Recruitment Processes

Welcome to HEART-centered Recruiting

Our mission at Actriv is to transform lives. The lives of our Clients, our Providers, and the Patients we are privileged to serve.

We transform the lives of our Clients by finding them reliable, honest, professionals that go above and beyond to deliver compassionate care with the utmost integrity and excellence in service.

We transform the lives of our Providers by giving them opportunities where their hard-work, dedication, and compassion for others is valued and recognized by offering them competitive wages that reflect our appreciation for their high level of service.

Ultimately, we do these things to transform the lives of the patients we serve by collectively working together to deliver heart-centered solutions to real problems they are facing in the Healthcare industry.

Therefore, our purpose is finding candidates that will join our revolution in getting back to the heart of the matter, to impacting our communities in a more positive way than when we first arrived, by demonstrating the BEST IN CLASS CUSTOMER SERVICE to everyone around us.

That process starts with us, as Recruiters, being able to build strong relationships to attract the top performers in our industry.

And if we want to attract the A-players of our industry, then we ourselves need to be the best at what we do!

Being able to clearly inform our candidates our goals as an organization creates an empowering environment for them to step into and want to be part of. Most importantly, it creates a transformative connection between the employee and our organization.

When recruiting becomes more than a transactional connection (merely about compensation – though it is important) and becomes about serving the overall mission, their performance is typically much more impactful. So our purpose is to vet and carefully choosing people that want to align themselves with the goals and mission of our organization.

Identifying your hiring needs

Transform your day by creating a plan of action and collaborate with the staffing team to identify where the current & most urgent hiring needs are. Is it an RN to cover a new hospital contract in Vancouver? Or maybe an urgent need for 3 CNAs to work NOC shifts that came in from a new client in Bellingham, WA?

All needs are important. However, when dealing with an endless list of important needs, prioritizing them allows us to become more efficient. It will transform our to-do-list anxieties into productivity and help keep things sane.

Preparation is key!

Preparing the Job Description

Set your expectations & let everyone know.

A part of the preparation process is also to put together a job ad and choosing the proper communication channels to spread the message. You set the frame for the position and a profile of required competencies and skills for the new hire.

Use the below Job Ad Template to reference and post on any of our Lead Source sites:

NAC/CNA Job Posting:

https://www.nexnurse.com/job/2813/cna-portland-oregon/

LPN/LVN Job Posting:

https://www.nexnurse.com/job/2492/licensed-practical-nurse-lpn-lvn-portland-or-area-urgent/

RN Job Posting:

https://www.nexnurse.com/job/2490/registered-nurse-rn-vancouver-wa-area-urgent/

Talent Search (Sourcing & Shortlisting)

Quality over quantity, but cast your net wide.

Now that your ad has been posted and the pile of applications is steadily growing, an important step of creating a good candidate experience is to confirm to applicants that their application has been received. This is now where we begin the selection process of the recruitment.

A first selection is done to eliminate unqualified applicants who do not meet the basic requirements for our various positions. Next are guideposts you may refer to in helping you determine if a candidate is hirable.

Certified Nursing Assistant (CNA):

1. Needs 1 year of facility experience. If they have less than 1 year but want to still be considered, then they must at least have 6 months of CNA experience + previous HCA/caregiving background and able to feel confidently that they can “hit the ground running” at any facility.

2. Also please be wary that if a CNA has 1 year of experience but it is only in an Adult Family Home or Home Health setting, this is completely different than working at a facility. Adult Family Homes are different from Assisted Living Facilities, Long Term Care Facilities, and Skilled Nursing Facilities, in that they are generally limited to housing fewer than 6-10 residents at a time, fostering a much more intimate environment for both residents and staff. While in the Home Health setting, the CNA will only be responsible for a single patient throughout their entire shift. That means someone whose 1 year of experience is only ever working in an Adult Family Home or Home Health setting may not necessarily be qualified to handle the patient load needed to work at one of our client's facility. Exceptions to this case is if they feel 1000% confident that they are able to handle a +10 patient load during their shifts, while having proficient experience demonstrated on their Skills Checklist.

Licensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN):

1. Needs 1 year of facility experience. If they have less than 1 year but want to still be considered, then they must at least have 6 months of LPN experience + previous CNA background and able to feel confidently that they can “hit the ground running” at any facility.

2. Needs to have electronic documentation system experience. If they don’t, then they must be a quick learner and able to pick up the training to be considered.

Registered nurse (RN)

1. Needs 1 year of facility experience. If they have less than 1 year but want to still be considered, then they must at least have 6 months of RN experience + previous CNA background and able to feel confidently that they can “hit the ground running” at any facility. This doesn’t necessarily mean they fully qualify for the position, it just means that we can at least consider them for an interview to further see if they potentially have what we are looking for. In cases where they have less than a year of experience, their skills checklist must demonstrate high proficiencies in all categories with no red markings.

2. Needs to have electronic documentation system experience. If they don’t, then they must be a quick learner and able to pick up the training to be considered.

By using these previously mentioned guideposts you can at least determine if the candidate meets the minimum qualifications we require to move forward in the hiring process. Regardless if a candidate qualifies or not, please remember it is important to always get in touch with the applicant to inform them of our company goals and let them know our requirements. This way, you’re still building a relationship with each applicant and once they get more experience under their belt, they’ll hopefully return back to us and join our Actriv Healthcare family once they’re more ready. Our goal is to always set each of our Healthcare Providers for success, and if we’re not transparent with the level of skills our facilities require then we’re doing our clients & our healthcare providers a disservice.

Once you’ve weeded out the unqualified applicants, the next step is to figure out which applicants should be asked to come to an interview. In other words, you should rank candidates to which are most to least interest to meet with. The rating should be based on how well the candidate fits the profile requirements and skills needed for our current openings.

This could be one of the most time-consuming steps where most spend their time reading through resumes and cover letters. However, an alternative method with much less need for hands on assessment, and therefore a timesaver, is to use our skills checklist assessment tool to screen for experience. On the skills checklist you can clearly see to what level of experience each candidate possesses.

Depending on the number of applicants we get in that day, you may be able to call or meet all the candidates. However, if your day is full of interviews already and you only have a small window of opportunity to make screening or prospecting calls, then it is vital to prioritize your time using the tips mentioned to maximize your productivity.

Lead Sources

New Quick App Leads: Internet leads that come directly from our website or App found on CSS (Hot Leads)
Actriv internal CSS recruitment database: Previously interested but never came on board (Colder Leads)
Social media: LinkdIn, Facebook Groups, Instagram, Twitter,
Online job boards/postings: NexNURSE, ZipRecruiter, Indeed, Craigslist, NurseRecruiter.com, myCNAjobs.com, etc.
Employee referrals or Word of Mouth Referrals – These will be your greatest resources!!
In-house inactive network: Previous employees of ours that dropped off and stopped working with us. (Always check if they are in good standing though, disciplinary wise.)
Walk Ins – Have them complete their application right then and there, always try to complete their interview & on-boarding the same day!
Partnerships with Universities & Institutions (School Fairs): Schools hold their own career fairs on campus and it is the best time to gather ‘contact cards’ from those interested in Per-Diem/PRN work. Most recruiting tables that are there are hospitals/clinics looking for RNs or LPNs on the brink of graduation. However, most nursing students already have their CNA license since it’s typically a requirement for admission into nursing schools. Therefore, this is the best time to get a ton of CNA contacts that may be looking for part time work on the weekends when school is not in session, or someone who is looking work while they study for their boards.
Recruitment Events: Nursing Board Conferences, Local Career Fairs, Community Networking Events, etc.
Candidate’s References – you never know if someone may be interested unless you ask!