Healthcare Staffing Companies

How to Write Job Ads for Healthcare Professionals


September 29, 2022

We all know how important the onboarding experience is to retaining top talent, but how do you attract top talent in the first place?

Understanding how to write a high-quality job posting can help you attract the right professionals, make a great first impression, and increase your chances of retaining a relationship beyond the first assignment.

The recruiting process is a healthcare staffing agency’s opportunity to connect with healthcare professionals, and the very first thing they will likely see is your job posting. Learning how to write job ads that provide potential candidates with the information they’re looking for will prevent them from skipping over your job listing and seeking a clearer listing elsewhere.

Offering a streamlined recruiting and onboarding experience is made easier with the right technology, but simple tweaks to your job postings is the easiest thing you can do to improve the quality and volume of your applicants. Let’s dig in.

Add the Right Healthcare Staffing Details

The delicate balance of just enough detail about the right information is the secret formula for writing job postings for healthcare professionals. Healthcare professionals (like the rest of us!) want to know enough to determine whether or not they are a good fit for the opportunity but may become overwhelmed if there are too many details that don’t help them determine this. Knowing which components to include and what to save for an interview will improve your candidates’ experience.

Job Titles

The way you title your job posting is the very first impression you have on the potential applicant. So, the Job Title is your opportunity to add a special callout.

We recommend including just one special callout in the title, and certainly no more than two. Too much text in the title reduces its readability, and also starts to look too good to be true (…even if it is that great!) which might throw up red flags to potential applicants.


A proven recipe for success is using the following template:

  • [Profession / Job Title] in [City], [State] | [Special Callout]

Some examples of this template in practice could look like “Director of Nursing Services in San Diego, CA | Opportunity for Extension!” or “RN in Des Moines, IA | Immediate Need, Local Candidates Only

Highlight what’s most attractive.

For the “Special Callout”, ask yourself: What is the most attractive element about this position? Maybe there’s an immediate need for this opening, the shift time is excellent, there’s overtime available, or there’s an opportunity to extend the contract. You know what works for your niche; don’t be afraid to include that information in the job title.

Callout location requirements.

If you’re staffing local or per diem contracts and are tired of travelers applying only to be disappointed when you tell them there really aren’t any travel or housing stipends available for the assignment, don’t be afraid to call out “Local Candidates Only” in the job title (and it never hurts to include it in the description and compensation comments, too).

Provide Pay Package & Compensation Ranges

Listing pay package details, whether estimated or actual, is beneficial because it heavily influences a candidate's willingness to apply, let alone take on the assignment.

We asked over 1,000 healthcare professionals who use Kamana about what’s important to them when considering a job. Nearly two-thirds of them said pay package was the MOST important factor when considering a position, and 95% listed pay as one of the most useful ways to search for jobs.

Coming out of an especially challenging few years in medicine, healthcare professionals expect better opportunities and transparency. Many healthcare professionals have their bandwidth stretched thin by ongoing shortages in their profession, and they are often under time pressure to find their next contract. Understandably, these folks have little time to waste applying for jobs that look like a black box.

In response to the increasingly competitive landscape, agencies are becoming more transparent about pay packages by sharing them in job ads. With transparency becoming the norm, fewer healthcare professionals are willing to entertain a job ad without pay package details when they can find one with pay packages elsewhere.

Recommendations for Which Pay Package Details to Include

As a general rule, share as much as you’re comfortable with sharing - the more the better. If you’re not able to share all pay package details, you should prioritize the pay package details that healthcare professionals care most about when considering a job.

In a separate survey, we asked over 100 healthcare professionals who use Kamana to tell us which pay package details they found most useful when considering a job. Respondents were allowed to choose up to three options, and the top three were:

  1. 63% Weekly Rate (hourly rate + stipends)
  2. 60% Stipends broken down into housing, travel reimbursement, and meals & incidentals
  3. 55% Hourly Rate

Now, stipends don’t apply to most contract types so if you’re posting for a job that doesn’t have stipends just make sure you’re including something. This could be an overtime rate, a bonus, or other benefits. The more the better but don’t worry if don’t have a lot to share, remember that including any details about pay are sure to catch applicants’ eyes.

Afraid of getting pigeonholed into a pay package listed in a job ad?

Include a note, “this is an estimated pay package, the final pay package may differ” to signal that the posting includes estimates, which is common.

Facility Information & Avoiding False Advertising Claims

Staffing agencies may be contractually obligated not to share facility information in public job advertisements. Among other reasons, facilities may not want talent reaching out to them prematurely in the process. Staffing agencies are hired by facilities because it isn’t practical to scale their HR departments up and down in alignment with fluctuations in demand for services. So, they only want to engage with candidates after the staffing companies they hired to manage this process have verified the candidate is qualified and ready for placement.

Healthcare professionals may not know about this nuance, which can create friction. They may fear they’re being taken advantage of because they don’t have the same visibility into the process. To avoid unnecessary suspicion or frustration, be honest and transparent. If you’re not able to share facility information, or there may be multiple facilities for an assignment, being upfront about your limitations as an agency to share specifics can make all the difference in building trust, and filling contracts.

If you’re able to share facility information in job ads, do! It’s rare that healthcare professionals will go outside of the defined hiring process and contact a facility directly. Sharing the facility's website and information helps healthcare professionals gain insight into where they’ll be working and look into the facility's reputation.

<aside>💡 If you use Kamana to list your jobs, don’t worry, your public job board will not reveal any facility information. But importantly, healthcare professionals connected to your account will be able to see the facility details for your jobs when logged into their accounts, since this is not considered a public job advertisement.


Managing Multiple Facilities for One Assignment

It’s common in long-term care, hospice care, home health, and other specialties to have either rotating or multiple facilities that the healthcare professional may work in while on assignment, which can be a challenge for agencies to convey effectively in their job posting.

Pick one facility to add to the job requirement and make it clear in the job posting description (and optionally the title) that this job is for “Multiple Facilities” or “Rotating Facilities in City, State”.

If there’s more than one facility a healthcare professional may work in while on assignment and this detail wasn’t clearly stated in the job posting, it can create confusion and feel like false advertising if they end up somewhere else than originally planned. Make sure your job posting clearly communicates any additional locations they may work during a contract.

Format for Easy Reading

The more tedious your listing is to digest, the more likely healthcare professionals aren’t going to bother. Being sure that key details about the assignment are properly highlighted and the body of the posting is formatted correctly will make your position most attractive.

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Edit Text to Break Out Each Section

Most contract opportunities contain many components such as an overview of the role, specific responsibilities, qualifications & credentialing requirements, pay package details & benefits… the list goes on.

Editing these details in the description to break out each topic of the posting into different sections will make it easiest for the potential applicant to find the information they’re looking for.

  1. Include 2-3 sentences about the mission, values, and history of your agency to give the healthcare professional a sense of what it would be like to join your team.
  2. In a bulleted list, include specific certification or license requirements. We know that sometimes there are a lot of requirements, so do your best to keep this list relatively short so candidates aren’t overwhelmed. (If you’re using Kamana’s client and credential management features, this will automatically be done for you!)
  3. Include both required experience and preferred experience.
  4. In a bulleted list, outline the essential function the healthcare professional will perform during the assignment while avoiding providing too much unnecessary context around similar functions. Do your best to limit to 5 bullets whenever possible, and try your absolute hardest to not go over 10!
  5. Be transparent about the process. Let healthcare professionals know when, and under what circumstances, they can expect to hear back from you. Do you receive so many applicants that it’s impossible to respond to all of them? Can it take your team up to 5 business days to reach out to a candidate? Let them know. Setting expectations can prevent a bad review or prevent a candidate from avoiding your future job openings.

Following this formula will provide talent with the most essential information into the contract without becoming overwhelmed.

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Maintain Your Job Listings

The last thing you want to do is discourage candidates from applying to your jobs. There are two big no-nos that healthcare professionals tell us are most frustrating in their job searches: outdated jobs, and job listings that are no longer available. Outdated start dates may discourage candidates from applying to that one job, while listings for jobs that are no longer available may teach even the most agreeable candidate to avoid your agency’s listings altogether. Nobody likes wasting their time. Luckily, both of these can be fixed with simple process changes.

Keep Your Start Dates Up to Date!

It may feel obvious that if you still have a job posting up, you’re still hiring for the job. But to healthcare professionals looking for their next assignment, it looks like a stale job posting that is getting in their way. While you may still get some applicants, you can bet even more dismissed it as a stale listing.

<aside>🔥 Tip: If you’re listing an “evergreen” job on Kamana, simply don’t add a start date to the job requisition. If you need to hire as soon as possible, you can check a box for this and “ASAP” will display in place of a start date.


Close Jobs That Are No Longer Available

We get it, contracts move quickly and sometimes someone submits an application just before you hit the “close” button on a job. But remember, it’s in your best interest to ensure your job listings are up to date. Every time someone applies to one of your jobs that they find out is no longer available, you erode their trust and willingness to try again. They may start looking for more reliable listings elsewhere and even start to avoid your listings.

Recommendations for Maintaining Your Job Listings

Immediately close any jobs that are no longer available and make it a regular practice every two weeks or once a month to review your open job listings and make sure your start dates are up-to-date. This could be the responsibility of one or multiple people: chat with your team and figure out what makes the most sense for your agency.

Maintaining accurate listings goes beyond addressing the risk of discouraging candidates from applying to your jobs. By keeping your listings up to date, you demonstrate that you value your applicants’ time, build trust, and increase your chances of retaining the relationship long-term.

Healthcare Staffing Best Practices Checklist

By following these best practices to include the right amount of context into each healthcare contract job opportunity, your healthcare staffing agency will see an increase in contract interest & a better pool of candidates.

Use this checklist as a quick check to make sure your job posting has the best chance of standing out above the rest:

  • Include pay package details
  • Include a “special callout” in the Title
  • Maintain your listings with accurate start dates and close jobs that are no longer available
  • Provide information about the facility (or facilities).
  • Set expectations about the process

And remember… formatting is your friend!

Extra Tips for Writing Job Ads on Kamana

If your agency uses Kamana, our job board features allow you to share your open jobs in real-time and receive applicants from anywhere.

Viewing Jobs on Your Agency Job Board

Within the app, locate a job post in the Job Requisitions module, select the three dots to the right of the job post, select Copy Public Link to Clipboard, and in a new tab, paste the public link and press enter. This will bring you to that specific job requisition posting. To view all jobs on your public job board, select View All Jobs. The link in the URL bar is your Public Job Board link that’s ready to share online!(Example URL:

<aside>🔥 Pro Tip: Add the link to your public job board to your website and social media profiles so anyone can easily browse your available jobs. Share public links to specific jobs in social media posts or emails.


Your Public Job Board vs. “Our Talent” View of Jobs

If someone does not have a Kamana profile, they can browse your open jobs on your public job board. They will be able to see the job title, profession, specialty, contract type, city & state, contract length, start & end dates, shift times, minimum years of experience, hours per week, bed count, and the job description. Remember… formatting is your friend when writing the job description!

Healthcare professionals with a Kamana profile who are already connected to your account (everyone under “Our Talent”) can see the facility and pay package details for your jobs. Healthcare professionals who are interested in jobs on your public job board can apply to work with you, thereby creating a profile and connecting their account with yours.

<aside>🔥 Pro Tip: If you use our credentialing requirements features, all credentials that are required before submission will automatically display on the job posting, so candidates know what they need to upload to their profiles without you having to ask for it.


Start Dates for Kamana Jobs

You may have some “evergreen” job postings that you’re always hiring for, or there isn’t necessarily a set start date. In these cases, simply don’t add a start date to the job requisition and a start date will not be displayed.

Perhaps one of your clients has an urgent hire need. You can check “ASAP” when creating or editing your job requisition, and “ASAP” will display as the start date. This is also a great option when a start date has come and gone for one of your open jobs but you still need to place a candidate in that job. Simply edit the job requisition, remove the start date, and select “ASAP” to let everyone know you need someone right away.

Pay Package Details for Kamana Jobs

You can add pay package & compensation information in dedicated fields:

  • Weekly Pay
  • Regular Hourly Rate
  • Housing Stipend
  • Meals and Incidentals
  • Travel Reimbursement

If that does capture all of the pay package details you want to highlight to potential applicants, you can and more information in the “Compensation Comments” section for things like:

  • Overtime available
  • Double shifts available
  • Contract Completion Bonuses
  • Hourly rate ranges based on experience level
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Posting Jobs for Multiple Professions and Specialties

While it may save some time to post a job for “RNs, CNAs, LPNs” at the same facility for the same dates with different pay package details listed in the comments, this doesn’t allow you or healthcare professionals connected to your account to take advantage of our job matching features.

Healthcare professionals connected to your accounts are matched to your open jobs based on their profession, specialty, years of experience, desired locations, and desired availability. The profession has to be an exact match, while specialty accounts for 50% of the match, so these two are the most important to keep in mind when listing jobs on Kamana.

When you post a job, you have to select one profession or specialty. For example, if you post a job and select “Registered Nurse” as the profession, but you’re really posting job openings for RNs, CNAs, and LPNs at the same time, the CNAs and LPNs that may otherwise match with these jobs would not see this in their Job Matches, and may never see the listing if they filter jobs by profession or specialty during their job search on Kamana.

It may take more time to post jobs for each profession and specialty, but you ultimately make it harder for yourself to find a good match in your talent pool and you make it harder for qualified healthcare professionals to come to you.

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