facility.

Start by personalizing every interaction from the first contact. When you find a nurse’s resume or receive a CNA application, note specific details—like their experience with pediatric care or a certification in wound management—and mention these in your text, email, or voicemail. For example, a message like, “I noticed your pediatric nursing background—our unit thrives on that expertise!” shows you’ve paid attention, setting you apart from generic outreach. Follow up with questions about their career goals or challenges, such as, “What support would help you excel here?”—this invites them to share and builds trust.

Take it further by remembering and referencing past conversations. If a candidate mentions a family commitment during a call, acknowledge it in your next email with, “I hope your family situation is easing—let’s find a schedule that works for you.” This consistency proves your interest isn’t superficial. Data from 2025 recruitment trends suggests 40% of healthcare workers value personalized engagement, making this approach a game-changer for retention and hires.

Finally, keep the momentum with regular, thoughtful check-ins, even if they’re not ready to commit. A brief message like, “Thinking of you—any updates on your job search?” keeps the door open without pressure. Start showing genuine interest today, and watch it cultivate a pipeline of dedicated nurses and CNAs who feel valued from day one.

Selling Your Culture: How to Showcase Your Facility’s Heart to Nurses and CNAs

In today’s competitive healthcare landscape, recruiting top nurses and certified nurse aides (CNAs) goes beyond offering a paycheck—it’s about selling the soul of your facility. With a persistent nursing shortage and candidates having multiple options, showcasing your building’s unique culture—its warmth, teamwork, and commitment to care—can be the deciding factor that attracts talent. By effectively highlighting what makes your workplace special, you can turn prospects into passionate team members who thrive in your environment.

Start by leveraging authentic stories and visuals to bring your culture to life. Share staff testimonials on your website or social media, like a nurse recounting how the team rallied to support her during a tough shift, or a CNA praising the mentorship that helped her grow. Offer virtual or in-person tours that showcase your facility’s welcoming break rooms, collaborative care units, and recognition programs—elements that signal a supportive atmosphere. For example, a 2025 industry trend shows 65% of healthcare workers prioritize workplace culture over salary when considering long-term roles, making this a powerful recruitment tool.

Next, integrate culture into every interaction with candidates. During interviews, weave in examples of your facility’s values, such as a recent community outreach event or a peer-nominated “Caregiver of the Month” award. Use these moments to ask candidates how they’d contribute to or benefit from this culture, creating a two-way conversation that builds connection. This approach not only sells your facility but also filters for those who align with your mission, ensuring a cohesive team.

Finally, consistency is key—promote your culture through regular updates, like a monthly newsletter or Facebook posts featuring staff achievements. This ongoing effort reinforces your reputation as a desirable workplace, drawing nurses and CNAs who value more than just a job. Start showcasing your facility’s heart today, and watch it become a magnet for the best talent in healthcare.

The Full Court Press: Mastering Perseverance in Nurse and CNA Recruitment

In the fast-paced world of healthcare recruitment, landing the best nurses and certified nurse aides (CNAs) often feels like a marathon, not a sprint. With a persistent nursing shortage and high demand for skilled caregivers, standing out to potential candidates requires more than a single outreach attempt—it demands a "full court press," a relentless strategy of perseverance that keeps your facility in their minds. Rather than waiting for applicants to apply, proactively find their resumes on job boards or professional networks and invite them to join your team, turning passive candidates into active prospects. By mastering this approach, you can transform hesitant individuals into committed hires, even in today’s competitive market.

The cornerstone of the full court press is consistent, multi-channel follow-up. Start by sending a personalized text message introducing your facility and highlighting a key benefit—like flexible scheduling or a supportive team—within 24 hours of identifying their resume. Follow this with a concise, professional email within 48 hours, reiterating the opportunity and adding a unique detail, such as a recent staff success story. Next, leave a friendly voicemail a day later, emphasizing your genuine interest in their skills and inviting a callback. Repeat this cycle—text, email, voicemail—every three to five days for two weeks, adjusting your message to avoid redundancy while showing persistence.

Why does this work? Data from recruitment trends in 2025 suggests that candidates often need 7-10 touchpoints before responding, especially in healthcare where burnout and skepticism about job offers are high. A study by the National Council of State Boards of Nursing notes that 30% of nurses consider multiple offers before deciding, making your persistence and proactive outreach a key differentiator. For example, a CNA whose resume shows wound care experience might respond after a fourth outreach if you highlight your facility’s advanced wound care unit in a voicemail, offering a tailored solution.

To execute this effectively, keep your tone positive and respectful—avoid sounding desperate or pushy. Use a CRM tool (even a free one like HubSpot’s starter plan) to track touchpoints and personalize each message with the candidate’s name or a detail from their resume. After two weeks of consistent outreach without a response, shift to a lighter touch, such as a monthly newsletter update about your facility, keeping the door open for future interest. This strategy not only fills positions faster but also builds a reputation as a facility that values talent, potentially attracting referrals. Start applying this today, and watch your recruitment efforts transform into a steady stream of dedicated nurses and CNAs.

Navigating the Hiring Maze

Insights from a Recent Recruitment Journey 🌟

In a recent discussion with a Get Hired sales representative, we delved into our recruitment endeavors and the platforms that have proven effective for us. Our journey kicked off with a challenge: Indeed faced difficulties verifying our re-branded business, leading us to explore alternative avenues for hiring:

- LinkedIn
- ZipRecruiter
- Facebook
- Direct outreach to agency employees

During this period, ZipRecruiter emerged as a prominent choice, attracting 25-40 resumes. Despite the majority being subpar, we successfully onboarded three candidates through ZipRecruiter. Its resume sourcing, cold calling, and direct emailing capabilities were particularly valuable.

Directly engaging with agency employees turned out to be even more fruitful, boasting the highest conversion rate due to our familiarity with potential candidates. Until Indeed's return, this method reigned as our most successful approach.

Upon Indeed's restoration, we conducted a campaign mirroring ZipRecruiter's budget, yielding exceptional results: 200 candidates, with 25 successfully hired. Most of these candidates were sought out, actively using the smart sourcing feature and the invite option. This reinforced our confidence in Indeed's superiority over ZipRecruiter, which, in turn, outshone other platforms we tested.

When the Get Hired sales rep proposed expanding our job listings to additional sites, I expressed reservations, emphasizing the proven performance differentials between platforms. While I asked about expedited issue resolution with Indeed, unfortunately, no special contacts or arrangements were in place.

The sales rep, facing rejection, swiftly concluded our conversation. As someone with a sales background, it's vital to accentuate strengths and persist in challenging scenarios.

Ultimately, our hiring expedition underscored the significance of adaptability and selecting the optimal platforms tailored to our recruitment needs.

Revamping Nursing Home Recruitment

Strategies for Finding and Keeping Top Talent

Nursing homes face a unique set of challenges in the healthcare industry, one of which is the costly and time-consuming process of recruiting Certified Nursing Assistants (CNAs) and nurses. With millions being spent on agency staffing, many nursing homes are looking for more sustainable and effective ways to attract and retain top talent. Here’s a comprehensive guide on how to streamline the recruitment process, from seeking out candidates to ensuring their long-term success within your organization.

1. Proactive Talent Sourcing

Finding Resumes

Begin by actively searching for resumes on popular job boards, LinkedIn, and other professional networks. Engage with schools and training programs to connect with new graduates. Building a talent pool is a proactive step towards reducing the dependency on staffing agencies.

Cold Calling, Emailing, and Texting

Don’t be afraid to reach out directly to potential candidates. Craft personalized messages that highlight the benefits of working at your nursing home. Be concise, respectful, and to the point. Showing genuine interest in their career can make a significant impact.

2. Swift and Positive Responses

When a candidate shows interest, respond quickly and with a positive attitude. A prompt and enthusiastic reply sets the tone for the rest of the hiring process and demonstrates that you value their interest and time.

3. Thorough Candidate Vetting

Vetting candidates thoroughly is crucial to ensure they are the right fit for your organization. Screen resumes for relevant experience, conduct phone interviews, and check references. Pay attention to soft skills like empathy, communication, and teamwork, which are essential in healthcare settings.

4. Collaborative Interview Process

After vetting, arrange interviews with the nursing team. This collaborative approach ensures that potential hires meet the clinical and cultural standards of your organization. Involve different team members in the interview process to provide varied perspectives.

5. Ongoing Support and Communication

Provide continuous assistance and clear communication to both the nursing team and candidates throughout the hiring process. Keep candidates informed about their application status and next steps. Regular updates can help reduce anxiety and keep candidates engaged.

6. Follow-Up and Retention

Once candidates are hired, maintain open lines of communication. Check in periodically to ensure they are adjusting well to their new roles. Offer support and resources to help them succeed. This follow-up can significantly improve retention rates.

7. Reconnecting with Initial Non-Respondents

For those who did not respond initially, don’t give up. Circle back with a follow-up call, email, or text. Sometimes, circumstances change, and a candidate who was unavailable initially might now be interested in your opportunity.

Conclusion: Connecting Great Candidates to Great Roles

Recruitment is an ongoing process that requires dedication, patience, and a genuine desire to connect great candidates with great roles. By seeking out talent proactively, responding quickly and positively, vetting thoroughly, and maintaining excellent communication, nursing homes can build a strong and dedicated workforce that provides exceptional care.

Transform your recruitment strategy with these steps, and you’ll not only save on agency costs but also foster a supportive and thriving work environment for your nursing team.

Connecting great candidates to great roles is not just a goal—it's a journey that brings immense satisfaction and long-term success.

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