Hiring guide
How to Hire a Registered Nurse
Hiring a registered nurse: NCLEX and licence checks, specialty fit, where to find RNs, a shift-prioritisation scenario and red flags to watch.
The short answer
Hiring a Registered Nurse comes down to verifying active rn licence, having passed the nclex-rn, in the state where they will practise, head-to-toe assessment and early recognition of deterioration and care planning and clinical judgement before you commit interview time. The process below runs 5 stages, screens on evidence rather than résumé claims, and scores every candidate against the same criteria.
- Watch for: Licence restrictions, discipline or reluctance to allow verification
- Watch for: Frequent short stints with no clear reason
- Score on: Safe prioritisation and timely escalation in the scenario
- Score on: Appropriate delegation within each team member's scope
Paste your Registered Nurse job description; Cohesyve finds, contacts and tests candidates on the real work and ranks them. Ten candidates free, no card.
Applying for a role like this? Practise the assessment free →If you are working out how to find a registered nurse for your hospital, clinic or care home, start with the specialty and shift you need filled, then source licensed RNs with matching experience and test how they prioritise a real patient assignment. RNs hold a broader scope than LPNs, so they can assess, plan care and supervise others. This guide covers licence checks, where RNs look for work, a practical scenario and how to keep a new RN once hired.
Why this role matters
Registered nurses carry responsibility for assessment and care planning, delegate tasks to LPNs and nursing assistants and are often the first to spot a patient getting worse. Charge nurses and nurse leaders are usually drawn from the RN workforce. A strong RN keeps a unit safe and steady. A poor fit raises safety risk and pushes the rest of the team towards burnout.
Where to find candidates
- BSN and ADN programmes, through clinical placements and new graduate residency programmes
- Nursing job boards such as Nurse.com, Health eCareers, Vivian Health and Incredible Health
- Specialty associations such as AACN for critical care, and ANA state affiliates
- Your own LPNs and nursing assistants who are finishing RN programmes
- Travel and per diem RNs who have worked at your site and may want a permanent role
- Nurses holding a multistate licence under the Nurse Licensure Compact, if you recruit across state lines
- In the UK, NMC-registered nurses through NHS Jobs; in India, registered nurses through nursing colleges and state nursing councils
Skills to look for
Red flags
- Licence restrictions, discipline or reluctance to allow verification
- Frequent short stints with no clear reason
- Cannot explain what they would delegate and what they must do themselves
- Describes workarounds to safety checks as routine
- No example of escalating a concern despite pushback
- Experience that does not match the acuity of your unit
The interview process
- 1
Licence verification
Check the licence on Nursys or with the state board of nursing, including any compact privilege. Confirm certifications such as BLS, ACLS or CCRN.
- 2
Phone screen
Confirm unit type, shift pattern, specialty experience, typical patient ratio and EHR familiarity.
- 3
Shift-prioritisation scenario
Hand them a mock assignment with an LPN and a nursing assistant on the team, several patients and a new set of results. Ask who they see first, what they delegate and what they escalate. A job simulation of the real work is one option for giving every candidate the same scenario.
- 4
Behavioural interview with the nurse manager and a peer
Ask about a rapid response they called, a difficult family conversation and a time they corrected a colleague's unsafe practice.
- 5
Unit visit and references
Let them see the unit and meet the team, and take references from a recent charge nurse or nurse manager.
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Cohesyve takes your Registered Nurse job description, finds and contacts candidates and tests each one on an AI job simulation of the job, so the stages above start with people who have already done the work. Ten candidates free, no card.
How to evaluate
- Safe prioritisation and timely escalation in the scenario
- Appropriate delegation within each team member's scope
- Medication safety and reconciliation practice
- Clear handover and documentation
- Specialty experience and certifications that fit the unit
- Professional communication with patients, families and colleagues
Onboarding
- 1Assign a preceptor and agree a competency checklist for the unit
- 2Offer a structured residency for new graduate RNs
- 3Train on your EHR, smart pumps and dispensing cabinets before independent shifts
- 4Build up to a full assignment over orientation
- 5Hold check-ins at regular points to catch problems early and support retention
Common questions
Where do registered nurses look for jobs?
Nursing job boards, hospital careers pages, specialty association boards, their nursing school's network and referrals from colleagues. Many experienced RNs move through travel or per diem work first.
Should I require a BSN?
Some hospitals prefer BSN-prepared RNs, including those pursuing ANCC Magnet Recognition. ADN-prepared RNs hold the same licence, so consider tuition support towards a BSN instead of ruling them out.
How is an RN different from an LPN?
RNs have a wider scope covering comprehensive assessment, care planning and delegation. LPNs work within a narrower scope set by state law, usually under RN or physician direction.
What should an RN interview scenario test?
Prioritisation, delegation and escalation on a realistic assignment. These show clinical judgement better than recall questions.
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