Job hunting, especially in healthcare, can be overwhelming. Between lengthy applications, waiting for a call, and interviewing with what feels like every person west of the Mississippi, it’s easy to see how candidates and recruiters might feel at odds. But in truth, both are working toward the same goal: filling open roles with qualified, engaged professionals, ideally as efficiently as possible.
To help candidates stand out and build positive rapport with recruiters, here are five tips to navigate the process more effectively:
A strong application includes a resume, a thoughtfully written cover letter, and a fully completed job application. While it may seem redundant, recruiters often need more detail than what the basic application form captures. Use the resume to highlight job responsibilities, special skills, certifications, volunteer work, and professional achievements.
For nurses in particular, specificity is key. Clearly identify the department, trauma level, number of beds, and nurse-to-patient ratio. If the experience includes contract work, list each assignment individually and include the facility name, department, and contract duration. While this may result in a longer resume, it provides recruiters with a clearer picture of clinical experience and helps them identify the best fit.
The cover letter is an opportunity to show genuine interest in both the role and the organization. Recruiters notice when a candidate has done their research. Proper grammar and spelling matter too, as this is often seen as a reflection of one’s communication skills.
And finally, don’t skip over questions like, “Why did you leave your last job?” Transparency is important. Leaving this field blank or writing “will discuss in interview” may result in not getting an interview at all.
Email is often the first method of contact, and an address like "foxylady79@internet.com" can be a distraction. Create a simple, professional email specifically for job hunting, and be sure to check it regularly, including the spam folder. Recruiters often use auto-generated systems that can end up there.
Applicants should know which jobs they have applied for and where. Being unprepared or confusing one application with another raises red flags for recruiters. Those applying to multiple roles across locations may find it helpful to keep a spreadsheet for tracking purposes.
During a phone screen, recruiters typically ask:
Be honest, especially regarding criminal history. Failing to disclose offenses upfront can lead to a rescinded offer after a background check. Not all convictions are disqualifying. Context and timing matter.
It’s also important to note what does not need to be disclosed: medical issues or disabilities. If a medical reason led to a job departure, simply state that. Candidates only need to confirm they can perform the essential functions of the role. Recruiters can provide clarity on physical or clinical requirements when needed.
Engaged candidates ask thoughtful questions. During the phone screen, appropriate questions include:
Save highly clinical or department-specific questions for the formal interview with the hiring manager. Recruiters may not have all those details.
It’s acceptable to follow up if the recruiter or hiring manager hasn't responded by the stated timeline. Candidates have the right to know their application status. A delay in communication may be due to internal factors and have nothing to do with the applicant’s qualifications. A quick follow-up note can bring clarity and keep the process moving.
Finding the right role takes time, and both candidates and employers want the experience to be as smooth and transparent as possible. The hiring process is evolving, and organizations increasingly recognize the importance of making a strong first impression, even if the initial job isn’t the right fit. After all, a great candidate might be the perfect match for a future opening, and no one wants to lose them to a competitor.