Nursing assistants who work in home health can really make a difference. Not only do they care for patients in their own homes, but they can also become clinical leaders and make an even bigger difference.
In order to help you understand what our clinical leaders do, we talked to Briana Boyd, RN, a clinical supervisor in the South region. Clinical supervisors are RNs who manage the care provided in patient homes. When we talked to Briana about her time as a clinical leader, we asked her about the best and worst parts of the job and what nurses who want to become leaders should do.
In high school, I went to Tampa Bay Technical High School and was in the Licensed Practical Nursing program. It was there that my love for the healthcare field grew. Even though I didn’t get my LPN license after that, it was the start of my skill at taking care of patients during some of the worst times in their lives. I currently have an ASN with plans to complete a BSN in the future.
I’ve wanted to be in the healthcare field since I was a child. When I was younger, I wanted to be an obstetrician. But as I went through school, I kept coming back to nursing as my dream job.
I want to use what I believe are some of the best traits people have—the ability to understand, patience, empathy, and compassion—to help patients through hard times. I think that all of these things are part of nursing, along with using knowledge and critical thinking to make sure you are doing what is best for the patient.
Concerning nursing and patient care, one of the most important things to me has always been the duty to speak up for the patient. You are responsible for upholding Maxim’s core values and policies while you work as a home care worker. There may not be as many strict checks and balances as in a health facility.
You should always do the right thing and let the patient have a say in how they are cared for. This is especially important for children. This is what I thought of when I was first told about the idea of home care after I got my nursing license. I began to think about how I could use my skills to make the lives of my patients better one-on-one. Even though I don’t go to people’s homes every day anymore, my time as an outside field worker has given me a broader view of my duties and responsibilities as a clinical supervisor.
My days consist of lots of emails! Typically I am either setting up visits or attending a visit. When I’m not completing an actual visit, I am usually finishing the process at the office. Emails have become an important part of my day because they keep me informed about what’s going on in the office and any changes with the patients I’m responsible for. I’m always learning more about my job, so every day in the office I usually have something to talk about with my clinical manager or other clinical supervisors.
I find it hard to keep track of how many nurses I oversee because I tend to judge them by the number of patients I have on my caseload. Together with the other two clinical supervisors, there are a little more than 140 nurses working for us who are taking care of our patients.
Flexibility, patience, compassion, empathy, a sense of autonomy, openness to constructive criticism and a hunger to learn.
Being flexible and having patience is a huge part of this job. Everything changes every day, and staying calm will help you avoid a lot of stress in the long run. As I mentioned previously, you must have compassion and empathy for others. Sometimes I think we can get comfortable with that and forget that the choices and actions we take can affect how the patients we care for do. A case is not just a name on a folder. It is a human being and, by extension, their family that we provide services for.
Having a sense of autonomy is also important. Sometimes you have to govern yourself and ensure that you are doing things in balance. I’m trying to get better at making plans and sticking to them, but not being so set in stone that when something unexpected comes up, you’re a mess. Finally, being able to take criticism and having a hunger to learn can go hand in hand. I think that if you are ready to learn from your mistakes, you can look back at what you did and see what you could have done differently. Also, when you make a mistake, you should forgive yourself and move on. See it as a lesson that you can use to improve how you handle things in the future.
The certainty in knowing that I am making a difference in our patient’s lives. This job is an important part of making sure our patients get the care they need, and I can see how my actions and the way I do my job affect the patients and their families.
One of the most challenging parts for me is when the unexpected happens. As the situation arises, figuring out the best thing to do can be stressful. I’m learning not to freak out when plans fall through.
Wanting to continue to improve as a new clinical supervisor has been all the motivation I’ve needed recently. I want to contribute to shouldering the caseload for my colleagues. I want to keep improving my skills for this job so I can make a difference in my office and for this company. I want my actions to have an impact.
Don’t doubt yourself about choosing to move into a role like this. You learn so much, and it becomes second nature soon enough. You might be holding yourself back from making a huge change in your life that would lead to a lot of new opportunities because you are afraid.
We’re always looking for talented and driven people to join our team! Visit our careers page to learn more about working at Maxim and see what positions are open.
Getting hired as a recruiter at Maxim Healthcare Services can be a highly rewarding yet challenging process. As one of the leading providers of home healthcare, supplemental healthcare staffing, population health management, and personal care services, Maxim Healthcare Services needs recruiters who truly understand the landscape of healthcare and can identify top talent across various specialties
If you have an interview coming up for a recruiter role at Maxim Healthcare Services, proper preparation is key In this article, we provide an overview of the top 25 most common interview questions asked by Maxim Healthcare recruiters, along with tips and sample answers to help you craft your best responses
1. Can you describe your experience with healthcare recruitment?
With a heavy focus on healthcare staffing across the country, Maxim Healthcare Services wants to ensure any recruiter they hire has solid experience specifically within the healthcare industry. When answering, be sure to highlight any recruitment experience you have within healthcare settings or working with healthcare professionals.
Discuss key aspects like
- Sourcing doctors, nurses, or other medical roles
- Understanding healthcare licensing and compliance
- Knowledge of different healthcare settings – clinics, hospitals, home health, etc.
- Strategies to address common healthcare recruiting challenges like high turnover rates
Your ability to demonstrate hands-on healthcare recruitment experience will be a key factor in moving forward in the process.
2. How would you approach recruiting for Maxim Healthcare Services’ diverse range of roles?
With services spanning home healthcare, supplemental staffing, population health, and personal caregiving, Maxim Healthcare Services has a vast array of roles to fill from administrative staff to highly specialized clinical professionals.
When answering this question, you’ll want to emphasize:
- Carefully analyzing each job description to identify must-have technical skills and qualifications
- Customizing your sourcing and outreach strategy based on the type of role you’re recruiting for
- Leveraging niche job boards or professional networks to find more specialized talent
- Assessing both hard skills and soft skills like bedside manner during the interview process
- Maintaining organized records throughout to keep diverse recruitment needs streamlined
3. How do you stay current on healthcare regulations impacting recruitment?
Healthcare recruitment requires an in-depth understanding of constantly evolving regulations at both federal and state levels. Be ready to discuss how you actively stay up-to-date on regulatory changes and integrate any necessary adjustments into your recruiting practices.
Ways to demonstrate this include:
- Regularly reviewing updates from regulatory agencies like CMS or state health departments
- Participating in healthcare recruiting associations or networking groups
- Attending webinars and conferences focused on healthcare recruitment
- Collaborating closely with your legal and compliance teams for guidance
- Establishing efficient protocols for record-keeping and documentation
Being able to navigate healthcare compliance regulations with confidence will be essential in this role.
4. What strategies have you used to attract top healthcare talent?
Maxim Healthcare Services provides critical healthcare services across the country, so they need recruiters who can effectively attract the best and brightest talent into their organization. When answering this question, be sure to discuss creative sourcing strategies you’ve used specifically within the healthcare space.
Some examples include:
- Targeted social media recruiting campaigns
- Outreach through professional medical associations
- Strong employer branding highlighting work-life balance, mentoring programs, etc.
- Establishing pipelines through partnerships with nursing schools and residency programs
- Referral programs that incentivize current staff to recommend their talent connections
Discuss approaches that are tailored to the healthcare space and attract both active and passive job seekers.
5. How do you source hard-to-fill clinical roles?
For recruiters in healthcare, filling highly specialized clinical roles in areas like pediatrics, oncology, or cardiology can be a major challenge. This question is aimed at gauging your sourcing capabilities and creativity, especially when talent pools are small.
In your answer, emphasize strategies like:
- Targeting niche medical job boards or professional groups
- Establishing referral networks with top medical centers or relevant professional associations
- Attending medical conferences or events to network in-person with specialized talent
- Optimizing LinkedIn searching by location, skills, and other filters to uncover potential talent
- Developing talent pipelines well in advance of actual openings
- Offering competitive compensation and benefits packages for hard-to-fill roles
Convey your ability to get creative and relentless when faced with highly complex recruitment assignments.
6. How have you contributed to diversity in your past recruitment initiatives?
At Maxim Healthcare Services, a diverse and inclusive workforce is critical for providing culturally competent care across the populations they serve. As a recruiter, you play a key role in building diverse talent pipelines.
In your response, highlight steps you’ve taken such as:
- Crafting inclusive and bias-free job descriptions
- Conducting specialized outreach to professional groups supporting underrepresented groups
- Building partnerships with diversity-focused career services programs
- Implementing diverse interview panels and structured interviews
- Ensuring a positive and respectful recruitment experience for all candidates
Providing concrete examples of how you’ve promoted diversity and inclusion as a recruiter will showcase your alignment with Maxim’s values.
7. What are some key qualities you look for when recruiting healthcare professionals?
Maxim Healthcare Services wants recruiters who understand that highly qualified candidates possess more than just clinical skills – they also have strong emotional intelligence and patient-centered values.
Be sure to discuss universal healthcare provider qualities like:
- Empathy and compassion
- Communication and listening skills
- Ability to collaborate as part of an interdisciplinary team
- Commitment to quality care and patient satisfaction
- Openness to using new technology
- Desire for continuous learning/development
Giving specific examples of how you screen for both the hard and soft skills needed will showcase your healthcare recruiting expertise.
8. How would you prepare for recruiting a new role you have no experience filling?
Healthcare is filled with a vast array of emerging and highly specialized roles. Recruiters need to be able to get up to speed quickly when assignments for newer roles come their way. This question tests your ability to do independent learning and research.
In your answer, speak to strategies like:
- Reaching out to other recruiters who have filled this role previously
- Conducting informational interviews with incumbents in the role to understand day-to-day responsibilities
- Reviewing industry reports detailing growth trends around this type of role
- Researching required credentials, skills, and common career paths
- Identifying training programs or schools that prepare candidates for this role
Convey your ability to transform yourself into a subject matter expert when needed through proactive research.
9. How have you contributed to an organization’s talent management strategy in past roles?
Recruiters play a pivotal role in building talent pipelines that align with the organization’s overall workforce needs and strategic priorities. When answering this question, demonstrate how you have collaborated with key stakeholders in the past to shape an organization’s recruitment and retention strategy.
Discuss examples like:
- Conducting skills gap analyses to identify talent needs
- Providing hiring manager training and consultation
- Implementing recruitment tech tools like ATS to provide data insights
- Advising on competitive compensation and benefits packages
- Developing internship or apprenticeship programs
- Implementing referral programs or succession planning initiatives
This shows your ability to be a strategic talent management advisor versus just a transactional recruiter.
10. How do you ensure candidates have a positive recruitment experience?
Even if they aren’t ultimately hired, every candidate’s experience shapes their perception of Maxim Healthcare Services’ employer brand. This question allows you to demonstrate your candidate-centric focus and your ability to “wow” top talent throughout the process.
Be sure to highlight tactics like:
- Providing clear expectations, timeline details, and updates
- Ensuring a smooth application and interview scheduling process
- Building rapport and trust through one-on-one interactions
- Providing constructive feedback regardless of outcome
- Sending rejection notices promptly with appreciation for their time
Conveying your commitment to a positive candidate experience will showcase your consultative people skills.
11. How have you leveraged social media or digital tools to improve recruitment results?
Healthcare recruitment has rapidly evolved with the rise of social media and digital tools. This question allows you to highlight specialized platforms or technologies you’ve used to source, engage, or evaluate candidates.
Discuss relevant examples like:
- Targeting niche medical professional groups on LinkedIn or Facebook
- Promoting openings on Twitter or Instagram using relevant hashtags
- Using chatbots or digital assistants to screen initial candidates
- Implementing AI tools to remove bias from job descriptions
- Leveraging scheduling tools for streamlined interview coordination
- Conducting online technical skills assessments
Demonstrating your ability to navigate the digital recruitment space is essential in modern healthcare hiring.
12. How have you adapted your recruitment strategy to secure recent graduates?
Building pipelines through nursing schools, medical/residency programs, and other training institutions is critical for healthcare organizations. Share examples of how you have specifically tailored your outreach and recruitment messaging to resonate with this important candidate demographic.
Tactics may include:
- Developing relationships with school career counselors
Kick-start Your Career in Healthcare Recruiting | Maxim Healthcare Services
FAQ
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