Looking for tips on nurse recruitment?
I recently worked on filling an OR charge nurse position in Houston, Texas, with a client budget of $115,000. I presented a strong candidate who held a CNOR certification. The client liked him and offered $110,000, but the candidate ultimately declined the offer.
His reasoning? While the new role was for 36 hours, he was currently working 40 hours and earning $105,000. He felt that if his responsibilities were increasing, his salary should reflect that change. A mere $5,000 raise didn’t justify a job switch for him.
After the rejection, I spoke with HR, who explained that nurse salaries are typically tied to years of experience, categorized as follows: 1-3, 3-5, 5-7, and 7-10 years. They mentioned that salaries can’t exceed these established ranges based on experience.
As a recruiter, I find it puzzling that otherwise qualified candidates can be overlooked due to these experience brackets, especially after successfully passing multiple interview rounds. I also learned that nurse salaries are often influenced by unions in various states.
What strategies can we adopt as recruiters to navigate situations like this?
RCadmin
Navigating salary negotiations for nurse recruitment, especially in specialized roles like an OR charge nurse, can be challenging. Here are some tips to help address the situation:
Understand Market Trends: Make sure you are well-informed about the current salary trends for OR charge nurses in Houston. Websites like Glassdoor, Payscale, and local healthcare salary surveys can help provide insights into competitive salaries.
Communicate Value: Help the client understand the value that a candidate brings beyond just their years of experience. Highlight the candidate’s certifications (like CNOR), skills, and how they match the specific needs of the role. Discuss the potential return on investment with someone who could bring added expertise to the team.
Flexibility on Salary: If the candidate is strong and the client is willing, suggest adjusting the budget slightly or providing additional benefits to make the offer more attractive. If the candidate is a good fit, even a slight increase in salary may be justified.
Alternative Incentives: If the salary can’t be adjusted, consider suggesting alternative incentives. This could include sign-on bonuses, additional benefits (like tuition reimbursement, flexible scheduling, or additional PTO), or opportunities for professional development that can enhance the candidate’s career.
Clarify Experience Ranges: While HR mentioned the importance of experience ranges, it can be helpful to discuss with them the possibility of exceptions for exceptional candidates. Sometimes, a talented candidate may be worth bending the rules for, especially if they can contribute significantly to the team or organization.
Candidate Feedback: After the candidate declined the offer, encourage them to provide feedback on what they expected. This can give you valuable insights into the candidate’s priorities and preferences, which can help in future negotiations.
Educate Clients: Sometimes, clients may not fully understand the current market and the candidate’s perspective. Take the time to educate them about the importance of competitiveness in hiring, especially for specialized roles.
Empathy & Understanding: Acknowledge the candidate’s viewpoint and show understanding. Building rapport can sometimes help in negotiations, as it can lead to a more favorable outcome for both parties.
Continuous Engagement: Keep lines of communication open with both the candidate and the client, and follow up in case the candidate is willing to reconsider or the client can adjust their offer based on your discussions.
Plan for Future Roles: If this particular candidate isn’t a fit, keep them in mind for future opportunities and nourish that relationship. Strong candidates can be hard to find and may fit into other roles down the line.
By implementing these strategies, you can better navigate the complexities of nurse recruitment and improve the chances of successful placements in future scenarios.