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Archive June 2019 XX, No. 6

Staffing: Before You Make That Job Offer

Tips to ensure a smooth start for your new nurse hires.

Leslie Mattson

Leslie Mattson, RN, BSHM


START STRONG Just before the start date, email your physicians and staff to let them know about the new hire and encourage them to welcome the team's latest addition.

After the grind of the interview process, it's exciting when you find a nurse who will be a great addition to your team. You're hoping the person will blend well with your culture, be accepted by all and serve as an asset for your facility. But in addition to the excitement, there's another component to the hiring process. Bringing on new staff adds a number of time-consuming tasks to a busy surgical facility leader's workload. To help, here is a list of critical onboarding tasks as well as some tips to make the whole process easier.

  • License check. Make sure the candidate holds an active nurses license without any discipline issues before you make an employment offer. Nursys ( is a national database for verification of nurse licensure, discipline and practice privileges.
  • Criminal background check. Similarly, you want to perform a criminal background check beforehand. I've used Sunshine Research ( and have been very happy with the ease and timeliness they offer — a 48-hour turnaround time on all criminal searches ordered — but there's no shortage of dependable vendors available. Do a little research and find the right background company for your needs.
  • OIG exclusion check. Do a quick exclusion check on the Office of Inspector General (OIG) website ( to ensure your new staffer hasn't been excluded from participation in Medicare, Medicaid and other Federal healthcare programs by the OIG.
  • Form I-9. Make sure to complete an I-9 before bringing new staff on board. Form I-9 is used to verify the identity and employment authorization of individuals hired in the United States. Both employees and employers (or authorized representatives of the employer) must complete the form. Depending on your facility, you may need to use E-Verify ( or just document the items that were presented to complete the task. Either way, it's a necessary step prior to employment. Tip: Send the new employee a welcome email with the I-9 list of acceptable documents, so they come in ready to complete the form.
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