Suggestions for bringing up probation while looking for work

DextersDisciple, BSN, RN · Mar 17, 2018

You should repost this in "Nurses in Recovery". It seems like the Nurses in that group are very knowledgeable in this area and always willing to help.

SpankedInPittsburgh, DNP, RN · Mar 19, 2018

I think I'm in the minority but I'd tell them as soon as possible to avoid any wasted time or effort on your part. If an employer won't hire a nurse on probation why waste your time?

Recovering_RN · Mar 19, 2018

I agree with Spanked. I wasted a lot of time making appointments for interviews, showing up and selling myself well, developing what I felt was good rapport with the interviewing manager, and at the end, where the "do you have anything else you want to add/ask" portion of the interview, I told them about TPAPN....did not get any of those jobs. The (two) jobs I did get were the ones where I told them immediately, on the phone while we were scheduling the interview. "I am very excited about this position and I really want to talk to you more about it, but I don't want to waste your time. I need to tell you I'm in TPAPN, there are a few requirements I have to meet because of that, I can explain those details when we meet, but I wanted you to know that before we meet. I think it's important to be upfront about it and I know you're busy so I don't want to waste your time." Yes, I mention TWICE about how it's all about not wasting THEIR time (when in fact I was just sick and tired of getting dressed up, getting all nervous, doing a bunch of research about the facility so I'd appear knowledgeable in the interview, only to get turned down). I seriously downplayed the restrictions, told them how easy it would be for them (in fact I fill out my manager's quarterly report for her, and highlight the three spots where she has to sign, check the boxes, and add comments, then I fax it. I try to make it as easy as possible for her!!

So you'll hear a lot of people had better luck doing the opposite, waiting until they'd had a successful interview, some even waited until they'd gotten a job offer, but for me I felt like I had his huge secret I was withholding, plus I'd tried that and gotten turned down so many times that I was sick of it so I started telling them up front. I am SURE that I lost my chance at interviews because of this strategy, and probably one of those would've been so successful that I would've gotten the job, but I was just tired of the unsuccessful interviews.

Indiana RN, BSN · Mar 19, 2018

I agree with Spanked. I wasted a lot of time making appointments for interviews, showing up and selling myself well, developing what I felt was good rapport with the interviewing manager, and at the end, where the "do you have anything else you want to add/ask" portion of the interview, I told them about TPAPN....did not get any of those jobs. The (two) jobs I did get were the ones where I told them immediately, on the phone while we were scheduling the interview. "I am very excited about this position and I really want to talk to you more about it, but I don't want to waste your time. I need to tell you I'm in TPAPN, there are a few requirements I have to meet because of that, I can explain those details when we meet, but I wanted you to know that before we meet. I think it's important to be upfront about it and I know you're busy so I don't want to waste your time." Yes, I mention TWICE about how it's all about not wasting THEIR time (when in fact I was just sick and tired of getting dressed up, getting all nervous, doing a bunch of research about the facility so I'd appear knowledgeable in the interview, only to get turned down). I seriously downplayed the restrictions, told them how easy it would be for them (in fact I fill out my manager's quarterly report for her, and highlight the three spots where she has to sign, check the boxes, and add comments, then I fax it. I try to make it as easy as possible for her!!
So you'll hear a lot of people had better luck doing the opposite, waiting until they'd had a successful interview, some even waited until they'd gotten a job offer, but for me I felt like I had his huge secret I was withholding, plus I'd tried that and gotten turned down so many times that I was sick of it so I started telling them up front. I am SURE that I lost my chance at interviews because of this strategy, and probably one of those would've been so successful that I would've gotten the job, but I was just tired of the unsuccessful interviews.

I just screen shot this response. Nicely stated and I will be stealing this when I start applying for jobs. Thank you!!

Eris Discordia BSN, RN · Mar 20, 2018

I disclosed to HR during the first phone interview. That unit wasn't a fit for monitoring, but she directed me immediately to a unit that was amenable to having a monitored nurse. I had an in person interview two days later and an offer that stuck by the end of the week. I only job shopped for a week before I was hired. I was extremely suprised.

I did have to expand my search to facilities very far away from home to find jobs that I felt would be open to me. I knew from word of mouth that my local hospitals were NOT monitoring friendly, so I didn't even bother. No matter, I like my new job, I'm very comfortable there, and I've gotten used to the commute.

catsmeow1972, BSN, RN · Mar 20, 2018

I interviewed all over the bloody state and got nothing more likely because I was pigeon holed into a specialty that left very little room for other opportunities to branch out (no recent floor experience plus the dumb contract does not make for a very appealing candidate). I had one where I waited until I had the offer and then disclosed. Never had a job get yanked back so fast. Another, the nurse manager, I think had me hired in her head and was all excited until I brought up the dang thing and I swear you could hear the balloons pop. That one was because the stipulations in place at the time just could not be worked with. When I did find something it was something the program directed me to and it was a hideous ****hole that hired lots of contract people because no one else with a choice would work there. I had the job before I walked out of there. In hindsight there were sooooo many red flags, but I like many of us was desperate for a job.

Since then I've had one decent position that was supportive, just not my cup of tea (my hats off to floor nurses, that is one HARD job).

I think it varies. I can understand the point of view of disclosing both before and after and interview. I do think it makes a difference if the person in HR is a nurse or not. If the HR person is a general recruiter (as they usually are in smaller facilities) disclosing to them I think is a bad idea because they have no clue what monitoring is and see it just as some kind of extra layer of trouble. If you are dealing with a nurse recruiter you are more likely to make it through the HR gauntlet and if the position you applied for turns out to not be a good fit (or the NM doesn't want to deal with it), you still have the HR contact to point you towards other possible positions. Just my opinion.