That’s strange. My first job, I was easily able to command 15k over my immediate peers based specifically on my RN experience. I was able to articulate the impact it had on my own practice as an NP and what it brought to the clinic. Maybe it was good negotiation, but maybe that’s where that experience holds water. Negotiating that salary.
Sounds like negotiation to me. Nothing in the RN job description aids in being an inpatient provider and my employers knew that. All they care about for current hires is how experienced a NP they are. The learning curve is high and we are 99% independent. RN experience won’t help out there.
Sounds like negotiation to me. Nothing in the RN job description aids in being an inpatient provider and my employers knew that. All they care about for current hires is how experienced a NP they are. The learning curve is high and we are 99% independent. RN experience won’t help out there.
I’m taking outpatient. Maybe that’s the difference for some.
I know where it is, I lived right next to it. My point still stands, it is not common and frankly only in the nursing world would something completely irrelevant count for something. I want my salary based on performance and output (like MDs), not made-up equity points.
Specializes in New Critical care NP, Critical care, Med-surg, LTC.
I'm a new NP in the ICU. I can say that I'm grateful for my years of experience as a bedside RN in ICU because I'm starting alongside a new PA who doesn't have any bedside experience. I have a level of understanding of ventilators, pressors, and the general disease state of many ICU patients that my colleague will have to learn. So it's provided me with a comfort level I wouldn't otherwise have, but I've already seen where I'm still looking at things from the bedside role and have to transition my whole thought process. I'm sure it won't be easy, and I have TONS of studying to do, but I know where I want to get. I do not think that my ICU experience will make me necessarily a better provider because I'm still working on constant "bigger picture thinking" in this transition, but I'm glad I have the years behind me.
Specializes in Family Medicine, Medical Intensive Care.
The position that I just accepted counted my years of RN and NP experience as part of the calculation for my salary; although, the RN experience is weighted less. Only time that RN experience has affected my salary as an NP.
I believe there's a limit to how much RN experience is beneficial for the new grad NP. The type of RN experience matters as well. I had 5 years of beside MICU experience, including CCRN certification, before starting my first NP position in Family Medicine. I can't say any more years of RN experience would've been beneficial. More clinical hours during school and a post-grad residency would've been way more beneficial as a new grad NP than more years as an RN.
I'm currently precepting a new grad NP with 20 years of ER experience as part of my organization's Primary Care Fellowship Program. It's been quite difficult to get her out of the bedside RN mindset and into that of an NP, but we've made some progress. The only leg up her RN experience has given her is she can determine sick vs not sick most of the time and knows when to ask for help when she's out of her league, again, most of the time. Knowledge and skill base wise, she's just as green as any new grad NP in Primary Care. I say this as someone who has trained many new grad NPs in Primary Care.
Specializes in mental health, geriatrics, LTC, business.
For the past 6 years, I have been interviewing NPs for potential positions with the companies I have worked for. The NPs with RN experience in the patient population we work with have a much higher chance of being hired by us, however, that doesn't mean the pay is higher. There is no negotiating the salary in the beginning.
When I read resumes that include misspelled words, are formatted poorly, are not updated, or include no relevant experience to the job they are submitting the resume to, and if they are more than 2 pages long don't get an interview. Resumes matter.
Sherri, prior to switching careers to nursing I was in Talent Aquisition for 12 years and for you to discount a resume for not being 2 pages- that made my eyes roll. This is why people should not be able to go into hiring roles with ego's. I would have questioned your logic if you were a recruiter under me. I find it fascinating how incompetent so many individuals in human resources, recruiting, and management are in the healthcare profession. Floor nurses continuing to judge with their projecting in non-bedside roles. Lame.
Specializes in Former NP now Internal medicine PGY-3.
15 hours ago, Sherri Perry APRN said:
For the past 6 years, I have been interviewing NPs for potential positions with the companies I have worked for. The NPs with RN experience in the patient population we work with have a much higher chance of being hired by us, however, that doesn't mean the pay is higher. There is no negotiating the salary in the beginning.
When I read resumes that include misspelled words, are formatted poorly, are not updated, or include no relevant experience to the job they are submitting the resume to, and if they are more than 2 pages long don't get an interview. Resumes matter.
Sometimes people have two pages worth of stuff to put?
Specializes in mental health, geriatrics, LTC, business.
7 hours ago, newnursewhodiis said:
Sherri, prior to switching careers to nursing I was in Talent Aquisition for 12 years and for you to discount a resume for not being 2 pages- that made my eyes roll. This is why people should not be able to go into hiring roles with ego's. I would have questioned your logic if you were a recruiter under me. I find it fascinating how incompetent so many individuals in human resources, recruiting, and management are in the healthcare profession. Floor nurses continuing to judge with their projecting in non-bedside roles. Lame.
I'm sorry you feel this way. I'm not sure why you think any "ego" is involved in this. Just to be clear, I've never been a recruiter and I'm far from "incompetent". I'm a clinical director and previously the chief nursing officer of a very large healthcare company. I'm a nurse practitioner with an additional master's degree in healthcare administration.
The recruiters send the applicants to me. My job is to make sure the applicant is clinically competent and has the experience we are looking for. Then I work with the regional directors (who feel the same way I do about the resumes) and we decide who to hire.
A resume is a clear and concise document with the education, skills, and experience of the applicant and this can be fit into two pages. Most of the time, if it exceeds two pages, it's because it is long and drawn out or not formatted correctly.
I'm sorry you feel this way. I'm not sure why you think any "ego" is involved in this. Just to be clear, I've never been a recruiter and I'm far from "incompetent". I'm a clinical director and previously the chief nursing officer of a very large healthcare company. I'm a nurse practitioner with an additional master's degree in healthcare administration.
The recruiters send the applicants to me. My job is to make sure the applicant is clinically competent and has the experience we are looking for. Then I work with the regional directors (who feel the same way I do about the resumes) and we decide who to hire.
A resume is a clear and concise document with the education, skills, and experience of the applicant and this can be fit into two pages. Most of the time, if it exceeds two pages, it's because it is long and drawn out or not formatted correctly.
The problem I think many have is that the resume is exceptionally subjective in what is considered “correct” or “appropriate” (both in formatting and included information). What I as the writer might understand as applicable may not be the same for the next person (or the same for the intended recipient).
My first nursing job, I had a lot of my clinical experience as well a as my prior military experience as an Intel analyst. The latter hasn’t a lick to do with nursing until I was able to convey in person the skills it gave me to to transition into a nursing career. By your previous post, that could have been enough to toss the resume because it may not have met your own standards of a resume with pertinent experience. At the end of the day, that experience topped the glass for me. It’s that arbitrary nature of the resume process that makes people irritated with high brow attitudes toward them. (Significant spelling errors and egregious grammar aside).
Some people spend a lot of money on their resumes and they are still subjected to very arbitrary standards.
Im sorry that you feel resume lengths matter so much. I'm sorry you feel that someone with a longer resume would not be a good nurse pracitioner. I am sorry you work with other individuals as short sided as you. I am sorry some of those people gave you advice, and you spew it out as the truth without critically thinking of what you should truly consider rule breakers for hiring.
I would suggest attending SHRM seminars, reading about hiring practices, etc. so you can make more holistic choices and strategies for your team. There are a lot of other things you should be focusing on when hiring a candidate outside of - a resume. When I graduated nursing my career advisor was passionate about my resume being one page. It was the "rule". As someone who has worked on the ATS side, this can be such poor advice. I kept some prior experience that showcased some of my career highlights- skills that were interchangeable with nursing. Continue to do what you do, but I hope no one gets discouraged from people like you spewing out rules that you heard from somewhere but have no backing to how it translates to making the best hire.
I do not care about your extra education when it comes to you dishing out the way you select candidates- show me where your education and hiring metrics align along with your retenion rate, the job satisfaction of those you hired and we can then can speak about this topic.
For everyoe else, if the information on your resume is relevant keep it. It will help with ATS flagging words which will pull your resume to the top of the filter list when a recruiter uses the word match option in the ATS (this is for larger companies). Smaller companies they will hire third party recruiters, and that can go either way. I have not been impressed with the recruiters that I have came across in nursing- I actually declined an offer with a HCA hospital because the disorganization of their recruiting process (it speaks volumes to the chaos at the organization itself).
Again, 4 pages would be a bit much but if it is 2.5 do not stress it and take out relevant information.
Hiring is subjective.
On 11/13/2022 at 5:22 AM, Sherri Perry APRN said:
For the past 6 years, I have been interviewing NPs for potential positions with the companies I have worked for. The NPs with RN experience in the patient population we work with have a much higher chance of being hired by us, however, that doesn't mean the pay is higher. There is no negotiating the salary in the beginning.
When I read resumes that include misspelled words, are formatted poorly, are not updated, or include no relevant experience to the job they are submitting the resume to, and if they are more than 2 pages long don't get an interview. Resumes matter.
.thumb.gif.11fa0ddb3aacfb1b3953bc671abcfb7e.gif){kind=avatar}
Guest1144461
590 Posts
Sounds like negotiation to me. Nothing in the RN job description aids in being an inpatient provider and my employers knew that. All they care about for current hires is how experienced a NP they are. The learning curve is high and we are 99% independent. RN experience won’t help out there.