A nurse manager on a busy medical floor has two patient care tech jobs open, both on nights. Applications come in after dark and on weekends, while she is out on the floor covering. By the time she calls people back, the strongest ones have taken other offers. One applicant sounds great on the phone, then says she can only work days.
Each open shift turns into a double for someone else. After a few weeks of that, the techs picking up the doubles start looking for new jobs too.
She is not the only one hiring for these jobs. The U.S. Bureau of Labor Statistics projects about 203,300 openings a year for nursing assistants and orderlies from 2025 to 2035.
How HireBus works with your nurse managers
She stops making the first calls. HireBus writes and posts job ads that name the unit, the shift, the pay and the training, so people can tell if they fit before they apply. Iris follows up with the applicants and interviews them by phone with the questions you set for that job. When the manager gets a free minute, she has answers to read instead of a list to call.
If an applicant can only work days, that comes out in Iris’s interview, before anyone books a meeting. RightSeat™ scores each candidate on behavior, experience and skills for the seat.
Good people who miss this round stay on your bench. With always-on hiring, the next opening doesn’t send her back to an empty inbox.
What to ask a patient care tech
Your managers choose the questions for each job. For techs and CNAs, start with these:
- Shifts and units: days, nights, weekends and holidays, and whether they will float to other units.
- Certifications: which ones the applicant holds, such as a state CNA certification or a Basic Life Support (BLS) card, and when each one expires.
- Hands-on experience: the kind of unit they worked on and what a normal shift looked like for them.
- Why this job: what they want next, and how far they would travel to get to you.
- Start date: when they can start and how much notice they owe their current job.
Hospital jobs to hire for
- Patient care tech / CNA: shift and unit fit, the certifications your state and hospital require, and how they handle a heavy assignment.
- Unit clerk / unit secretary: a ringing phone, a crowded desk, and staying calm with families while nurses need things at once.
- Patient transport: on their feet all shift, getting patients to tests on time, and following your safe-handling training.
- Environmental services: room turnovers, following your cleaning steps every time, and night and weekend coverage.
- Food and nutrition services: tray line and delivery, following diet orders, and early starts.
- Patient access / registration: check-in, insurance cards, and patience with people who are scared or in pain.
Questions hospital hiring managers ask
Does HireBus verify CNA certifications or run background checks?
No. Iris can ask which certifications an applicant holds and when they expire. She writes down what they say, but she doesn’t check it. Before making an offer, your team verifies licenses and certifications, runs background checks and meets any state or hospital requirements.
Who makes the hiring decision?
Your team does. Iris interviews and RightSeat scores. Your managers read the answers, meet the people they choose, and decide who gets an offer.
Founder & CEO of HireBus. Brandon took over his father's window cleaning business in 2012 and grew it past seventy employees in six seasons. He founded HireBus in Denver in 2021 with Rick Breden, PhD, an industrial and organizational psychologist. Read our story.
