Define the unit and the work

A request for an RN is a starting point, not a complete recruiting brief. State the facility type, unit, patient population and responsibilities so a staffing partner can assess experience against the actual work.

If the role includes charge responsibilities, floating, on-call coverage or work across multiple settings, make those expectations explicit. Describe the role as it operates today, and identify changes expected during the assignment.

Separate essential qualifications from preferences

List the applicable RN license, relevant experience and any certifications required by the facility. Identify which credentials and checks must be complete before the professional can start.

Essential requirement

A qualification, license or competency your clinical and credentialing teams require before the RN can start.

Preference or trainable skill

For example, familiarity with your documentation system may be desirable when your facility can provide orientation.

The responsible teams should make the distinction explicit so a recruiter does not have to infer it.

Requirements vary by state, employer, specialty and patient population. Your staffing request should describe your requirements, not assume that a generic checklist covers every role.

Prepared patient room and nursing workspace in a hospital unit

Make the schedule and duration specific

  • Shift times and weekly hours
  • Weekend, holiday, rotation and on-call expectations
  • Number of RNs needed
  • Expected assignment duration or permanent hiring objective
  • Preferred start date and the latest acceptable start window
  • Any flexibility in the schedule or start date

An urgent label is less useful than a clear timeline. Explain what is driving the date and how much time interviews, document review and orientation will require.

Explain the onboarding your facility provides

Identify the person responsible for the onboarding schedule, systems access, clinical orientation and the first shift. Describe the training, equipment and supervision the nurse will receive.

Under Contract Staffing, we handle employment and administrative responsibilities while the facility directs clinical work. Your role brief should make the handoff between those responsibilities clear.

Assign a contact for clinical questions and a contact for the staffing relationship. Agree how concerns will be raised once the assignment starts.

Assign the onboarding contacts
ResponsibilityName the person who will coordinate it
Before the startDocument review, orientation schedule and systems access.
On the unitClinical supervision, the first shift and facility-specific questions.
Staffing relationshipEmployment administration and communication with our team.
Nurse educator introducing a new RN to a clinical workstation during orientation

State the commercial and hiring constraints

A viable request includes the location, budget or rate parameters, interview availability, approval process and preferred employment model. If you are deciding between Contract Staffing and Direct Hire, explain the uncertainty so we can work through the options with you.

Long-term recruiting is different from a one-time coverage request. Our model focuses on longer-term relationships, so primarily PRN or very short-term demand may need a different resource. Stating the actual need early saves both organizations an unsuitable search.

Use this short RN request checklist

  • Facility, unit, patient population and location
  • Profession, headcount and required responsibilities
  • License, experience, certifications and facility checks
  • Schedule, expected duration and start window
  • Orientation plan and clinical supervision contacts
  • Employment preference and budget parameters
  • Interview availability and decision-maker contact

For the service overview, visit Registered Nurse Staffing. When you are ready, use the employer staffing request form to begin the conversation. Share role requirements rather than patient-identifying information.