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Blog

5 Things to Consider Before Becoming a Travel Nurse

Mar 21 2019

Nurse Types / Considering Travel Nursing

You’ve chosen to enter one of the fastest-growing industries in the United States, and your decision to become a nurse allows you to help others while making a great income. With so many job opportunities at your fingertips, it’s often hard to know which direction to go. After all, options such as becoming a travel nurse are glamorous at first glance, but they also have some drawbacks.
​
Having the freedom to choose from different types of positions is one of the perks of being a nurse, and one of the biggest choices you face is whether you want to pursue travel nursing or apply for a permanent position at a hospital. It’s also important to consider, that on average, a nurse only travels for roughly two years and then spends the remaining part of their career in permanent roles. As you weigh your options, you can ask yourself these questions to make sure that you are happy in your new position:


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1. What Are Your Career Goals?

Increasing your income is a common reason why you may be looking for a new position. People often claim that travel nursing offers higher pay. However, this is not always the case. If you are considering this type of nursing job, then you must carefully weigh all of the factors that affect your income.

For example, in California, the take-home pay of a permanent nurse is usually 20 – 30 percent higher than a travel nurse. Travel agencies will also take a 15 – 20 percent fee of what the hospital is paying you. In other words, a lower hourly rate.  As a travel nurse, your travel agency will only offer a limited housing stipend. In areas with a higher cost of living, this could mean studio living or having roommates. 

Your goal may also be to work your way up through the nursing ranks to one day be the head of your department.  Or another goal is having the opportunity to grow your skill set.  Achieving these goals is far easier when you build your reputation by working within the same hospital system for a period of time.

2. Do You Enjoy the Job Search Process?

On average, you can expect a travel nurse position to last anywhere from two to six months. However, you can sometimes file for an extension if there is still currently a demand for someone with your experience and credentials. This means that you can expect to need to re-apply and interview for new nursing positions on a regular basis.

While some people love the job search process, this type of arrangement also gets stressful. When your goal is more permanent employment, Incredible Health flips the script by having employers apply to you. This unique process puts you in the driver’s seat since you can compare multiple permanent offers from different hospitals, and interviewing is so much easier when you know that a potential employer already knows what you bring to the table.

Don’t forget that travel nurse contracts can get canceled with little or no notice. This can happen right before an assignment starts or when you’re working for a hospital or medical center. Also, hours are not guaranteed. Travel nurses are often sent home first in case of low census.

3. Will You Need to Obtain a New License?

You’ve worked hard to earn your credentials, yet you may have more work to do if you pursue travel nursing opportunities in a state where you are not currently licensed to provide services. Although you can obtain a compact license that now allows you to work in 29 states, you may still need to apply for a new license if you work in a state that is not included in the agreement. You will also need to be prepared to comply with all the continuing education and training hours that are required to keep your license active in each state that you obtain one.

4. Do You Need a Positive Company Culture?

There’s no way around it — every company has a unique culture and politics that guide people’s behaviors. While nurses in hospitals develop a team mindset that fosters a positive work environment, many travel nurses come up against negative attitudes from the staff at hospitals where they are assigned.

Unfortunately, many permanent staff members feel as though temporary nurses take hours away from the dedicated members of their team. Other members of the healthcare community believe that temporary nurses compromise patient care. These kinds of negative attitudes make working at a hospital in a permanent role more appealing.

5. Do You Love Where You Live Now?

It’s easy to be enticed by travel nursing when you envision yourself visiting exciting new cities every few months. However, you may need to carefully consider how much you’d like to spend two to six months or so in a location with very little to do. You may also dislike the climate in your assigned location or develop a serious case of homesickness.

When you opt for a permanent position at a hospital, whether full or part-time, you choose where you want to spend your time. Since living in a place such as California gives you plenty of places to explore, whether you love hiking in the mountains or lounging beachside during your time off, staying in one place gives you the opportunity to enjoy new adventures and a sense of stability at work.

There are always times when a career change is just the boost you need to revive your love for nursing. Yet, you may already be in a place that offers you more stable employment in a hospital near where you already live. While you never know what the future holds, taking the time to carefully picture yourself in each type of position helps you make the best decision for your success in nursing.


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Sources:
https://www.bls.gov/ooh/healthcare/registered-nurses.htm
https://bhw.hrsa.gov/sites/default/files/bhw/nchwa/projections/NCHWA_HRSA_Nursing_Report.pdf
https://www.ncsbn.org/11945.htm

Written by Kiley Griffin, RN

As an experienced RN, Kiley led the fast-growing RN team, that helped nurses on Incredible Health navigate their career options, and present themselves in the best way possible to top employers.

Read more from Kiley
Reviewed by Rebecca Brown, RN

Rebecca Brown is a Talent Advocate with Incredible Health. She is a Registered Nurse, BSN CNOR with experience in Pediatric ICU/ ER and Perioperative Services. Originally born and raised in Kansas City, MO, she now resides in Denver, CO with her husband, two dogs, and a horse named Moose! Other than helping nurses find and do their best work, she enjoys traveling the world, horseback riding, and hiking.

Read more from Rebecca

4 ways to simplify recruiting to deliver faster results at lower cost: Understanding what nurses want is the first step

Nov 01 2018

California now leads the country in the nursing shortage with an estimated 45,000 deficit within the next five years.(1) The impact of the shortage on care quality cannot be underestimated. According to the New England Journal of Medicine, there is a direct correlation between mortality and below-target staffing and high-turnover shifts. Increasing the number of RNs can help hospitals reduce the number of readmissions and hospital stays related to adverse events.(2)

The nursing shortage also has a significant impact on the bottom line. A 300 – 500 bed hospital can expect to lose $90,000 a day just in recruiting costs.(3)

Maintaining a full staff of highly qualified registered nurses and nurse practitioners requires hospitals review their current sourcing processes. Incredible Health, a strategic healthcare recruiting technology company, suggests hospitals flip the script on their approach. Instead of focusing solely on filling positions, they should focus on finding nurses already interested in working for them.

Incredible Health offers the following four guidelines to help hospitals improve their sourcing efforts.  

1. Understand what nurses want
A recent study conducted by Incredible Health asked this question to more than seven thousand nurses across the country who were already looking for a new position. The top two answers were a higher salary (46%) and career advancement (31%).

Surprisingly, 23% reported wanting to move to a new location, with California as one of the top destinations mentioned. Statistics from the California Board of Registered Nursing backs that up. In 2016, they received 14,381 requests from nurses living outside California for license endorsement into the state.(4)

2. Eliminate inefficient, outdated sourcing methods
Hospitals that rely on job posting sites like LinkedIn and Indeed, or their own website, are not getting the best return for their efforts. They may allow you to cast a broad net to potential candidates, but finding highly qualified candidates requires many hours of sorting through resumes and on phone interviews.

Just how ineffective are these job boards? According to research by Incredible Health, a hospital recruiter would need to screen at least 500 online applicants to hire just one person. That’s an average hire rate of just 0.2% of all applicants screened. Hospital job boards did only slightly better at 2.6% hire rate to applicants screened.(5)

3. Question the value of your outsourcer
Many agencies also use job boards as their primary recruiting method, returning the same results but at a higher cost. In California, fees can easily reach 20% of a candidate’s salary, or up to $30,000 in the state’s higher-salary areas.(6)

Using agencies also means the hospital loses control of the process and has little means to ensure they’re being represented appropriately to candidates. A survey of nurse candidates in high-shortage areas found many have had multiple negative encounters with recruiters – negative enough to make them eliminate the hospital from their search.(7) The nurses reported things such as unfriendly recruiters, delayed responses, uncompelling descriptions of the employer, and incorrect salary information.

4. Consider candidate-centric technology
Traditional recruiting methods are frustrating for candidates as well. It’s difficult to get an accurate picture of a hospital from online job sites. It takes hours of searching, submitting resumes, and waiting for call-backs. Even when contacted, it’s difficult to know if the position is a good fit based on a single conversation.

New technology now exists than can weed through the noise of traditional job searches, narrowing the field of desirable hospitals early in the search process. Just like dating apps, recruiting technology such as Incredible Health collects thousands of data points on both hospitals and candidates via a comprehensive screening process. Sophisticated algorithms are applied to the data to find the “perfect match” for both the candidate and the hospital.

With Incredible Health, hospitals can dramatically shorten their recruiting and hiring processes.

  • 28 days: Average time to hire nurse leadership
  • 14 days: Average time to hire staff nurse
Written by Iman Abuzeid, MD

Iman Abuzeid, M.D., is the co-founder and CEO of Incredible Health, the largest career marketplace for permanent healthcare workers, with the mission of helping healthcare professionals live better lives, and find and do their best work. The company founded in 2017, has raised $100 million from top venture capital firm Andreessen Horowitz and health systems Kaiser Permanente and Johns Hopkins, and is valued at $1.65 billion, making Iman one of the few CEOs to run a “unicorn” startup (a company valued at over $1 billion). Iman is an MD, and holds an MBA from The Wharton School of the University of Pennsylvania. Iman’s immediate family has 3 surgeons, and as a doctor herself, she understands the importance of choosing the right stepping stones in a clinical career. It’s what drives her belief in Incredible Health and its potential to reliably help clinicians manage their career.

Read more from Iman

Flipping the script on nurse recruiting

Aug 20 2018

Getting Ahead of the Nursing Shortage Through Innovation and Technology

There are approximately three million nurses in the U.S., 700,000 of which are projected to retire or leave the workforce within the next six years. Filling these vacancies will require more than one million new registered nurses.(1) Even today, nearly 200,000 nursing positions sit unfilled at any given time.(2) One thing is certain: If our existing recruiting methods can’t handle today’s shortage, they aren’t going to handle tomorrow’s.

​The problem with traditional recruiting processes

Most hospitals depend on online job posting sites such as Indeed, LinkedIn, Monster, and their own job board. Yet this approach is resource-heavy, time consuming, costly and ineffective. Based on research by Incredible Health, a tech-enabled, data driven, healthcare career marketplace, a typical hospital in a busy urban area would need to screen 500 online applicants to identify just 50 potential candidates leading to the hire of just one person. That’s a hire rate of just 0.2%. Hospital job boards are only slightly higher at 2.6%. (3)

To address the shrinking candidate pool, many hospitals have begun offering elaborate sign-on bonuses, some reaching as high as six-figures. For rural hospitals with fewer candidates, the challenge is even greater. Convincing candidates from urban areas to relocate to a small town can be difficult. In response, some hospitals have begun offering free dorm-type housing for candidates who don’t want to move.(4)

Outsourcing can be an appealing alternative for hospitals with limited recruiting staff. But handing the process over to a third party can be costly, especially in today’s competitive environment. It is not unheard of for agencies to charge up to 20% of a candidate’s salary, which can be as much as $20,000 or more per hire.(5) Outsourcing also carries an element of risk as hospitals give up control of the candidate experience. In a recent study of nurses in high-shortage locations around the U.S., respondents cited everything from poorly written introductory letters to unfriendly reps to delayed and even a complete lack of responses. Several said the reps did not present the offer or the company in a positive or compelling manner. For many, the negative experiences were enough to impact their decision.(6)  

The cost of inefficiency

A 2016 report by Barclays indicates the average 300 to 500-bed hospital loses nearly $90,000 a day when understaffed.(7) By increasing the number of registered nurses, hospitals stand to save up to $3 billion from reduced hospital stays and adverse events.(8) According to the Safe Staffing for Nurse and Patient Safety Act, suboptimal staffing levels also increases readmissions, which Medicare estimates at $26 billion a year overall.(9)

In addition to increased costs, studies show a significant correlation between low staffing, quality of care, and mortality as well.(10) When positions remain unfilled, existing nursing staff have to work to fill the gap, taking on additional shifts and working longer hours. When quality suffers, so does patient satisfaction and a hospital’s HCAHPS (Hospital Consumer Assessment of Healthcare Providers and Systems) Star Ratings.

Taking a page from dating apps
​

Technology has transformed the way people connect. Rather than relying on family, friends or chance to identify an ideal partner, individuals can now turn to online dating apps. To use the app, members create profiles and indicate what they find most desirable in a partner. The app’s algorithms sort through multiple data points in the member database to identify ideal candidates. Users are presented with only those best meeting their criteria and who are actively looking. By eliminating all others, users can find their ideal partner faster and with less effort. Today, one in three marriages begins online.(11)

Incredible Health takes a similar approach to healthcare recruiting. Through its proprietary screening technology, Incredible Health is able to quickly identify the best matches for both a hospital and a clinician. When recruiters from multiple hospitals sends interview requests to candidates, the candidate gets to decide which interview to accept or decline. Its extensive, dynamic database of experienced nurses includes 58% with specialty experience like ER, OR, Critical Care, L&D and Cath Lab, and 16% are experienced RN managers and directors. The average tenure is 12.9 years and all nurses hold current state licenses and certifications. Requirements to be included in the database are stringent; only the top 25% of nurse applicants are accepted.

Today, 60% of California hospitals use Incredible Health to help find registered nurses.

Proven Success

A large health system in the greater Los Angeles area had more than 150 nurse and nurse leadership vacancies across its six hospitals. Best practice for filling positions necessary to keep hospitals fully staffed is 25 days; however, the health system was experiencing 70 days or longer, especially for hard-to-fill areas and nurse leadership. The health system chose to partner with Incredible Health to improve its sourcing and hiring processes. With just one hour of training, the recruiting team at the health system was up and running. The results were fast and significant:

  • Nurse staff positions were filled within 14 days
  • Nurse leadership positions were filled within 28 days
  • Hard-to-fill positions were filled, including OR, ED, NICU and nurse leadership

Not changing is not an option
​

“Insanity is doing the same thing over and over again and expecting different results.” This famous quote can easily be applied to the healthcare recruiting process. To protect hospital revenue and ensure quality outcomes, hospitals and health systems need to take steps now to get ahead of the quickly escalating nursing shortage.

Leveraging technology like Incredible Health can help hospitals flip the script on the recruitment process, dramatically shortening their sourcing and hiring cycles with better results, less effort, and reduced cost per hire.

Sources
 
1 https://www.theatlantic.com/health/archive/2016/02/nursing-shortage/459741/
2 https://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12%2F3%2F2015&id=pr924&ed=12%2F31%2F2015
3 https://www.incrediblehq.com/employers_howitworks.html
4 https://www.statnews.com/2017/09/13/nurses-shortage-hiring-incentives/
5 http://www.nsinursingsolutions.com/Files/assets/library/retention-institute/NationalHealthcareRNRetentionReport2018.pdf
6 https://www.researchgate.net/publication/9086632_Recruiting_nurses_the_problem_is_the_process
7 2016 Barclays US Healthcare Facilities Outlook Report
8 http://ana.aristotle.com/SitePages/safestaffing.aspx
9 https://www.congress.gov/115/bills/hr5052/BILLS-115hr5052ih.pdf
10 https://www.nejm.org/doi/full/10.1056/NEJMsa1001025
11 https://www.technologyreview.com/s/609091/first-evidence-that-online-dating-is-changing-the-nature-of-society/

Written by Iman Abuzeid, MD

Iman Abuzeid, M.D., is the co-founder and CEO of Incredible Health, the largest career marketplace for permanent healthcare workers, with the mission of helping healthcare professionals live better lives, and find and do their best work. The company founded in 2017, has raised $100 million from top venture capital firm Andreessen Horowitz and health systems Kaiser Permanente and Johns Hopkins, and is valued at $1.65 billion, making Iman one of the few CEOs to run a “unicorn” startup (a company valued at over $1 billion). Iman is an MD, and holds an MBA from The Wharton School of the University of Pennsylvania. Iman’s immediate family has 3 surgeons, and as a doctor herself, she understands the importance of choosing the right stepping stones in a clinical career. It’s what drives her belief in Incredible Health and its potential to reliably help clinicians manage their career.

Read more from Iman
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