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. Sometimes there aren’t as many strict rules and checks in home care as there are in a health facility, but it is still your job to follow Maxim’s core values and policies.
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. Along with the two other clinical supervisors and me, there are a little more than 140 nurses 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. Things are always changing, and if you don’t get angry, you’ll avoid a lot of stress in the long run. As I mentioned previously, you must have compassion and empathy for others. I think that’s something we can get used to 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. Believe it or not, if you want to improve, you can look back at what you did and figure out what you could have done differently. Also, you should give yourself a break when you make a mistake and not dwell on it. Instead, use it as a chance to learn and change 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. The fear you may be feeling could be the only thing stopping you from making big changes in your life that would lead to a lot of new opportunities.
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 launch your career in the dynamic healthcare industry. As one of the leading providers of home healthcare, training, and medical staffing, Maxim relies on skilled recruiters to source top talent across various roles – from nurses to therapists and beyond.
Landing the job starts with acing the interview. I will provide an in-depth look at some of the most common Maxim Healthcare Services recruiter interview questions along with sample answers to help you make a winning impression.
Overview of Maxim Healthcare Services
Let’s start with some key facts about Maxim Healthcare Services to provide context around their recruiting needs
- Provides home healthcare, healthcare staffing, and wellness services across the U.S.
- Employs over 120,000 medical professionals
- Offers services including nursing, therapy, medical social work, and more
- Focuses on high-quality, compassionate care and personalized service
- Named to Fortune Best Workplaces in Healthcare for 7 consecutive years
Maxim needs recruiters who know how to deal with the unique problems that come up in the healthcare industry because they offer a wide range of services and have a huge staff. The ability to source specialized talent efficiently is paramount.
Now let’s explore some sample questions and answers
Common Maxim Healthcare Services Recruiter Interview Questions and Answers
Q1: Why do you want to work as a recruiter for Maxim Healthcare Services?
This question allows you to express your passion for the role and company. Focus on Maxim’s reputation, culture, and your alignment with their mission.
Sample Answer: I am excited by the opportunity to bring my recruiting skills to Maxim Healthcare Services. Having provided home healthcare services for over 25 years, Maxim has an outstanding reputation for compassionate, personalized care. Their commitment to patients aligns with my values. I am inspired by Maxim’s rankings as a top healthcare employer and would love to contribute to their continued success by recruiting exceptional talent. This role is a perfect fit for my background in sourcing specialized healthcare professionals. I am confident I can build a strong pipeline of candidates to meet Maxim’s talent needs across different healthcare services.
Q2: What strategies would you use to source strong nursing candidates?
With nursing shortages impacting the healthcare industry, this question tests your ability to find qualified candidates for Maxim’s largest employee segment. Showcase creative sourcing tactics.
Sample Answer: To source exceptional nursing talent, I would leverage Maxim’s existing referral networks by incentivizing current nurses to recommend candidates. I would also cultivate relationships with local nursing schools and alumni associations to attract new graduates. Building a targeted social media presence highlighting Maxim’s strong benefits, culture, and career growth opportunities could entice passive candidates. Collaborating with industry groups like the American Nursing Association could uncover experienced nurses seeking new challenges. I would also optimize Maxim’s online presence and job postings to reach nursing candidates actively searching online. My goal is building a robust nursing pipeline to meet hiring demands.
Q3: How do you go about assessing cultural fit when interviewing candidates?
Cultural fit is key for Maxim’s highly collaborative environment. This question evaluates your ability to gauge soft skills and values alignment.
Sample Answer: In interviews, I use behavioral questions to assess cultural fit beyond just qualifications. For example, asking candidates to describe a time they resolved conflict with a difficult coworker reveals their communication abilities and teamwork potential. I also present realistic scenarios like handling a heavy workload with limited resources to gauge problem-solving and resilience. Additionally, I look for cues in their motivations, such as a passion for providing compassionate care, that matches Maxim’s mission. Checking references thoroughly also provides insights into work styles and temperament. Lastly, I rely on direct feedback from hiring managers to determine overall fit. My goal is ensuring every candidate ultimately hired aligns with Maxim’s values of care, integrity and excellence.
Q4: A key healthcare role needs to be filled urgently. How would you accelerate the hiring process?
In healthcare staffing, acting swiftly to fill critical gaps in patient care is crucial. This demonstrates your abilities under pressure.
Sample Answer: When urgent hiring needs arise, I would immediately utilize our existing candidate pipeline, reaching out to previously qualified applicants that may still be available. I would tap into my networks, including recruiters at staffing agencies, to uncover any passive candidates open to new roles. If necessary, I could suggest incentives like signing bonuses or flexible shifts to attract candidates quickly. At the same time, I would post on niche job boards targeting that specific role. To accelerate interview scheduling, I could leverage video screening early on before bringing the final candidates in person. However, I would ensure we are not compromising standards; patient care remains the priority. My goal is filling roles rapidly while maintaining Maxim’s reputation for hiring excellence.
Q5: How do you stay up to date on the latest healthcare recruiting regulations and trends?
Healthcare recruiting requires keeping pace with a complex, changing regulatory environment. This question reveals your efforts to stay knowledgeable.
Sample Answer: I make it a priority to stay current on developments impacting healthcare recruiting. I leverage trusted resources like the Department of Health and Human Services, American Hospital Association, and Society for Human Resource Management to get up-to-the-minute federal and state regulatory updates. I also subscribe to healthcare recruiting newsletters and associations to learn best practices. Attending virtual healthcare recruitment conferences allows me to hear directly from experts on emerging trends. I am committed to continuously advancing my expertise so I can keep Maxim’s recruiting practices compliant and optimized. My proactive learning directly translates to being an effective healthcare recruiter.
Q6: Tell me about a time you successfully recruited for a difficult-to-fill healthcare position.
Recruiting for specialized clinical roles can be challenging. This demonstrates your perseverance and creativity.
Sample Answer: As a agency recruiter, I was tasked with recruiting a Lead Psychiatric Nurse for a new mental health facility opening with an aggressive timeline. This highly specialized role required 10+ years of psychiatry experience, limiting the candidate pool. I knew traditional job boards would be ineffective. Instead, I directly contacted psychiatric nursing professional associations, networked at mental health conferences, and leveraged social media groups related to psychiatric nursing. I also mined my own networks, uncovering two passive candidates already working in psychiatric leadership roles that were open to a new challenge. After screening, we identified one outstanding Lead Nurse candidate and made an offer with an incentive bonus due to the urgent need. My customized approach resulted in filling a hard-to-find candidate perfectly suited for the role.
Q7: How would you go about developing talent pipelines for Maxim Healthcare Services?
Strong talent pipelines provide a steady flow of qualified candidates, enabling Maxim to fill openings faster. This reveals your ability to create sourcing solutions.
Sample Answer: Maxim Healthcare Services provides such a wide breadth of services that building a centralized talent pipeline is crucial. I would focus on creating a robust database of qualified candidates aligned to each service line, from nurses to therapists, social workers and more. This involves continuous networking, social media engagement, job board posting optimization and community outreach to attract both active and passive candidates. I would also foster close relationships with healthcare training programs to engage students and recent graduates seeking roles. Another pipeline tactic is enhancing Maxim’s employee referral program to incentivize internally sourced candidates. Centralizing applicant tracking and CRM systems enables efficiently managing candidates through the hiring funnel. Ongoing pipeline development ensures we have pre-screened, skilled talent ready when Maxim’s hiring needs arise.
Q8: Describe your experience recruiting healthcare professionals. What challenges did you face?
This behavioral question reveals your practical experience and ability to handle healthcare recruiting obstacles.
Sample Answer: In my previous recruiting role with MedTel Healthcare Staffing, I specialized in recruiting healthcare professionals like occupational therapists, speech therapists, and lab technicians for clinical settings. A major challenge was finding candidates who met the strict state licensing and regulatory requirements while also fitting the job duties. I overcame this through meticulous validation of credentials and skills early in the screening process, allowing me to filter for both license compliance and qualifications. Another hurdle was competing amidst nationwide clinical talent shortages, but networking with local therapy schools and professional groups gave me access to passive candidates I could engage. Overall, this experience allowed me to fine-tune sourcing strategies to secure specialized, compliant healthcare talent efficiently despite a competitive hiring environment.
Q9: How would you contribute to maximizing recruiter productivity at Maxim Healthcare Services?
Maxim needs recruiters who can deliver results individually while enhancing overall team performance. This shows your potential impact.
Sample Answer: Optimizing individual productivity while boosting team-wide results would be my continuous goal. I would achieve individual productivity by honing my time management abilities, leveraging tools like recruiter-specific CRMs efficiently and continuously refining my sourcing approach based on data. Mentoring new recruiters by sharing best practices, providing hands-on training resources and being available for questions can lift team productivity. I would also propose innovations like automated screening procedures or streamlined interview scheduling to save team-wide time and energy. Building camaraderie through team engagement initiatives could also maximize productivity by enhancing collaboration. My specialized healthcare recruiting experience equips me to make immediate contributions while bringing fresh perspectives to drive our talented team to even higher levels of productivity and candidate quality.
Q10: Where do you see yourself in your career in 5 years?
Kick-start Your Career in Healthcare Recruiting | Maxim Healthcare Services
FAQ
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