Nurse Job Shadowing During the Hiring Process: FAQ
Nurse job shadowing is when an individual follows and observes a nurse at the workplace to gain a deeper understanding of what the specific role entails. Shadows may be students, nurses curious about a different specialty, or non-nursing professionals considering a career change. Job shadowing can be used during the hiring process early on as a recruitment strategy, or at a later point to give committed candidates a taste of the job and determine whether they’re a good fit.
Job shadowing in a healthcare facility may not be as simple as shadowing in other industries because of patient care factors and hazards in the workplace. However, with the right systems in place, it can improve your nurse hiring process. Let’s look at the concept of shadowing nurses in more detail and cover what you should know if you’re thinking about implementing this at your healthcare facility.
Nurse Shadowing: Overview
In nurse job shadowing arrangements, a healthcare facility allows an individual to have a presence in a specific care environment in an unpaid, observation-only capacity. The shadow watches the nurse they’ve been paired with, but doesn’t perform any direct patient care and may not be allowed to physically touch patients. They’re expected to follow their nurse sponsor’s commands and may help out in small ways, such as retrieving basic supplies. Typically, they’re not given door codes or access to computers.
Depending on the scenario, the shadow may be permitted to engage in small talk with patients. However, they’re usually not permitted to provide education or give medical advice, even if they’re nursing students or have healthcare experience. This is because shadows are not in the healthcare environment in a professional capacity. The key word that defines the parameters of the role is “observer.”
Job Shadowing for Nurses: Frequently Asked Questions
Whether you’re already developing a process for how to job shadow a nurse or just curious about how this program may help with recruitment, it pays to be fully informed before getting started. We’ve answered some of the most frequently asked questions about nurse shadowing below.
What are the advantages and disadvantages of using job shadowing in your organization?
It’s important to weigh the pros and cons of offering shadowing opportunities at your healthcare facility. Each healthcare system and care environment is unique. To discover the specific benefits and challenges of shadowing in a care environment similar to yours, consider reaching out to colleagues in management positions to ask about their experiences. Here are some factors to consider:
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| Opportunity to meet and connect with potential future employees.
Stronger employee-job matches, leading to increased nurse retention rates and reduced hiring mistakes and turnover. Increased efficiency of the hiring process (for example, when a candidate self-selects out of the applicant pool and saves the hiring committee from performing an unproductive interview). Facilitates communication between departments (for example, when offering interagency shadow opportunities in specialty areas). |
Up-front costs of setting up a program (such as adding content to a facility website or legal fees).
Potential drain on your staff. Opens facilities up to the public and therefore additional legal and ethical risks, such as potential breaches of patient privacy Requires good people-reading skills on the part of the shadow and sponsor to maintain positive patient interactions. If neglected, this could lead to poor patient experience. |
At what point during the hiring process is the best time for nurse job shadowing?
There are multiple points in the hiring process when shadowing can be beneficial. The best time will depend on variables that are specific to your facility, such as the population density of your community and staff resources. Here are some possibilities to consider.
As a Nurse Recruitment Strategy
Offer shadowing opportunities to build a talent pool on an ongoing basis. You may gear your program toward teenagers exploring career paths, students enrolled in local undergraduate or graduate-level nursing programs, or even an online target audience.
During Initial Interactions With Nurse Candidates
Utilizing shadowing early in the hiring campaign may save time that would otherwise be spent on candidates who might not be a good match for the position. Managers and hiring committees spend valuable time getting to know prospective employees, so it can be inefficient to find out late in the process that the candidate doesn’t enjoy a sample workday in the role they’ve applied for.
Offering a Job Shadow After Nursing interviews
Once you’ve interviewed a select group of candidates, shadowing can deepen your understanding of what each applicant would bring to the team. Due to the limited activities allowed while shadowing a nurse, candidates won’t be able to demonstrate clinical skills. However, you may discover characteristics and qualities that didn’t surface during the resume screening and interview phases of your process.
Facilities offering the opportunity to job shadow after nursing interviews are completed need to consider the labor laws in their area so that they remain in compliance, because shadowing is an unpaid activity.
What should I look for in candidates when they’re shadowing a nurse?
Look for signals that a shadow may be a great potential employee at your facility. These signs will vary depending on their level of career development. Nursing students who take shadowing seriously by following commands, asking appropriate questions, taking notes, and showing respect to staff and patients may make an excellent addition to your staff post-graduation.
For individuals more advanced on their career path, pay attention to communication styles, professionalism, and attitude. How an individual behaves during a four-hour shadowing shift is a powerful indicator of how they would conduct themselves if hired.
What are some key concerns when using shadowing in my hiring process?
Because of the nature of providing healthcare, there are legalities involved in offering nurse job shadowing opportunities. Involving your facility’s legal team or hiring an expert are great ways to prioritize this concern.
It may be helpful to collaborate with legal advisors and your human resources (HR) team to prepare clinical job shadowing forms and policies in advance. These may include:
- A nurse job shadowing application form.
- Unit orientation documents that are specific to the shadowing experience.
- A confidentiality agreement.
- HIPPA compliance agreements.
- An emergency contact form.
- Any applicable release of liability forms.
- Vaccination requirements.
- Information about calling out sick (e.g., the symptoms not allowed in the facility).
In addition, it’s important to consider patient care outcomes and respect for patient dignity. In some clinical environments, adding extra people to the equation could have a negative impact on a patient’s experience. For example, some emergency departments are not suited to shadowing due to the patient’s unpredictable clinical courses, the physical limitations of the space, and the potentially sensitive or private nature of the patient’s chief complaints.
In situations like this, consider paring down your job shadowing program to involve more peer-to-peer interactions, where shadowing nurses can primarily interact with staff, outside of the clinical setting.
How can my facility best prepare individuals for shadowing nurses?
Remember that these individuals may not have a lot of experience in healthcare. They may be shocked or overwhelmed by what they see, such as invasive procedures in an acute care environment. Give the individual written materials before they arrive for their shadowing experience, including information to help them prepare for the experience. You may want to give advice to help them successfully complete a shift, like drinking water, taking breaks to eat some food, and sitting down if they feel lightheaded.
When issuing documentation, prioritize patient safety. Don’t assume that the individual will know how to be around patients safely, even if they’re a nursing student. Students have varying levels of understanding regarding clinical hazards, and the nurse job shadowing experience can be stressful — so repeating information doesn’t hurt. Clearly communicate how a shadow can contribute to patient safety at your facility.
What is a productive way to advertise a hospital nurse job shadowing program?
If you’re using shadowing as a recruitment strategy, you’ll need to get the word out about your new offering. Collaborate with communications and marketing departments, HR, and facility administrators to update your organization’s website to reflect the new opportunity.
This may include information about eligibility, an application process, and a brief explanation of what shadowing entails. If your facility experiences a high demand for shadowing experiences, consider letting prospective applicants know that positions are limited.
Quickly Connect With Qualified Nursing Professionals
Offering a nurse job shadowing experience at your facility is a valuable way to connect and engage with job seekers. To further your reach, and fill openings sooner, post your vacant nursing position to our nursing job board and we’ll start matching you with qualified nursing professionals today.