Nays Note by Naomi James, RN MSN CPAN CNEcl
January 2021
Just apply already!!!...
Have you ever applied for a brand new position in a place that you’ve never worked, around all new people, …. even doing something that you haven’t done before or you haven’t done in a really really long time?
I am in the midst of doing that now. I found this amazing travel ICU position, that is somewhat close to my current residence, and I want to venture out into it for multiple reasons.
I want to make extra money
I haven’t worked in ICU in years
And I need to keep my critical care skills for certification purposes.
It kind of feels a little overwhelming at times and I’ve had some anxiety about it. I sit and think… “Oh, well, should I really apply for this position? Because I haven’t worked in the ICU a lot in the last two years. I’ve just picked up shifts here and there.
How would I be an asset to their team?
Are my strengths going to shine or are my weaknesses going to prevail?
I have so many of those questions in my head, and I know that there are other nurses that have those same questions when they apply for a new position. So... I wanted to talk about it!
Let’s really dig into this and break down the main obstacles that Nurses face when applying for a new position.
How do you get prepared for a brand new position?
#1. ARE YOU QUALIFIED?
For starters, you need to make sure that you have completely read the position description and that you understand the job requirements. I understand that you want the job or the job sounded appealing to you. But, most importantly, are you QUALIFIED for the job? Do you meet the minimum requirements necessary to be a good hire? Can you perform the basic job performances?
You can’t apply for a job that has a minimum requirement of a Bachelors of Science in Nursing (BSN) and a current Pediatric Advanced Life Support Certification (PALS), if you currently are an associates prepared Registered Nurse with a current ACLS certification. Your credentials are valid, but they do not correlate with the requirements of the job. Likewise, if you have severe chronic back pain, are on lifting restrictions, and you need to sit down consistently in the workplace-then you are NOT prepared to work in a Level 1 Trauma ICU. The starting place for preparedness begins with ensuring that you are a suitable selection for the job that you are applying for.
#2. INTERVIEW READINESS.
It’s always beneficial to have all of the components together to get prepared for your interview. Interview readiness should consist of:
- Current Resume
- Reachable References
- Business Professional Attire
- Reliable transportation
- License verification
- Additional Important documents (like ACLS card)
- Positive Motivated Attitude
Having this “Job-Readiness Checklist” in place will help you be exceptionally prepared for the new job that you are applying for.
#3. ENVISION THE POSSIBILITY.
Another vital part of preparedness for a new job is to put yourself in the new role of the position that you seek. Start to envision yourself in this new position. Pre-plan to see if it is truly applicable to your current life, or do you need to make some notable changes?
For Example, if the job requires that you work Night Shift from 7 pm to 7 am, you need to ensure that your current life schedule is suited for that shift requirement. If your current life schedule is not ready for you to work nights, then you should prepare to rearrange your schedule or atleast plan how to make the necessary accommodations to begin working this “new” shift.
Preparation is key and the more you begin to think ahead, the more you can get ready for the major shift that is about to come.
What should you expect from the recruiter or HR manager?
Meeting the job recruiter is a crucial turning point in the application process. Whether it is done over the phone or in-person, this is your first impression with the facility that you will “hopefully” be working at. You need to know what to expect from HR and be prepared to ignite the hiring process.
#1. What position did you apply for?
Hiring managers are strategic about verifying that you actually paid close attention to the position that you applied for. They want to confirm that there are no surprises and that you still want the job that you put the initial application in for. So be clear and direct about the position that you want. If your mind has changed, then note that, and ask the recruiter if they have another suitable position for you. (Believe it or not they probably have something else open or suitable.) Either way, be grounded about where you want to work.
#2. SALARY.
This is a HUGE deal!!! I cannot stress enough how you cannot take the salary conversation lightly. You need to be strategic, clear, and conclusive about the salary that you require. You have to do the preliminary work of researching the state, local, and position pay to ensure that what you are asking for is applicable to the job you seek. Yet, after you have done your homework, it’s time to negotiate your salary.
Salary is money and money is business. This is not something that you should internalize or take personally. Salary is a number figure that represents what that facility is willing or able to pay their qualified employees. If the salary discussed is not suitable for you, then you need to negotiate for a higher pay. If the salary is non-negotiable then you need to consider pulling the plug on the hiring process of that job and start the hiring process with a different position. You have more control than you think and the time to exercise that control is during salary negotiation. Ask questions. Ask the recruiter what pay rate they start their New Grad RN’s at. Ask the recruiter how often their floor RN’s get pay raises. Ask about shift differential and overtime pay. The answers that you receive to these questions will help you make a more solid decision about the salary that you are going to demand.
*** Note this disclaimer *** Once, you accept the position your starting salary is NON-NEGOTIABLE! You can only increase your salary based off of performance standards after you become an employee.
With that being said, know what your qualifications bring to the table and ask accordingly. For example, a New-Grad RN is going to make significantly less than an seasoned Nurse with experience and qualifications. The difference could possibly be $10.00 worth of hourly differentiation between the two employees. Likewise, a New-Grad RN that works for a high-paying travel agency on ICU units may make significantly more than a Masters prepared Nurse Educator who works in the hospital. Pay differences like these are based on experience, state, qualifications, and NEED! Therefore, you have to do your homework and determine what your actual earning potential is.
No matter how you configure the numbers, make sure that you have it agreed upon with the recruiter prior to accepting the position.
What kind of questions should you ask during the hiring process?
Aside from salary, you need to ask about your benefits, interview specifics, and commitment.
#1. BENEFITS.
The hiring process is the time to ask about benefits. What benefits does the facility offer? How do you access them? Do you have to pay additional fees for certain benefits? What is included in your benefits package at no additional cost to you? These questions are essential for any full-time position that you are applying for. Benefits have the ability to make or break the longevity of the commitment of an employee. There are employees who have stayed with companies for more than half their life just for the benefits. So, don’t skimp on seeking detailed information about the benefit package.
#2. COMMITMENT.
New jobs have high expectations of their employees, and you need to know upfront what those expectations are and if you can meet them. It is imperative for you to be aware of what is required of you when working for a facility. For example, are you required to work overtime if the facility is short-staffed? Are you required to take “call” shifts or be “called-off” of your shift if the patient census is low? How many holidays are you expected to work each year and do you get to choose which ones? Remember that you are required to prove your commitment to the workplace and it would behoove you to know what the terms of that commitment is.
#3. INTERVIEW QUESTIONS.
The interview is a great opportunity to get to know your new work team and most importantly get to know your BOSS. Ask about the dynamics of the team. How do they work together? How do they resolve conflict and promote team building? Ask about how they share responsibility on the unit and how many people have a leadership role? Talk about shift schedules and discuss how long team members have worked on the Unit. Just like the manager is trying to get to know you and determine if you are a good fit-you need to take the time to get to know them and see if you want to work with that team. You’d be surprised how many red flags and issues arise during a live interview that let you know a lot about the function of the team. Don’t take your interview interaction for granted. Have a checklist with you with a few key questions to ask and take notes about your responses.
Be prepared for their questions too. Typically, the manager wants to know how well you work with the interdisciplinary team, how you resolve conflict, and how you care for patients. Be ready to provide detailed verbal examples from your work experience that highlight how well you do the things that they ask you about.
Overall, you're going to have a professional conversation about who you are as a clinician and what type of team you want to be a part of. EASY PEASY!
How do you, ultimately, determine if this job is the right fit for you?
Last, but certainly NOT least, let’s figure out if this job is worth all the effort. You can easily weed out a job if:
You don’t agree with the pay rate
You cannot perform the specified commitments
You don’t like the “vibes” from the team dynamics of the Unit.
These are my top three deciding factors. If any of those three are misplaced then I will absolutely scratch the job off of my list. It’s as easy as sending an email to the recruiter or calling their office phone and telling them that this position is no longer suitable for you and you do not wish to continue with the application/hiring process.
Yet, if none of those red flags appear then you need to determine what you like most about the job, how are you going to commit to the new requirements, and can you envision yourself working their for the next 3-5 years. (Remember COMMITMENT). Jobs want commitment. Sometimes they’ll pay a whopping 5-10K bonus for a team member that vows to commit to the job for 2-3 years initially. If you can’t actually see yourself working there for the long haul then maybe you shouldn’t really consider it. But if you are pleased with the salary offer, if you can commit to their requirements (like working Christmas and taking “call shifts” monthly), and if you are settled with how the other employees on the Unit get along and respect each other then the job is probably right for you.
The truth is only time will tell. And looks can be deceiving. Things can change drastically if new management takes over, if multiple employees quit, or if the acuity of patients shift. Be okay with the fact that decisions don’t have to be finite. You always have options as a Nurse. At the least, you want to make the best decision at the time. Don’t overlook incentives like hiring bonuses, loan repayment, and tuition assistance, and refreshing change of practice as ways to help motivate your decision as well.
The point of it all, TAKE THE LEAP! If you’re interested in the job-apply for it! If you get contact be the recruiter-Start the hiring process! If you get hired, and the job is a good fit-TAKE IT and ENJOY!
Staring a new position can be stressful and difficult to navigate. If you want more information and personal guidance on how to leap into a new position-BOOK your FREE Mentoring consultation with Me today!
I have the tools and resources to help you get prepared to start your new job. Whether it’s resume assistance, salary negotiation skills, or interview interaction tips-I’m prepared to be a viable resource for you and fulfill all of your professional mentoring needs.
HAPPY SOARING!
Naomi James, RN MSN CPAN CNEcl
Nurse Educator/Mentor
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