Recruitment News

Calling All Nurses Part 3 – Healthcare Recruiting During COVID-19

Healthcare Recruiting for empty hospital

A three part healthcare recruiting series including insights from several of our talent acquisition consultants.


How is the process for placing healthcare workers somewhat unique and how is it altered during crisis time?

There is a generally accepted procedure for staffing agencies when it comes to healthcare recruiting. We source for candidates, both active and passive; follow recruiting procedures and best practices for screening and engaging with qualified talent; and then transition candidates to begin working with the hiring party. All of which hopefully lead up to a new working relationship.

With healthcare talent, the procedure is different, because the type of talent being pursued needs to meet very specific criteria and qualifications before even being considered. When in crisis mode, we may use interview techniques on an accelerated timeline. But even when there is an urgent need for placements, there are certain processes that can never be overlooked, or corners cut, in order to save time. The Pierpoint recruiting team breaks down some of these differences, especially in relation to a stringent interview process.

Gustavo Morales:

While all recruits can expect some form of interview when applying for a position, healthcare workers are subjected to a different type of interview evaluation. We of course interview for skill-sets, experience and knowledge, but we weigh heavily on the behavioral and ethical aspects of the process. Just because of the nature of the job, medical facilities require a certain cultural match for individuals who are providing care to other individuals, especially in critical life or death situations.

Behavioral interviews are conducted in various formats. In some instances, candidates are required to fill out a long, in-depth questionnaire that provides descriptive insight into how they would manage situational scenarios, particularly with patient care. Often times, the recruiter may conduct this interview face to face, or in this age of social distancing, opting for a phone, or better yet, a live video interview. The recruiter would record answers in extreme detail, and often base conclusions on candidate reaction. If a video session is recorded, it would be provided to the hiring manager for the down-selecting process.

Paula Corna:

Interviews in the healthcare industry aren’t necessarily about yes or no answers. These interviews are about how a medical professional would react in real-life situations. If we were doing long-form questionnaires, copious notes would be taken and then shared with the hiring manager; pre-recorded videos, where the candidate is given questions and then answers them in a recorded session, expedites the process with the added value of a visual of their reaction.

We also base many decisions on the ethical portion of the interviews. For instance, in the field of Healthcare IT, our questions are not heavily focused on behavioral, as much as we focus on technical skill-sets; however, because many workers in this role have access to extremely sensitive personal data, the ethical portion of the interview process and how they answer questions, is often a deciding factor.

Gustavo Morales:

Yes, the ethical portion of the interview is often the most important aspect and the litmus for moving forward. For example, a particular question could be: Tell me about a time where a patient in duress asked you to do something that was against regulation, how did you react? The candidate is expected to expound on that question in detail, even if they didn’t have a patient example per se. A candidate might indicate an issue with a co-worker or supervisor, or would at least have to explain how they would handle a particular situation.

The process is also different because of the credential and certification requirements for healthcare workers. There have been news stories that refer to unlicensed medical professionals still practicing. Or worse yet, a patient was harmed, and after an investigation, it is revealed that the worker lied about their credentials. It is a delicate situation and requires extreme due diligence for selecting, hiring and placing someone in healthcare.

Rommy Romero:

Generally, we have found that when working with a healthcare candidate, such as nurse, we have mandatory disclaimers that they need to fill out affirming their credentials and understanding that there will be strict background checks and record-checking.

However, those actions are usually performed by the hiring company once they are making an offer to hire. They run checks through the registration channels, etc.

Alyssa Terrizzano:

The credential checking is also something that is sensitive and can be more involved than for some other industries. And it’s important that they are done at the appropriate time, which is usually once the candidate has been through the interview process and an offer is going to made.

We have to be cognizant to not perform any premature checking, lest risk being accused for discriminatory practices, like for example, we checked a background database and a decision against hiring was made based on something that was immaterial to the position. In most instances, if something questionable comes up in a background check, the hiring managers usually need to give the candidate the opportunity to explain what may have been found.

Gustavo Morales:

It’s also important as we interview and place candidates that we identify unique points in a resume, such as languages spoken and cultural familiarity. Those skills can demonstrate another level of patient care because of improved communication in some locations.

But aside from the technical portions of the recruiting and hiring process – credentialing, background checks, skills, references, etc. – we are searching for a good fit. We are recognizing the candidates that demonstrate a passion for what they do and who will add value to patient care. It circles back to the notion that healthcare professionals are answering a calling, and our recruiting and interviewing process is certainly searching for that trait.

Calling All Nurses Part 1 – Recruiting Healthcare Workers During the COVID-19 Pandemic

Calling All Nurses Part 2 – Recruiting Healthcare Workers During the COVID-19 Pandemic

Our Pierpoint team of Talent Acquisition Consultants, collectively averages over 9 years of experience securing high-performing talent for the healthcare, IT, and engineering industries across the globe. With all recruiters able to communicate with candidates in several languages, and many holding professional degrees related to the professions they recruit for, the Pierpoint team is well-versed in full lifecycle recruiting for hard-to-fill and specialty positions ranging from clinical and managerial roles to technical expertise in network security, biotechnology and much more. Servicing large-scale, leading innovators in each space, our team employs a diversified skillset through sourcing, interviewing, negotiating and closing to place the best candidates in positions to make them and their employers successful.

About Pierpoint

Pierpoint International is an award-winning provider of RPO, full and partial lifecycle recruiting, and sourcing services. Our global team is led by former Fortune 100 talent acquisition execs from Cisco, People Soft, Disney, Wellpoint and other Baker’s Dozen RPO firms. Pierpoint’s seasoned recruiters have expertise in recruiting solutions, an average of 8 years tenure, and are fluent in 8 languages supporting the US, EMEA & APAC.

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