Whether you’ve just finished your nursing training and have received your first job offer, or you’re a veteran nurse with years of experience with multiple employers, negotiating a higher salary can be uncomfortable, awkward, or even intimidating. But it doesn’t have to be! Salary negotiation is a normal part of the hiring process for nurses, and employers expect you to make a counteroffer.  

Why is it Important to Negotiate Your Salary as a Registered Nurse?

Most employers begin negotiating by extending an offer at the low end of their range. Negotiating a higher offer lets them know you understand your worth—and the value you bring to the organization. It’s likely you didn’t get into the healthcare industry for the money, but nursing is an incredibly demanding profession, and you deserve fair compensation. 

Accepting a lowball offer indicates to your potential employer that you lack confidence, don’t know your worth, or haven’t done your research. Do you want to send those signals? No way!  

Use these 5 tips from the expert nursing recruiters at Medical Talent, a leading national RN staffing agency, to help you feel as comfortable negotiating a better salary as your potential employers feel extending their initial offer. 

Expert Medical Recruiters Share How to Negotiate a Higher Nursing Salary

Whether you partner with an employment agency for RN jobs or you’re job hunting alone, research, preparation, and practice help set the stage for successful salary negotiation. 

#1 Research Salary Averages for Registered Nursing Jobs

Wonder how much money you could be making? It pays to find out. 

The U.S. Bureau of Labor Statistics (BLS) is a good starting point for salary research. It provides annually updated salary ranges for registered nurses and other occupations. However, these pay scales are based on national averages and can vary widely by region.  

Websites like Payscale and Glassdoor offer salary calculators which can also provide insight into the appropriate salary range for your next job. However, compensation can be higher or lower based on: 

  • Experience Level. Tenured nurses can leverage their years of experience to ask for higher pay. 
  • Education Level. Nurses with advanced degrees and certifications often command higher compensation. 
  • Nursing Salaries in Your Area. The local nursing job market will drive salaries higher and lower as health facilities compete for the best talent. 

Having detailed information about salary ranges for nurses with your level of experience in your area will help you create appropriate compensation expectations. Consider reaching out to your local nursing organization to see if they can help with your research. 

#2 Determine Your Ideal Salary as an RN

Decide on your ideal salary range before your interview. What is your dream number? What is the lowest you would accept? Knowing your numbers can make it easier to know if an opportunity is worth pursuing. 

#3 Let the Employer Present a Nursing Salary First

In a salary negotiation, the person who speaks first usually loses ground. Don’t rush to fill an awkward silence after your interviewer asks you to disclose your salary “requirements” or “expectations.” Instead, take a moment to decide on your best answer. 

Medical Talent nursing recruiters suggest using one of these approaches: 

  • Suggest a salary range. If you don’t want to knock yourself out of the running by asking for your top salary number, use your research to suggest a range you’d be willing to accept. Even if your numbers don’t initially match, perhaps your ranges will overlap, which will keep you in consideration during the next stage of the process. 
  • Answer a question with a question. Ask the facility what they are willing to pay. They might not be willing to answer, but if they do, you’ll have a better idea of where to begin your negotiation. 
  • Remain flexible. Don’t want to show your salary card yet? Feel like you may have taken yourself out of the running by asking for too much money? Tell your interviewer you’re “flexible.” This will let them know you might be willing to accept a lower salary in return for other benefits or professional development opportunities. 

#4 Ask for 15% Higher Than Your Initial Offer

Your dream health facility made an offer. Now what? 

Current market wisdom suggests asking for 15% higher than the initial offer is reasonable. Can’t do the math in your head under pressure? Don’t worry. It’s also a good idea to ask for time to consider the offer. 

Asking for a few days will give you time to decide your next steps. Remember—your potential employer is expecting you to negotiate. Don’t disappoint them—and most of all, don’t sell yourself short.  

The nursing profession is 86% women—women who earn 83 cents for every dollar men earn. Yet 32% of women report not negotiating for a higher salary. As a nurse, you bring valuable skills and experience to the table, and medical facilities are eager to hire you. Ask to be fairly compensated for your valuable contributions. In a respectful negotiation, everyone has the same goal: finding an offer that benefits all parties. 

#5 Talk about Your Nursing Accomplishments

Unless you share them, your interviewer may never know what you really do in a day’s work. Be open and honest about your nursing accomplishments. Consider keeping a log of your achievements in a notebook, an app, or a spreadsheet to make it easier to remember your accomplishments during interviews. 

What Can Registered Nurses Negotiate Besides Salary?

You negotiated for a higher salary—great job! Unfortunately, your dream employer is unable to offer you more money. You want to job, but you also know your worth—and have bills to pay. If you can’t find equal ground in terms of pay, consider asking for other benefits to make up the difference: 

  • Sick Days 
  • Paid Time Off 
  • Negotiate Your Schedule 
  • Continuing Education Reimbursement 
  • Sign-on bonus 

How a Nursing Recruiter Can Help You Find a High-Paying RN Job

Looking for a better RN opportunity? Working with a nursing recruiter can help you advance your career. 

Recruiters Have Access to Better Nursing Jobs

Nursing recruiters have well-established relationships with leading employers who trust them to deliver compassionate, skilled nursing talent. Often, hiring managers don’t post jobs online; they trust their preferred RN staffing agency to meet their staffing needs. By partnering with a recruiter, you’ll have access to a wide variety of top nursing opportunities. 

Nursing Recruiters are Expert Negotiators

You may have only negotiated for a higher salary a few times in your career, but a nursing recruiter negotiates multiple times per day. They understand the industry and the local job market and know how to get the best offer for you. 

Find RN Jobs Faster with a Recruiter

Don’t want to spend days—or weeks—combing job ads to find work with the salary, benefits, and schedule you desire? A nursing recruiter can help you find rewarding work quickly. Whether you’re working full-time or merely want to find a nursing job faster, working with an employment agency for RN jobs can help you find an opportunity that fits your skills, education, and interests. Since they have established relationships with hiring managers, recruiters can get your resume seen by decision-makers and submit your application for unadvertised opportunities. 

Negotiate a Higher Nursing Salary with Recruiters from a Top RN Staffing Agency Today  

Medical Talent nursing recruiters work as hard for you as you do for your patients. They’ve worked in the medical industry, understand the challenges you face each day—and know how to get the highest compensation for your valuable nursing skills. Browse our Registered Nursing Jobs and apply today!   

Are you looking for your next opportunity in healthcare? Whether you’re a Registered Nurse, a CNA, a surgical technologist, or anything in between, tackling the job search alone can be daunting, time-consuming, and frustrating. There are plenty of opportunities out there, but they don’t all fit your needs – and if you’re not the best self-advocate, you might be left wanting more.

What’s the solution? Partnering with a nursing staffing firm like Medical Talent means you’re gaining access to a career advocate who will be there with you every step of the way. Here’s what sets us apart:

We Match for Skills and Experience

When you join the Medical Talent team, you don’t just become a number in a database. Your recruiter will take the time to get to know you personally, and we’ll review your background and work history extensively to make sure we understand the breadth and depth of your skills. That lets us match you with an employer where you can truly shine, showcasing your care skills and bedside manner. Whether you’re looking to improve your resume, work your way up the ranks to a higher position, or just help as many patients as you can, reach your goals with the help of Medical Talent skilled recruiters.

We Match for Cultural Fit

We know that a job is about more than the skills you can bring to it, or the pay and benefits that you get out of it (although those things matter, too). The fact is, the right money and perks won’t mean much if you don’t like the culture of the facility you’re placed in. That’s why we match our nursing talent for cultural fit as well as skills and job requirements. We’ll ask pointed questions to learn what kind of environment you want to work in, and use that information to find you an opportunity that fits the bill.

We Match for Personality

Are you an outgoing, bubbly person who loves talking to people? Are you more reserved, preferring to spend your time talking one-on-one with patients? Whatever kind of personality you bring to your nursing career, we have opportunities that align with it. We’ll take the time to get to know your personal character as well as the values that guide you as a healthcare professional – that’s what helps us connect you with the opportunities that check every box.

Get Started With Medical Talent

Ready to level up your healthcare career? Medical Talent is here to help. Contact us today and browse our current openings.

Tis the season… flu season, that is. As cold and flu season bears down upon us, it’s important that your healthcare facility is prepared. That includes your nursing staff, support staff, and patients. But how do you do it?

Here are five tips to get your healthcare facility ready for flu season this year:

#1: Promote Hygiene and Wellness

Encourage healthy practices among your staff, like exercising, getting enough sleep, and eating healthy. While it’s no guarantee against the flu, it certainly helps. Also make a point to share tips with your staff on preventing influenza spread, like disinfecting keyboards, washing hands frequently, and getting the flu vaccine.

#2: Keep Common Areas Disinfected

This flu season, keep a facility-wide plan in place to keep common areas disinfected. Breakrooms, lobbies, and restrooms are breeding grounds for germ-spreading, so evaluate your cleaning strategies to make sure you’re keeping up with routine cleaning and disinfection.

#3: Stock OTC Cold and Flu Medicines

It’s a good idea to bolster your stock of over-the-counter cold and flu medications as the season gets into full swing. Not only is this helpful for your staff if they feel like they’re coming down with something, it can boost morale and lower the chance of employees sharing medication with one another. Cold, cough, and headache relief medicine, cough drops, and basic painkillers are all good options.

#4: Monitor Flu Alerts

The U.S. Centers for Disease Control (CDC) publishes an influenza surveillance report weekly, which monitors the geographical spread of the flu by state. This can be extremely helpful for determining whether your facility might be in the path of a swell of flu cases.

#5: Boost Your Staff

If you get a sudden rush of patients because of the flu or another disease, it can leave your staff caught off guard and struggling to catch up. You need to have a plan in place to boost your staff if the need arises. That’s where an experienced nursing staffing agency like Medical Talent comes in. We can help augment your existing staff with skilled nurses and medical professionals, alleviating the burden on your core team and helping you to get through flu season successfully.

Trust Medical Talent This Flu Season

Need to ramp up your staff as flu season gets closer? Our recruiters are here to help. Contact Medical Talent today to learn more and get started.

Travel nursing has always been a fairly popular niche within the nursing field. And it’s no wonder why – travel nurses get to see all corners of the country, explore new cities on a regular basis, and work with a wide variety of teams to grow their skills. Travel nursing continued to be popular through the pandemic, as added nursing help was needed in hotspots around the United States.

Although we’re through the worst of the pandemic, it’s still a great time to be a travel nurse. Here’s why:

Job Security

You’ve probably heard that there’s a serious talent shortage going on right now in a variety of industries. Healthcare is no exception. The nursing shortage is affecting facilities far and wide, which means your talents as a travel nurse are in high demand. That gives you job security – become a travel nurse, and you can have your pick of placements where you want to work. Plus, you’ll be exposed to a variety of areas within nursing, helping you to explore different specialties and narrow down where you might want to take your career in the future.


Of course, the flexibility of travel nursing is still a great reason to explore this exciting side of nursing. You get to decide when and where you want to work. You can take as long of a break as you’d like in between assignments, or you can go from one assignment to the next. This kind of flexibility is very helpful if you want to plan your schedule around holidays, vacations, family events, etc.


While the exorbitant salaries and huge sign-on bonuses of peak pandemic months are behind us, you’ll still be very well compensated as a travel nurse. According to nursejournal.org, the average travel nurse salary is between $3,000 and $7,000 a week in some areas. That can be significantly higher than staff nurse salaries at hospitals, specialty facilities, and nursing or long-term care homes.

Launch Your Travel Nursing Journey With Us

Thinking of becoming a travel nurse, but not sure where to start? You’ve come to the right place. Medical Talent places skilled travel nurses in top facilities around the country. Contact a recruiter and browse our job openings to learn more and get started.

In today’s digital job market, it can seem like cover letters are unnecessary, or overkill. Why send a cover letter when you’ve already included your resume, which covers everything a hiring manager needs to know? If you have the skills and experience necessary to make a difference in healthcare, why bother with a cover letter at all?

The truth is that cover letters are by no means a thing of the past. They do serve a purpose – an important one. Here’s why you need to include a cover letter in your next healthcare job application:

Cover letters showcase your soft skills.

Your resume covers your hard skills – the technical skills you have that lets you improve lives every day. But any healthcare professional worth their salt knows that these skills are only half the battle. You need to have the right personality, the right character, to really make a difference in a healthcare setting. Not anyone can do this job, and your cover letter is the place to explain why you can.

Ensure that your cover letter showcases your soft skills as well as your technical ability. Explain how your natural empathy improves your bedside manner, how your multitasking skills help you facilitate better patient outcomes for your team, how your communication skills ensure mistakes aren’t made. This is what really sets you apart from the competition.

Cover levers convey your personality.

The way you write and structure your cover letter also helps to convey your personality as a nurse. Because healthcare organizations are looking for healthcare professionals who fit their culture, you want to come across as a competent, likeable, personable professional – not a robot. Let your natural style come through in your cover letter so the hiring manager can get a sense of who you are, not just what you can do.

Cover letters let you sell yourself.

Your resume isn’t a document that sells you to the employer. It simply lists your qualifications to get you in the door. Your cover letter is where you can go beyond that – it lets you explain why you’re a great fit for the role, what you can bring to the organization, and how you hope to grow and advance in your career moving forward.

Looking For Your Next Opportunity?

Ready to put your resume and cover letter to good use with a new job? Contact Medical Talent to speak directly with one of our skilled healthcare recruiters.

We’ve seen an increased push for diversity, equity, inclusion, and belonging in the past few years – and that’s a good thing for businesses and job seekers alike. Along with this push is a renewed focus on unbiased hiring. As we finish out the year and move into 2023, the need for unbiased hiring is greater than ever.

Why is unbiased hiring essential?

The chief reason for making sure your hiring process is unbiased is obvious: You don’t want to get slapped with a discrimination lawsuit. But beyond that, hiring in an unbiased way ensures you’re building a diverse team. And that’s good for business.

Research from McKinsey shows that companies with more diverse leadership teams also performed better financially. Companies in the top quartile for gender diversity were 27% more likely to outperform other organizations in terms of profitability. Their data also shows that for every 1% increase in an organization’s diversity, the organization can predict a 3 to 9% increase in revenue. To put it simply, unbiased hiring equals more diversity, which equals better profits.

In addition to the monetary gains, unbiased hiring and diversity efforts also increase workplace productivity. When employees know their needs are being met by an organization that cares about openness and inclusion, they perform better. Decreased turnover, more innovation, and better decision making also trend upward in teams that boast diversity and equality.

How do you make your hiring process unbiased?

The reasoning for an unbiased hiring process is clear. But how do you go about making it that way?

The first step is to have a diverse hiring team – the people that are the best at hiring diversely are diverse themselves. Yes, this is a bit of a chicken-and-egg situation; but if you can make your hiring team as diverse as possible, you’ll see diverse results.

Resume scanning needs to be done blindly, with no identifying information about age, race, gender, or any other personal characteristics clouding judgement. Interview questions need to be based on the competencies required for the position, and nothing else. You can also consider including game-based assessments in your interview process to give every candidate an equal opportunity to showcase themselves.

Hire the Best People in 2023

Put your organization a step ahead and partner with a healthcare staffing agency that can increase your diversity and hire the very best. Contact the Medical Talent team today.

Travel nursing is a dynamic, exciting, and adventurous career choice. But it’s not all glamorous, especially as we approach the holiday season. If you’re considering a career as a travel nurse or if you’re heading into your first holiday season on the road, there are some challenges to be aware of.

Time Away from Family

Perhaps the biggest difficulty for many travel nurses who are working during the holidays is spending this time of year away from family. It’s tough to be away from the comfort of home during the holidays, especially if you’re working in an entirely different state or the whole way across the country. And since patients need care year-round – even on the major holidays – it’s possible that you won’t have off work on these important dates. You’ll need to make peace with the fact that your job comes with sacrifices; but remember that you’re doing something good for other people and spending your holidays with the patients who need you.

Travel Logistics

Logistics can be a hassle any time of year, but it tends to get even worse around the holidays as more and more people are traveling. Dealing with time zone changes, unfamiliar weather, adjusting to new places, arranging flights, and more can really take a toll – especially if you’re taking on a new assignment for the first time.

Visit nursing.org’s travel nursing page for a list of online resources on everything from packing tips and tax information to networking hints and certification resources.


No matter the time of year, licensing can be a challenge for travel nurses. Travel nurses are required to have an active license for every state in which they work, and that can take a lot of planning. Of course, many states are covered under the Compact license agreement, allowing nurses to get just one license. Note that additional certifications might be needed if you’re hired for a specialty position like a role in labor/delivery or the emergency room.

To keep it all straight, trust an experienced travel nurse staffing agency like Medical Talent to help you on your journey.

Get Help with Your Travel Nursing Career

Medical ’ talented recruiters are here for you every step of the way. Contact our team to learn more about how we can help your travel nursing career progress, and browse our current openings here.

There’s no question we’re dealing with a tough hiring market right now. Call it The Great Resignation, the Sansdemic, the Great Re-Evaluation… the fact is that candidates have the leverage today, and your organization is probably facing a talent shortage if you’re like most other businesses out there. But you might be missing some obvious solutions to the problem.

Here are three solutions to the talent shortage that you may have overlooked:

Tap into the hidden workforce.

Research by the Harvard Business School shows that the “hidden workforce” consists of some 27 million people who want to work and can’t find jobs. These workers are broken down into three categories:

  • Missing hours: People who currently work part-time but are looking for full-time work.
  • Missing from work: People who have been unemployed for a long period, but still want to work.
  • Missing from the workforce: People who are unemployed and have given up actively seeking work but would be willing to take a job if the right offer was presented to them.

The Great Resignation is a real phenomenon – but it’s important to understand that there are still people out there looking for work. So, how do you find them?

Source both passive and active candidates.

Active candidates are those actively looking for work. Passive candidates are those who aren’t, because they’re already employed. And it’s important to source from both talent pools if you hope to combat the talent shortage. According to Recruiter.com, recruitment and talent acquisition professionals have long held a preference for currently employed talent (passive candidates). But just because a person isn’t employed currently doesn’t mean they don’t have the skills or experience to do the job.

Don’t let a preference for passive candidates perpetuate the talent shortage at your organization. Be sure to consider all applicants, whether they’re currently employed or not, when sourcing for your open roles.

Update your ATS.

Research shows that a cumbersome or confusing application process is a huge barrier for most applicants. Outdated ATSs and poorly designed applications only serve to turn candidates off – if they can’t easily apply, they’ll just choose to go elsewhere. And sometimes, the technology itself just isn’t up to par with today’s recruiting needs. Most traditional ATSs rely on keyword filters to prequalify candidates – but keep in mind that all that tells you is whether a keyword appears on a candidate’s resume or not. Go beyond the technology and remember to look at candidates wholistically and consider upgrading outdated technology to better suit your needs today.

Need Help with Recruiting?

That’s where we come in. Contact Medical Talent to find the professionals you need at your organization.

A shortage of nurses existed before COVID-19, but the pandemic certainly highlighted the problem – and made it worse. Demand for nurses and other healthcare professionals is expected to grow significantly over the next decade, which increases competition among healthcare organizations like yours. That’s where partnering with a healthcare staffing agency like Medical Talent can help.

Let’s examine just three of the major benefits of working with a healthcare staffing agency:

Fill Talent Gaps and Prevent Staff Shortages

Skills gaps and staff shortages aren’t just an inconvenience in the world of healthcare; it can lead to inadequate patient care. Whether it’s unplanned absences, maternity leave, or a pandemic stretching the pool of qualified talent thin, you need to be able to adapt – fast. Connecting with a healthcare staffing agency means you have the talent you need at your fingertips, when you need it. If you need to ramp up staffing for a busy period – like flu season, for example – you can do so quickly and efficiently. When you don’t need the extra help, you can scale back to save money and resources.

Save Time on Candidate Sourcing

How much time does your internal HR team spend setting up job listings, screening through applications and resumes, setting up interviews, narrowing down the list… it all takes up a lot of time and resources. When you rely on a healthcare staffing agency, the entire recruiting process is taken care of for you. That means you free up your core team to focus on operational objectives and important business tasks. Plus, you get the healthcare talent you need faster.

Outsource Payrolling and Credentialing

If you rely on a healthcare staffing agency for temporary nursing help, per diem, travel nurses, or other arrangements that aren’t permanent hires, the agency will help with any necessary vetting and credentialing. Plus, those nurses remain on the agency’s payroll, not yours. That means you offload the burden of payroll – including paycheck processing, distribution, tax withholdings, and much more – and let the professionals handle it.

Start Your Relationship with Medical Talent

Our medical staffing division can help you find the nurses and healthcare professionals your organization needs to improve patient outcomes and remain successful. Contact a member of our healthcare recruitment team to learn more about our services and get started.

We tend to spend a lot of time preparing in advance for an interview, including those that are held over the phone. Polishing your resume, going over common interview questions and talking points, reviewing your experience and accomplishments, practicing how to speak clearly and slowly… that’s all very important. But it’s also vital that you don’t forget about the end of the interview – because it’s one of the most crucial moments of the entire conversation.

Here’s what to say at the end of a phone interview:

Come prepared with questions.

Almost invariably, the interviewer will ask you if you have any questions for them as the interview draws to a close. If you say “no,” it’ll appear that you’re disinterested or just want to get the call over with. Always think of a few questions to ask ahead of time; more about the company culture or structure, or further details about the position you’re interviewing for, for example. Keeping the conversation going shows that you care, and it’s a great way to find out the information you might not otherwise be told.

Ask about next steps.

Asking about what happens next after the phone interview serves two purposes. First, it lets you know what to expect, whether it’s another phone call, a video chat, or an in-person interview. Secondly, it shows that you’re looking ahead to further interactions with the company, and that you’re confident you’ll advance to the next round of interviews.

Reiterate your value.

It’s a good idea to make it clear again why you believe you’re a great fit for the role, and what kind of value you’ll be bringing to the company assuming you’re hired. Try something like, “I’m glad we were able to speak today. With my X years of experience in the field, I think I can do a lot to support the existing team, and I look forward to next steps.”

Remember to say “thank you.”

Of course, you’ll always want to wrap up by thanking the interviewer for their time. A simple “Thanks so much for speaking to me today – I look forward to hearing from you” will go a long way. Being polite is simply the best way to make a good impression and ensure you’ll be a good addition to the team.

Land Your Next Interview

Struggling to find interviews with great companies who match your vision and values? Let Medical Talent help. Our skilled recruiters won’t rest until you’ve found a position that checks all the boxes. Contact us today to learn more and get started.