Dice rolling image to go with blog post about how some recruiters play a money game

Travel Nurse Stories: It Can Be a Money Game

“I can’t believe they reassigned a nurse that diverted drugs!”

There are many consequences to having recruiters that must beat quotas and, more than once, we have been made aware of a nurse not being terminated who made a serious mistake.

Now, that’s not to say their travel assignment at the hospital didn’t end, but rather that their travel company chose to keep them in their employ and to even reassign them.

Why would this ever happen?

The traveling nurse money game

Under the rules and regulations all travel nursing companies operate under, we are required to report a nurse who diverts drugs, makes a serious drug error, abuses a patient, falsifies a document, etc. to the proper agencies.

However, the turnaround time for investigation means that the nurse can work at least another contract before his/her license is disciplined.

Simply put, it is a money game and we don’t play it. Fidelity On Call would never reassign a nurse that was reported for one of the reasons outlined.

We do what is right for our company and for the customers. Ultimately, by doing this, we are continuing to provide the very best of care for those patients whose lives we impact.

We take a different angle

Our team at Fidelity On Call feels pressure, too. However, we look at it from a different angle.

Our customer has called us to fill a certain nursing position in their hospital. We are responsible for providing the best person possible to fill that opening – one who is a skills match and who has the right attitude to provide the best in patient care.

As a top-quality nurse, when you look around at the other members of your travel team, don’t you want to be proud of them and the company you represent?

Yes, we want to take care of our customers. But, it can never be at the expense of quality patient care.

Want to see how your recruiter stacks up? Download our free cheat sheet – Substandard Recruiters versus Good Recruiters: How to Spot the Difference