Nursing assistant hiring is a vital aspect of safe healthcare facility operations. These team members support staff nurses and provide hands-on patient care that directly affects patient wellbeing. Because federal and state regulations require safe staffing infrastructure, hiring a nursing assistant can be a time-sensitive task that impacts compliance.
When certified nursing assistant (CNA) positions are unfilled, it may be a high priority to get a new employee into the role efficiently. Unfortunately, CNA shortages are common. The average turnover rate for nursing assistants in nursing homes, for example, is 42% — much higher than average healthcare employee turnover rates as a whole. Vacancies can occur suddenly, leaving a unit understaffed, patients underserved, or a facility non-compliant.
The process for filling these entry-level positions is unique, requiring distinct recruiting, screening, and selection considerations. We'll discuss the key steps for sourcing and hiring qualified, skilled nursing assistants for your team and give you practical tips for success.
Steps in the Nursing Assistant Hiring Process
Hiring a nursing assistant for your facility or home care agency will involve several steps. The exact process may vary for different types of healthcare organizations, with acute-care facilities requiring the most involved timeline. In general, you can expect to:
- Create or update a nursing assistant job description.
- Share a job post and attract candidates.
- Screen candidates for must-have and preferred qualifications and experience level.
- Assess candidate's certifications and licensure in relation to federal and state-level requirements.
- Evaluate clinical competence and interview candidates.
- Perform credentialing, including primary source verifications.
- Make a job offer to the top candidate.
- Engage in orientation and onboarding.
Challenges of Assistant Nurse Hiring
Facilities may face multiple challenges when hiring for this position, including the relatively low payscale for the position related to the demands of the work. Though wages differ depending on the nursing assistant's certifications and experience, as well as care setting, compensation reflects the training requirements for the job (which can be weeks, vs. years for other roles).
Despite this, CNAs often function as the backbone of care teams, and in some cases they perform the bulk of the physical work related to patient care. These employees, along with orderlies, have one of the highest rates of workplace injuries when compared to other occupations. In addition to the physical demands of the job, nursing assistants regularly face psychosocial demands, and often report burnout related to emotional exhaustion and stress.
When to Hire a Nursing Assistant
Nursing assistants are on the front-lines of patient care, answering call lights, providing hands-on interventions, and meeting patient needs. Signs that may indicate a facility needs to hire a nursing assistant include:
- Long call-light response times.
- Increased number of patient falls.
- Increased rates of pressure ulcers.
- Other indications that quality of care is lacking (for example, a nursing home with high hospitalization rates or increased incidents of weight loss among residents).
- A nursing assistant team member separates with the organization.
- Increased patient demands require a more robust staffing model.
Time it Takes to Hire a Qualified Nursing Assistant
On average, it takes 30 to 45 days to hire for this position. Because these workers regularly engage with patients (who are often in highly vulnerable states), the process involves rigorous credentialing and background screening.
3 Tips for Successful Nursing Assistant Hiring
Whether they're reporting a concerning patient statement to a nurse or helping a post-operative patient into a wheelchair, nursing assistants' contributions are crucial to the smooth and safe functioning of the care team. Here are three tips to help you fill a vacant position with a skilled nursing assistant who will contribute positively to the team.
1. Prioritize Nursing Assistants With Patient Safety Skills
Perhaps the most critical benefit that a high-quality CNA will bring to your organization is enhanced patient safety. Throughout the hiring process, build in measures that prevent unsafe clinicians from progressing and promote those who demonstrate safety awareness.
Examples:
- A hiring manager appreciates that a candidate's letter of recommendation highlights the candidates' vigilance with infection control measures. The manager shortlists the candidate.
- In an interview, a nursing assistant states that they don't like to follow safe patient handling protocols because they take too long. The interviewer notes this and the candidate does not progress.
2. Promote Career Development Opportunities in Nursing Assistant Recruitment Materials
The assistant nurse hiring process should ideally lead to the onboarding of a talented care provider who will remain with the organization for a significant amount of time. Hire with a proactive stance toward retention by advertising the career development opportunities that your organization offers for this position. Studies show that nursing assistants with access to development opportunities feel more fulfilled and are more likely to stay at their jobs.
Examples:
- A long-term care facility drafts recruitment materials that highlight the continuing education courses available to nursing assistants within their organization.
- At a job fair, a recruiter speaks to a potential applicant about how his facility supports nursing assistants who wish to advance into the certified medication aide role.
3. Collaborate With Nursing Assistant Programs to Discover Top Candidates
Nursing assistant programs typically require coursework as well as clinical hours. Partnering with a local certification program and offering your site for clinicals is an effective way to meet and get to know nursing assistant trainees. The quality of the trainees' actions during clinical hours provides valuable information about how they would perform on the job. As you identify top talent, engage in conversations about current openings at your facility and encourage these individuals to apply.
Examples:
- A med-surg unit nurse manager notices that a CNA student is always on time for his clinicals, is professional with staff, and easily establishes rapport with patients. At the end of his rotation she discusses an upcoming opening with him and encourages him to apply.
- At a long-term care facility offering clinical rotations, a registered nurse has an exceptionally positive experience working with a student and brings the candidate to the hiring team's attention. The hiring team recruits the nursing assistant.
Optimize Your Nursing Assistant Hiring Process Today
Your facility's hiring process should reflect your standards for high-quality care. Credenza collects nursing assistant credentials upfront — so every interview is with a candidate whose qualifications are already documented, and every hire is a better fit.