I suppose that a means of introductions would be what I am thinking. We are all professionals. We're nurses. We're college educated professionals. We know how to write resumes and we know to not pick our noses in a job interview
. The hurdle that we need help in jumping is the the gauntlet of HR. As it stands, at least in my state, periodically jobs are posted on the email system (Affinity) or the case manager might know something. It is in essence a patchwork that is not very reliable.
For example, were I this person, I would connect with the participant, review thier contract, stipulations, interests, history, things like ability to relocate, etc. From that interview I might use my statewide database of contacts to connect them with potential positions. I could make first contact for them in the way a professional headhunter might. "Hi, ms. Recruiter, I see you are looking to fill x position. I'd like to submit a candidate....etc." With something like this, a lot of stress and fear would be eliminated.
I do think a participant would have to meet certain criteria, like being cleared for safe practice. I don't know that every participant would be appropriate for this sort of thing or even need it, but it's a thought.
I don't know if it's realistic because implementing such a thing would require the programs (I am speaking generally, I realize that some programs are more harsh than others.) to make some structural changes and indirectly acknowledging that the claim to "advocate for the impaired nurse" is bull cookies.
I don't know how to address the inappropriate use of the evaluation process. I don't even know where to begin with that truly malignant issue.