Career Corner
After the Job Offer
Managing what comes next
Congratulations! You made it through the interview process and have received a job offer. Here’s what to expect now.
Salary and Benefits
Initially, a verbal offer is extended by the recruiter or someone from HR. They’re also the one you should talk to regarding salary, benefits, and other details. (Do not ask the hiring manager about compensation or benefits during your interview.)
The salary range for the position should be included with the job posting. If you didn’t get it, ask the recruiter, as discussion of your salary expectations is usually covered during the pre-screening process.
Keep in mind that the salary you’re offered might fall at the high or low end, depending on your experience. There have been so many times a nurse was disappointed when the offer did not come in at the top of the range. When considering the offer, look at total compensation, not just hourly rate. Be sure to consider:
Overtime and differentials:
Would you get the same rate for an entire 12-hour shift, or do they pay time and a half after eight hours? Are there night shift or weekend differentials? Do they offer degree or certification incentives or bonuses? If it’s a unionized hospital, how much are the union dues?
Benefits:
Sometimes, benefits can be worth more than a higher hourly rate. However, take a close look at the details. For example, how much will you pay for health insurance? Will they match contributions to your retirement account? How long will you have to wait to be fully vested?
PTO, vacation, and sick leave:
All California employers now have to offer paid sick leave, and most hospitals also offer vacation or paid time off (PTO), but accrual can vary from hospital to hospital. Also, check to see when you can use vacation or PTO.
Negotiating Compensation
If you are comfortable with the compensation package, you can accept the verbal offer and move on to the next steps.
If the compensation is below your expectations, an appropriate question to ask is, “Is there any room for negotiating this rate?”
You can also clarify your years of experience as an RN and make sure that the offer is taking that into account.
There have been times when a candidate didn’t include all of their years of experience on their application, or had nursing experience in another state that wasn’t reflected in their California BRN record. When that happened, the hospital compensation department was sometimes able to adjust their offer upwards.
Hospitals usually set their rates to keep equity within the organization. If the rate you are offered is close to what the hospital is paying other nurses with the same experience, the hospital may not be able to go any higher.
Even if the highest rate they can offer doesn’t meet your expectations, keep in mind the following:
Hospitals frequently reevaluate their pay rates to make sure they’re competitive with other organizations. Most that I worked for would give their nurses an annual across-the-board increase.
At times in my career I accepted a position with another organization for less than I was previously making, but ended up earning more than I did before within a short period of time.
Consider job satisfaction, not just money. In the end, pay is not as important as working for an organization that is a fit for you and a place where you feel appreciated. There have been many times when a nurse accepted an offer lower than what they had hoped for and later came back to me to say how happy they were that they made that decision.
The Post-Offer Process
Once you have accepted a verbal offer, the hospital will typically initiate a background check. (We will discuss background checks in an upcoming issue.)
The next step is usually a new employee health screening. Delays here can end up delaying your orientation and even postponing your hire date, so clarify all required vaccinations upfront. If you need a waiver, have all your documentation ready to go.
After you clear the health screening, you should be good to go for general orientation. However, make sure you confirm all the orientations required for your position. Many hospitals require an additional week of clinical orientation after the general one.
Reach out to the manager if you still don’t have your schedule by the time you have completed clinical orientation.
Finally, make sure you know who your manager is! At one hospital where I worked, a nurse we hired came in to sign her offer letter with my coordinator Lisa and asked, “Oh my gosh, are you and LeVell sisters? You look so much alike.”
Lisa — who is Black, while I am so fair-skinned I burn if I even look at the sun — took me aside and said, “I think we have a problem: She thinks you and I look alike!” We finally realized that Lisa had given her my business card at one of our “walk-in interview” events, so the nurse thought Lisa was me.
We all had a good laugh, but there is a lesson there: Make sure you know who you’re talking to, their title, and how to pronounce their name.
Now, enjoy working for a wonderful organization that’s the best fit for you.
LEVELL ROMEYN has 28 years’ experience as a nurse recruiter at various Southern California hospitals.
In this Article: Job Search Advice
