The Heart of Hiring: Pros and Cons of Staffing Coordinators Who Hire Staff

In the fast-paced world of healthcare, staffing coordinators play a pivotal role in ensuring facilities are adequately staffed. A key question arises: What are the pros and cons of empowering staffing coordinators with direct hiring responsibilities?

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The "Pro" Side: A Coordinated Approach

One significant advantage is the seamless integration of scheduling and hiring. The staffing coordinator, who typically manages all scheduling, is ideally positioned to hire individuals who fit directly into the existing framework. This can lead to a more efficient and less fragmented staffing process.

However, a common observation is that staffing coordinators, when focused solely on filling open shifts, may "hire to the opening" rather than "hire to the heart." While filling a shift is crucial, the long-term success of both the employee and the facility hinges on a deeper connection.

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The "Con" Side: The Administrative Burden

A significant drawback of staffing coordinators directly hiring is the substantial administrative burden it places on them. This includes the meticulous organization of HR files and the impeccable collection and handling of credentials, ensuring they remain current and active. This administrative overhead can detract from their primary responsibilities of scheduling and direct patient care coordination.

The recommended approach to hiring, beyond just filling open shifts, is a "heart-based" one. This involves focusing on an applicant's core values and genuine commitment to caregiving, rather than just their ability to fill an open shift.

Here are the key aspects of this approach:

• Standardized "Heart" Questions: Create a consistent set of interview questions designed to assess an applicant's character and dedication to care. These questions should be asked of every applicant who reaches the interview stage.
• Focus on Compassion: For roles such as LPNs/LVNs or CNAs/Nursing Assistants, prioritize individuals who naturally operate from the heart. This fosters long-term, mutually beneficial caregiving relationships.
• Balancing Needs: While filling shifts is practical, it's essential to find dependable individuals who provide amazing care to residents.
• Direct and Subjective Questions: Don't shy away from asking direct, subjective questions that help you truly get to know an applicant. These can effectively identify ideal employees and disqualify those who may not be a good fit.

Some example questions to uncover an applicant's "heart position" include:

• "Tell me the last time you had an amazing interaction with a resident? Describe it and how it makes you feel?"
• "Tell me, when you complete your last rounds for the shift, what is most important to you? (Look for answers like: 'My residents are dry, and no call lights are on. I like to take a look at the rooms to make sure my residents are ready to move into the next shift.')"
• "Tell me when the last time you called in for your shift? Why?"
• "In the past 6 months, how many residents have made amazing comments about your care? If the applicant says none, follow up with 'Ok, how about another employee that works with you?'"
• "If working the 11 PM - 7 AM shift, tell me how you handle downtime during the night shift?"
• "On a scale of 1-10, tell me, rate your work with residents?"
• "Rate your residents' room cleanliness?"
• "Rate your professionalism in the workplace?"
• "If you are asked to share an extra assignment in addition to your assignment, what is your first thought and why?"

The Power of Direct Questions

Subjective interview questions are invaluable for truly getting to know an applicant. While interviewers may sometimes be hesitant to ask such direct questions, moving past this hesitation is crucial for identifying the best employees. Rigorous interviews can effectively disqualify unsuitable candidates, ultimately leading to the ideal team members who embody both skill and heart.

We have found that a two-interview process wins hands down! It requires more time, but having the supervisor or director of nursing make the final decision is a win-win for everyone. The applicant (soon-to-be employee) meets the director of nursing, and it's great to have a second opinion and even ask more detailed questions or "heart" questions to come to a common consensus or try again. Sometimes, applicants are completely different in the second interview. Note if they were punctual and dressed presentable. Did they make eye contact? Did they answer your "heart" questions with the right "heart" answers?

Ultimately, great talent acquisition is paramount. By prioritizing a "heart-based" approach and investing in thorough screening, facilities can find the best talent, which in turn significantly reduces turnover across the entire team and fosters a positive, supportive environment that boosts overall team morale.

Our Unique "Love at First Sight Staffing" Offer:

We understand the challenges of finding qualified and compassionate healthcare professionals. That's why we've developed a unique program that allows you to experience the dedication and skill of our referred associates firsthand, before making a long-term commitment.

Here's how it works:

• 30-Day Staffing Trial: We will refer highly qualified Certified Nursing Assistants (CNAs), Licensed Practical Nurses (LPNs), and Registered Nurses (RNs) to your facility for a 30-day staffing period. This extended trial allows you to thoroughly evaluate their performance, cultural fit, and patient care capabilities.
• Experience Their Dedication: During this period, you'll witness their "love, care, and service" in action. Observe their interactions with patients, their professionalism, and their commitment to your organization's values.
• Direct Hire, No Extra Charge: If, after the 30-day period, you are truly impressed and it's "love at first sight," you have the option to hire them directly onto your staff at absolutely no additional cost. We believe in the quality of our referrals, and we want you to have the freedom to make the best decision for your team.

Staffing Made Easy with Coastal Care Staffing:

We take the burden out of the initial recruitment process. Our comprehensive upfront work includes:

• Thorough Background Checks: We conduct extensive background checks to guarantee the safety and reliability of our referred associates.
• Skills Assessment: Our team performs thorough skills assessments to match candidates with your specific requirements and ensure they can hit the ground running.
• Personalized Matching: We take the time to understand your facility's unique needs and culture, allowing us to refer candidates who are not only qualified but also a great fit for your existing team.

Don't Miss Out! Exclusive Offer Ends Soon!

This exclusive "Love at First Sight Staffing" offer is a limited-time opportunity to revolutionize your hiring strategy.

Contact Coastal Care Staffing today to learn more about this incredible offer and discover how we can help you find your next exceptional healthcare professional! Let us handle the upfront work, so you can focus on building a team that embodies love, care, and service.

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