Streamlined documentation, tailored orientation & mentorship help onboard per diem and local staff. These steps boost compliance, teamwork & retention.

<p>Hospitals and medical facility administration increasingly rely on per diem and local contract professionals to cover staffing gaps and support patient care to keep their facilities running optimally. While these temporary professionals are highly skilled, the efficiency of their integration often depends on how well the onboarding process is structured. A smooth onboarding process helps them quickly adapt to your facility’s culture, processes and patient care standards which protects both staff morale and patient safety.</p>

<p> Cross Country has been working with hospitals and medical facilities for almost forty years and has put together a list of best practices when it comes to onboarding per diem and temporary staff.</p>

<h2>Prepare Before Their First Shift</h2>
<p>One of the most common onboarding challenges is having temporary staff arrive unprepared. Avoid first-day chaos by ensuring the following is completed prior to their start date:</p>

<ul>
  <li> Credential Verification: Confirm all licenses, certifications, and health screenings are up-to-date. </li>
  <li> Access Setup: Arrange for ID badges, EMR logins, and door access before their first day. </li>

  <li> Unit Assignment: Provide schedules and unit details ahead of time to minimize confusion. </li>
</ul>

</br>

<p>By preparing in advance, per diem staff can step in confidently and contribute from day one.</p>

<h2> Offer a Focused and Limited Orientation</h2>
<p> Per diem and local professionals don’t need the full onboarding that permanent staff receive, but they do need a comprehensive orientation that prioritizes safety, compliance and workflow essentials. Consider:</p>

<ul>
  <li> Key Facility Protocols: Emergency procedures, infection control and patient privacy policies. </li>
  <li> Role-Specific Guidelines: Expectations for documentation, handoff processes and patient load. </li>
  <li>Unit Tours and Introductions: Quick walk-throughs of essential areas like medication rooms, supply closets and break rooms, plus introductions to charge nurses and unit leads.</li>
</ul>
</br>
<p>Short but structured orientations ensure that temporary staff can adapt without feeling overwhelmed.</p>

<h2>Provide Clear Points of Contact</h2>
<p> These healthcare professionals may rotate across multiple facilities. Assigning a dedicated point of contact such as a charge nurse, staffing coordinator or unit manager ensures they know who to turn to for:</p>
<ul>
  <li> Clinical or procedural questions </li>
  <li> Schedule or timekeeping concerns </li>
  <li>	Unit-specific protocols </li>
</ul>

</br>
<p>This single point of contact reduces chaos and fosters a sense of calm.</p>

<h2>Leverage Technology to Streamline Onboarding</h2>
<p>Technology allows administrators to standardize the experience, minimize delays, and maintain compliance.</p>
<ul>
  <li> Mobile Apps or Portals: Share schedules, facility maps, and unit policies in one place. </li>
  <li> E-Learning Modules: Provide self-paced access to mandatory compliance training before their first shift. </li>
  <li> Automated Credential Tracking: Ensure up-to-date licensure and certifications without manual follow-up. </li>
</ul>

<h2>Encourage Integration into the Team</h2>
<p> All staff (short-term or permanent) perform better when they feel included. Promote team connection by:</p>
<ul>
  <li> Introducing them during huddles or shift reports. </li>
  <li> Assigning a “buddy” for the first few shifts to help navigate unit culture and workflows. </li>
  <li> Recognizing their contributions, whether through verbal appreciation or inclusion in team updates. </li>
</ul>

<h2>Request Feedback and Adjust</h2>
<p>A strong onboarding program evolves over time. After each assignment, ask temporary staff:</p>

<ul>
  <li> Which aspects of onboarding helped them succeed?</li>
  <li> Where could the process be more efficient or clearer? </li>
</ul>

</br>
<p>Continuous feedback ensures that onboarding remains effective and aligned with the needs of both the facility and its temporary workforce.</p>

<h2>Why Effective Onboarding Matters</h2>
<p>Onboarding per diem and temporary staff is not just a courtesy, it’s a critical component of operational efficiency, patient safety and staff satisfaction. When temporary staff can transition quickly and confidently, hospitals reduce errors, improve coverage and foster a more cohesive team environment.</p>

<p>Cross Country has a pipeline of per diem and local contract nursing and allied professionals across the country. If your facility is in need of staffing assistance, please reach out <a href="https://www.crosscountry.com/msn/client-solutions?utm_source=Website&&utm_campaign=BLOG" target="_blank">here</a>. </p>



Streamlined Onboarding for Per Diem Healthcare Staff

Cross Country

per diem

Best Practices for Onboarding Per Diem and Local Healthcare Staff

This month, we’re thrilled to introduce Kristina B., an outstanding Speech-Language Pathologist (SLP) whose dedication and compassion shine in every classroom she enters. Keep reading to learn what sparked Kristina’s journey into speech-language pathology and why she loves being part of the Cross Country Education team.

<p>At <strong>Cross Country Education</strong>, we’re honored to collaborate with passionate professionals who make a difference in students' lives every single day. Their commitment to fostering student success is nothing short of inspiring, and we believe their stories deserve to be shared.</p><p>Through our <strong>Educator Spotlight Series</strong>, we hope to celebrate these incredible individuals and inspire others to consider a career in this rewarding field.</p><p>This month, we’re thrilled to introduce <strong>Kristina B.</strong>, an outstanding <strong>Speech-Language Pathologist (SLP)</strong> whose dedication and compassion shine in every classroom she enters.</p><p>Keep reading to learn what sparked Kristina’s journey into speech-language pathology and why she loves being part of the Cross Country Education team.</p><h3>Why did you become a Speech-Language Pathologist?</h3><p>I became a Speech-Language Pathologist because I’ve always been passionate about helping children find their voice—whether that's through spoken words, sign language, or alternative communication methods. Growing up with deaf grandparents, I was introduced early to the many different ways people communicate. I grew up learning American Sign Language, and it taught me that communication is not one-size-fits-all. This sparked my interest in how language develops and how powerful it can be to help someone connect with the world around them.</p><h3>What do you like about Cross Country Education?</h3><p>I enjoy the variety and collaboration that CCE offers. I love that I get to work in different schools throughout the week—it keeps things interesting and allows me to support a diverse range of students and school cultures. That variety has made me a more flexible and well-rounded clinician.</p><h3>What have you liked about your experience working at schools with Cross Country Education?</h3><p>I really appreciate the opportunity to collaborate with professionals across different disciplines. Those interdisciplinary relationships are so valuable when it comes to creating effective support for students. Another big highlight for me has been working alongside some truly amazing SLPAs. Their dedication, creativity, and professionalism make such a difference in the therapy process.</p><h3>What kind of advice would you give to those starting out in your field?</h3><p>My advice for those starting out in speech-language pathology is to keep an open mind and get as much exposure to different populations and settings as possible—especially early on. I also strongly recommend taking advantage of continuing education opportunities beyond what's required—especially in your first few years. This field is incredibly broad, and there’s a niche for everyone.</p><h2>Speech-Language Pathologist Jobs</h2><p>If you're inspired by Kristina's journey and ready to make a meaningful impact in students' lives as an SLP, start your own rewarding adventure—explore our <a href="https://www.crosscountryeducation.com/job-search" rel="noopener noreferrer" target="_blank"><strong>jobs</strong></a> today!</p>

Educator Spotlight – Kristina B., Speech-Language Pathologist

Rural PACE centers face unique workforce challenges. Learn how tailored staffing solutions can help recruit and retain top talent to ensure consistent, high-quality care.

<p>Providing comprehensive, coordinated care to seniors in rural areas is at the heart of the Program of All-Inclusive Care for the Elderly (PACE). But for many rural PACE organizations, a critical roadblock remains: staffing.</p>


<h2>The Rural Staffing Challenge</h2>
<p> Rural PACE programs face a unique set of workforce hurdles: limited candidate pools, longer travel times, fewer training opportunities, and competition from larger health systems. These challenges not only impact recruitment, but also retention, continuity of care, and staff well-being.
</p>


<h2>Solutions That Work in Rural Settings</h2>
<p> To succeed, rural PACE centers need tailored workforce strategies that go beyond traditional staffing models. Partnering with an experienced healthcare staffing provider can offer immediate and long-term solutions, including: </p>

<ul>
  <li> Access to a broad network of pre-vetted clinical and non-clinical professionals</li>
  <li> Recruitment strategies that highlight the mission-driven nature of PACE work</li>
  <li> Flexible staffing models to reduce burnout and improve retention</li>
  <li> Support in building a culturally competent workforce that reflects the communities served </li>
</ul>


<h2> Why It Matters</h2>
<p> Investing in the right workforce solutions helps rural PACE organizations maintain high-quality, person-centered care while easing the burden on current staff. With the right team in place, your organization can focus on what matters most, supporting older adults to live safely and independently in their communities.</p>

<h2>Need help navigating rural staffing challenges?</h2>
<p><a href="https://www.crosscountry.com/wsg/contact-us" target="_blank"> Let’s talk</a> about how our specialized workforce solutions can support your mission.</p>



Navigating the Challenges of Staffing in Rural PACE Organizations

As the demands of healthcare shift, so do the needs of nurses. Discover why flexibility—once a nice-to-have—is now a must-have for nurse satisfaction, retention, and success in today’s fast-paced world.

<p>The nursing profession has always required strength, skill, and compassion—but in today’s environment, it also demands flexibility. From evolving care models to lifestyle shifts brought on by the pandemic, nurses are rethinking how and where they work.</p><p>Flexibility is no longer a bonus for nurses, it’s a core need. Whether it’s about choosing the right schedule, working in new environments, or balancing life outside of work, adaptable nursing careers are shaping the future of healthcare. Flexibility is redefining nursing and Cross Country is helping nurses build careers that reflect their needs, values, and goals.</p><h2>Why Flexibility Matters More Than Ever in Healthcare</h2><h3>A New Generation of Nurses, A New Set of Priorities</h3><p>Today’s nurses aren’t following the same career tracks as previous generations. Many want variety, mobility, and agency in their schedules. The rise of Gen Z and millennial nurses has brought a shift toward valuing mental health, purpose, and balance.</p><h3>The Post-Pandemic Wake-Up Call</h3><p>COVID-19 laid bare the pressures nurses face—burnout, understaffing, and lack of support. In response, many nurses are no longer settling for rigid roles. Flexibility has become essential for preserving well-being and preventing long-term attrition in the profession.</p><h2>The Many Forms of Flexibility in Modern Nursing</h2><h3>Flexibility in Where You Work</h3><p>From bustling hospitals to rural clinics, telehealth platforms to school districts—nurses today can choose their setting. Travel nursing, per diem work, and remote opportunities have created more career freedom than ever before.</p><h3>Flexibility in How You Work</h3><p>Not every nurse wants a 12-hour shift—or a 9-to-5. Flexible scheduling, short-term contracts, weekend-only options, and block scheduling offer alternatives that meet personal and professional needs.</p><h2>How Flexibility Supports Nurse Well-Being and Career Longevity</h2><h3>Protecting Mental and Physical Health</h3><p>Flexible roles allow nurses to rest, recharge, and better manage the demands of caregiving. This leads to fewer sick days, better patient care, and stronger long-term career satisfaction.</p><h3>Opening Doors to Growth Without Burnout</h3><p>Adaptable career paths give nurses space to try new specialties, take breaks between assignments, or ease into leadership roles—all without sacrificing their well-being or sense of purpose.</p><h2>How Cross Country Helps Nurses Design Flexible Careers</h2><h3>More Choices, More Control</h3><p>At Cross Country, we don’t just offer jobs—we offer options. Nurses can choose their ideal schedule, location, contract length, and setting. It’s career customization with lifestyle in mind.</p><h3>Support for Every Twist and Turn</h3><p>Whether you’re changing specialties, relocating, or just need a lighter workload for a season, our recruiters and clinical team are here to adapt with you. We believe your career should evolve as your life does.</p><h2>Rethink What’s Possible in Your Nursing Career</h2><p>Flexibility is more than a trend—it’s the new foundation of a sustainable, rewarding nursing career. At Cross Country, we help nurses take control of their work lives by offering assignments that fit <em>them</em>, not the other way around.</p><p>Want more freedom, support, and possibilities in your career? Let’s build that future together.</p><p><a href="https://www.crosscountry.com?utm_source=Website&amp;utm_campaign=Blog" rel="noopener noreferrer" target="_blank"><strong>Search Nursing Jobs with Cross Country</strong></a></p>

Why Flexibility Is Becoming the New Foundation of Nursing

Discover hospital recruitment strategies that actually work. Learn how top health systems attract and retain clinical talent faster—with the help of data, technology, and trusted partners like Cross Country.

<p>The pressure to fill clinical roles has never been greater. Vacancy rates are rising, burnout is accelerating, and your internal teams are stretched thin. According to the American Hospital Association, <strong>more than 90% of hospitals report staffing shortages across nursing and allied roles</strong>, with no signs of relief ahead.&nbsp;</p>
<p>To stay competitive, hospitals must evolve beyond outdated recruitment tactics. That means building a smarter hiring strategy—backed by real-time data, national reach, and scalable support. Here’s how leading health systems are turning their recruitment challenges into long-term workforce wins.&nbsp;</p>
<h2>Understanding Common Hospital Recruitment Challenges</h2>
<p>Let’s start with what’s slowing you down—and costing you more.&nbsp;</p>
<h3>High Turnover and Burnout</h3>
<p>It’s not just about hiring—it’s about keeping the talent you already have. Clinicians cite burnout, inconsistent schedules, and lack of support as top reasons for leaving.&nbsp;</p>
<h3>Slow Time-to-Fill</h3>
<p>Every day a role stays open, revenue drops and staff morale takes a hit. Delays in onboarding or sourcing the right candidates cause unnecessary strain.&nbsp;</p>
<h3>Inconsistent Candidate Quality</h3>
<p>If your team is fielding resumes that don’t meet your standards—or worse, cultural fit—your hiring process becomes reactive, not strategic.</p>
<h3>Limited Market Reach</h3>
<p>Internal teams often rely on local pools and outdated tools. Without a national network, it’s hard to find specialized or mobile clinicians when you need them most.&nbsp;</p>
<h3>Rising Recruitment Costs</h3>
<p>You’re spending more on hiring, advertising, and contract labor—but still not seeing measurable return. That’s a sign your recruitment model needs to change.&nbsp;</p>
<h2>Core Elements of an Effective Hospital Recruitment Strategy</h2>
<p>Hospitals that are winning the talent war share five things in common:&nbsp;</p>
<h3>Workforce Planning with Predictive Analytics&nbsp;</h3>
<p>Proactive hiring is key. Smart systems help forecast gaps, track time-to-fill, and match workforce demand to patient volumes.&nbsp;</p>
<h3>A Strong Employer Brand That Speaks Clinician&nbsp;</h3>
<p>Clinicians want to feel seen. Transparent culture, flexible benefits, and a commitment to well-being must show up early—and often.</p>
<h3>Streamlined Credentialing and Onboarding&nbsp;</h3>
<p>
  Lengthy, manual onboarding turns great candidates away. That’s why Cross Country uses <strong>Intellify<sup>®</sup></strong
  >, our proprietary VMS, to automate the credentialing process and move quality talent to the floor faster. With real-time visibility and centralized workflows, you reduce friction—without sacrificing compliance.
</p>
<h3>National Talent Partnerships&nbsp;</h3>
<p>You can’t solve today’s workforce problems with yesterday’s sourcing tactics. Partnering with a national healthcare staffing firm gives you immediate access to vetted, ready-to-work talent across the U.S.—including hard-to-fill specialties.&nbsp;</p>
<h3>Retention That Starts With Recruitment&nbsp;</h3>
<p>You can’t fix retention post-hire. Great organizations are designing career paths, mentorship, and support into the offer from day one—and delivering on those promises.&nbsp;</p>
<h2>Partnering With the Right Hospital Staffing Firm</h2>
<p>Not all staffing firms are built for today’s healthcare environment. Here’s what you should demand from yours:&nbsp;</p>
<h3>✅ Healthcare-Specific Expertise&nbsp;</h3>
<p>You need a partner that understands the clinical and operational pressures hospitals face. Cross Country has been doing this for decades—with proven results and real metrics.&nbsp;</p>
<h3><strong>✅ </strong>National Reach, Local Agility&nbsp;</h3>
<p>Whether you need a contract RN in a rural hospital or a tech team to staff an urban clinic expansion, flexibility matters. We adapt to your market, not the other way around.&nbsp;</p>
<h3><strong>✅</strong> Purpose-Built Technology&nbsp;</h3>
<p>
  Our clients use <strong>Intellify<sup>®</sup></strong
  >—a healthcare-specific vendor management system that gives you full visibility into job orders, fill times, vendor performance, and spend—all from one dashboard. No more spreadsheet chaos. Just clarity, speed, and control.&nbsp;
</p>
<h3><strong>✅ </strong>Real Partnership, Not Just Placement&nbsp;</h3>
<p>You need a strategic workforce partner—not a transactional vendor. At Cross Country, we embed ourselves in your success with dedicated support teams, performance reporting, and solutions that evolve with your needs.&nbsp;</p>
<h2>Navigate Hospital Recruitment Strategies with Cross Country</h2>
<p>Cross Country works with some of the nation’s most respected hospitals and health systems to build smarter, stronger workforces. From rapid-fill staffing support to long-term workforce planning, our model is proven, scalable, and backed by the best tech in the business.&nbsp;</p>
<p><strong>Here’s what we bring to your table:</strong>&nbsp;</p>
<ul style="margin-left:20px">
  <li>Access to one of the largest clinical talent networks in the U.S.&nbsp;</li>
  <li>Reduced time-to-fill and cost-per-hire across specialties&nbsp;</li>
  <li>
    Exclusive use of <strong>Intellify<sup>®</sup></strong
    >, our proprietary VMS platform&nbsp;
  </li>
  <li>Healthcare-experienced recruiters and credentialing experts&nbsp;</li>
  <li>Data-driven insights that drive smarter staffing decisions&nbsp;</li>
</ul>
<p><br /></p>
<p><strong>Let’s build a workforce strategy that works—starting now.</strong>&nbsp; <a href="https://share.hsforms.com/1Vu8-Qsg_TDWjln51RJygxAcb5sd?_hsenc=p2ANqtz-8uibQCjxTHTpOsKBVTLcOmlsn9Sl7-wkRxW5nhSwlJD0BmkjprmZ0sZ67UQ9g0k0NYpT0a" rel="noopener noreferrer" target="_blank">Schedule a Strategy Call With Cross Country</a>&nbsp;</p>


Hospital Recruitment Strategies: How to Attract and Retain Top Healthcare Talent

Discover proven strategies to help Community Health Centers attract, develop, and retain a diverse, resilient workforce. Learn how to position your CHC as an employer of choice.

<p>As the healthcare labor market grows more competitive, Community Health Centers (CHCs) must go beyond filling open positions, they must strive to become <em>employers of choice</em>. This means building a workplace culture and operational strategy that attracts top talent, fosters retention, and mirrors the rich diversity of the communities they serve.</p>
<p>At Cross Country Workforce Solutions Group, we partner with health centers nationwide to develop workforce strategies tailored for long-term impact. Here's how CHCs can lead the way in creating a high-quality, culturally competent workforce that thrives.</p>
<h2>Build Awareness Through Education and Outreach</h2>
<p>To recruit talent that reflects your community and values, start by expanding your educational footprint.</p>
<p><strong>Best Practices:</strong></p>
<ul style="margin-left:20px">
  <li><strong>Partner with local schools, colleges, and workforce boards</strong> to build awareness of career paths in community health, especially among underrepresented populations.</li>
  <li><strong>Host informational sessions, internships, and shadowing programs</strong> for high school and college students, especially those from medically underserved areas.</li>
  <li><strong>Promote loan repayment and scholarship opportunities</strong> tied to CHC employment to reduce financial barriers.</li>
</ul>
<p><br /></p>
<p><strong>Impact:</strong></p>
<p>Educating early-stage professionals about the mission-driven work of CHCs plants the seed for long-term workforce growth and loyalty.</p>
<h2>Recruit with Purpose and Precision</h2>
<p>Recruitment today must be strategic, streamlined, and deeply aligned with your values.</p>
<p><strong>Best Practices:</strong></p>
<ul style="margin-left:20px">
  <li><strong>Leverage technology and data</strong> to analyze hiring trends, identify bottlenecks, and forecast future needs.</li>
  <li><strong>Highlight your mission and impact</strong> in all job postings. Today’s candidates, especially younger ones, want purpose-driven work.</li>
  <li><strong>Use inclusive language and imagery</strong> in recruitment marketing to reflect the diversity of your community.</li>
</ul>
<p><br /></p>
<p><strong>Tip from the field:</strong></p>
<p>Working with workforce partners like Cross Country allows CHCs to access a deeper pool of candidates across nursing, allied health, behavioral health, and support staff quickly and compliantly.</p>
<h2>Foster a Culturally Competent and Inclusive Workforce</h2>
<p>Representation matters, especially in healthcare. Building a workforce that reflects the community fosters trust, improves health outcomes, and enhances employee satisfaction.</p>
<p><strong>Best Practices:</strong></p>
<ul style="margin-left:20px">
  <li><strong>Invest in cultural competency training</strong> that includes implicit bias, trauma-informed care, and social determinants of health.</li>
  <li><strong>Create affinity groups and mentorship programs</strong> to support diverse staff members and develop future leaders.</li>
  <li><strong>Regularly review workforce demographics and equity benchmarks</strong> to ensure alignment with community needs.</li>
</ul>
<p><br /></p>
<h2>Retain Through Career Pathways and Well-Being</h2>
<p>Retention is more than pay, it’s about growth, balance, and belonging.</p>
<p><strong>Best Practices:</strong></p>
<ul style="margin-left:20px">
  <li><strong>Establish clear internal career pathways</strong> so employees can grow without leaving the organization.</li>
  <li><strong>Support whole-person well-being</strong> through mental health resources, flexible schedules, and burnout prevention programs.</li>
  <li><strong>Engage in regular feedback loops</strong> (stay interviews, pulse surveys) to respond to staff needs in real time.</li>
</ul>
<p></br></p>
<p><strong>Quick Win:</strong></p>
<p>Start a “Grow from Within” initiative to identify and upskill internal talent, especially front-line workers who want to step into clinical or leadership roles.</p>
<h2>Tell Your Story—and Own It</h2>
<p>Becoming an employer of choice also means communicating your values, impact, and people-first culture externally.</p>
<p><strong>Best Practices:</strong></p>
<ul style="margin-left:20px">
  <li><strong>Showcase employee stories, community engagement and initiatives</strong> across your website, social media, and recruitment materials.</li>
  <li><strong>Apply for awards or recognition</strong> that highlight your workplace culture (e.g., HRSA Quality Awards, local “Best Places to Work” lists).</li>
  <li><strong>Align your brand and employee value proposition (EVP)</strong> with your mission to serve the underserved.</li>
</ul>
<p><br /></p>
<p>In today’s complex healthcare landscape, Community Health Centers that intentionally invest in their people will not only survive, but lead. By focusing on education, inclusive recruitment, workforce development, and meaningful retention strategies, CHCs can become the employer of choice in their communities.</p>
<p>At Cross Country Workforce Solutions Group, we specialize in helping CHCs navigate these challenges with scalable, sustainable staffing and workforce solutions. Let’s build a future-ready team together.</p>
<p><strong>Need help designing your employer brand or optimizing your recruitment strategy?</strong></p>
<p><a href="https://www.crosscountry.com/wsg/contact-us" rel="noopener noreferrer" target="_blank">Connect with our team today.</a></p>


Becoming the Employer of Choice: How Community Health Centers Can Build and Sustain a Resilient, Diverse Workforce

For nursing and allied healthcare professionals, local contract assignments offer an appealing blend of flexibility, stability and the chance to stay close to home. But despite the perks, these professionals face a unique set of challenges that differ from those in permanent or per diem roles.

<p>For nursing and allied healthcare professionals, local contract assignments offer an appealing blend of flexibility, stability and the chance to stay close to home. But despite the perks, these professionals face a unique set of challenges that differ from those in permanent or per diem roles. Whether you're a respiratory therapist, MRI tech, nurse or physical therapist working local contracts, navigating these obstacles requires adaptability and resilience.</p>

<p> Considering a local contract role? Learn the best ways to succeed below.</p>

<h2>Navigating the “In-Between” Role</h2>
<p>Local contract professionals often straddle the line between being a full-time team member and a temporary outsider. You’re expected to integrate quickly, yet you may not be fully embraced into the facility's culture or workflow. </p>

<p> The best way to handle this is to focus on professional relationships. Introduce yourself to team members, ask questions and find a “go-to” person for support during your contract. Be proactive in joining huddles or shift reports and show interest in the unit’s culture. Establishing rapport and demonstrating a team-oriented attitude can easily bridge the “outsider” gap.</p>

<h2> Short Onboarding, High Expectations</h2>
<p>Facilities often expect local contract workers to hit the ground running, sometimes offering minimal orientation or training.</p>

<p> Take owns. Before your assignment starts, ask for as much information as possible: policies, procedures, equipment specifics, EMR training materials and expectations. Once on site, don’t hesitate to ask clarifying questions. Keep a personal “quick notes” reference with critical info like emergency codes, key contacts and floor layouts can be especially helpful.</p>

<h2>Inconsistent Scheduling and Shift Changes</h2>
<p>While contracts may specify shift types, many local professionals experience schedule changes, canceled shifts or floating to different units.</p>

<p>Handle this by staying flexible— and setting boundaries. Confirm your schedule in writing and clarify expectations about float policies, guaranteed hours and cancellation policies before signing a contract. Open communication with your staffing agency or manager can help minimize last-minute surprises.</p>

<h2>Maintaining Continuity of Care</h2>
<p>Since local contract professionals frequently rotate or change assignments, maintaining continuity in patient care can be more difficult. </p>

<p>You’ll want to document thoroughly and communicate clearly during handoffs. View your role as part of a larger patient care continuum. By ensuring the next provider has everything they need, you reinforce your value as a skilled and conscientious clinician.</p>


<h2>Professional Growth and Recognition</h2>
<p>Contract staff may not have access to the same professional development opportunities or recognition programs as permanent employees.</p>

<p>That doesn’t have to be a detriment. Invest in yourself by enrolling in online CEUs, attending local workshops and tracking your accomplishments across assignments. Keeping a portfolio of your experiences, skills and certifications will help you stay competitive and prepared for future opportunities.</p>


<h2>Work-Life Balance</h2>
<p>Local contract work can sometimes lead to long commutes, multiple job sites or erratic shifts—all of which strain your work-life balance.</p>

<p>As a local contractor though, you can be intentional with your time. Choose assignments that align with your lifestyle and personal commitments. If you’re juggling multiple contracts or gigs, build in rest days to avoid burnout. Prioritize self-care just as you would patient care.</p>

<p> Local contract assignments offer healthcare professionals the best of both worlds: professional consistency and personal flexibility. But with this hybrid path comes unique challenges that require self-advocacy, preparation and strategic decision-making.</p>

<p>By anticipating and addressing these common issues, you can make the most of your local contract career—and continue delivering exceptional care wherever you go.</p>

<p><strong>Are you a local contract professional or interested in becoming one?</strong>
</p>
<p>  Let us know <a href="https://www.crosscountry.com/local/nursing?utm_source=Website&&utm_campaign=SOCIAL" target="_blank">here</a> and we’ll reach out. We have great opportunities for nursing and allied professionals in many local markets. </p>



Overcoming Challenges Unique to Local Contract Assignments: A Guide for Nursing and Allied Healthcare Professionals

Travel nurses have more choices than ever, making strong benefits essential. Learn which perks matter most & how to stand out in a competitive market.

<p>Today’s travel nurses are highly skilled, highly mobile, and in high demand. With dozens of contracts at their fingertips, they’re no longer just choosing where to work—they’re choosing <em>who</em> to work with. And it often comes down to one thing: the benefits.&nbsp;</p>
<p>In a market where pay rates are increasingly competitive, it's the quality and consistency of benefits that separate the offers nurses accept from the ones they scroll past. If your organization wants to attract—and keep—top travel talent, your benefits package needs to go beyond the basics.&nbsp;</p>
<p>Here’s what today’s travelers expect, and how you can meet (and exceed) those expectations to fill critical roles faster.&nbsp;</p>
<h2>Why Benefits Matter When Hiring Traveling Nurses</h2>
<h3>Travel Nurses Are Comparing Offers Closely</h3>
<p>The average travel nurse now receives multiple job offers before accepting an assignment, according to <strong>HealthAffairs.org</strong> and <strong>NSI Nursing Solutions</strong>, with time-to-fill metrics dropping dramatically in competitive regions. That means benefits—not just pay—are often the tie-breaker.&nbsp;</p>
<h3>Clinicians Want Stability in a Flexible Career</h3>
<p>A 2023 survey by <strong>Nurse.org</strong> found that <strong>72% of travel nurses rank benefits and support as more important than base pay alone</strong>. Travel may be temporary—but the support structure needs to be consistent.</p>
<h3>Great Benefits Build Loyalty and Retention</h3>
<p>Retention in travel staffing isn’t a myth—it just requires intention. Cross Country has seen client partners increase nurse contract renewals by <strong>30%</strong> when offering streamlined onboarding, fast credentialing reimbursement, and end-of-contract bonuses.&nbsp;</p>
<h2>Must-Have Benefits in Today’s Packages for Travel Nurses</h2>
<h3>Comprehensive Health Insurance</h3>
<p>Nurses expect access to health, dental, and vision insurance that starts quickly and doesn’t lapse between assignments. According to the <strong>Kaiser Family Foundation</strong>, healthcare affordability is still a leading cause of stress among U.S. workers—even in the industry. Transparent plans, mental health resources, and low deductibles can set your offer apart.&nbsp;</p>
<h3>Tax-Free Stipends and Housing Support</h3>
<p>The <strong>GSA publishes stipend benchmarks</strong> that most travel clinicians reference. If your stipends aren’t competitive—or if you’re vague about housing—you’re losing candidates. Top-tier travelers are looking for options: furnished housing, safe neighborhoods, and upfront clarity.&nbsp;</p>
<h3>Retirement Planning and 401(k) Matching</h3>
<p>Even mobile professionals want long-term security. According to <strong>Fidelity</strong>, 401(k) enrollment among millennials has increased 27% since 2019. Travelers want to know their financial future isn’t on pause just because their location changes.&nbsp;</p>
<h3>Licensure and Credentialing Reimbursement</h3>
<p>Covering licensure and CEUs is expected—but accelerating the process is the real differentiator. Cross Country's clients using centralized credentialing (including <strong>Intellify®</strong>) have reduced placement delays by <strong>up to 50%</strong>, ensuring fewer dropped candidates and faster time-to-floor.&nbsp;</p>
<h3>Completion Bonuses and Referral Incentives</h3>
<p>Referral programs are one of the most effective channels for sourcing pre-vetted talent. When tied to completion bonuses, these incentives help travelers feel seen—and invested.</p>
<h3>Flexible Scheduling and Assignment Choice</h3>
<p>Travel nurses value freedom—but they expect structure. According to Cross Country’s 2025 Annual Nursing Survey, over 80% of respondents said flexible scheduling and input on assignments were top priorities when evaluating contracts. The ability to choose shift types, extend assignments, or explore new destinations with the same partner drives both engagement and retention.&nbsp;</p>
<h3>Dedicated Recruiter and Support Access</h3>
<p>The #1 complaint among travelers? “I couldn’t get ahold of anyone.” At Cross Country, our recruiter model is built on long-term relationship management—so travelers always know who to call and can count on consistent support, from application to assignment wrap-up.&nbsp;</p>
<h2>Want to See This in Action?</h2>
<p><strong>Case Study: Boosting Travel Nurse Retention with a Benefits-First Approach</strong>&nbsp;</p>
<p>A major regional hospital system in the Southeast partnered with Cross Country to improve its travel nurse acceptance and renewal rates. After updating its housing stipend policy, adding CEU reimbursement, and implementing end-of-assignment bonuses, the system saw:&nbsp;</p>
<ul style="margin-left:20px">
  <li><strong>26% increase in assignment acceptance rate</strong>&nbsp;</li>
  <li><strong>31% increase in contract extensions</strong>&nbsp;</li>
  <li><strong>40% increase in referral-based applicants within 6 months</strong>&nbsp;</li>
</ul>
<p><br></p>
<p>The takeaway? Benefits done right don’t just attract talent—they <em>build momentum</em>.&nbsp;</p>
<h2>Ready to Compete for the Best Travel Nurses? Start With Better Benefits.</h2>
<p><span class="ql-cursor">﻿</span>If you’re struggling to fill travel nursing roles, don’t just look at your pay rates—look at your package. Are you offering real support? Flexibility? Incentives that show nurses they’re valued?&nbsp;</p>
<p>At Cross Country, we help healthcare organizations compete at the highest level. From designing traveler-first benefits to placing skilled, assignment-ready clinicians, we help you close gaps with confidence.&nbsp;</p>
<p><strong>Let’s build a package—and a pipeline—that attracts the best.&nbsp;</strong> <a href="https://share.hsforms.com/1Vu8-Qsg_TDWjln51RJygxAcb5sd?_hsenc=p2ANqtz-8uibQCjxTHTpOsKBVTLcOmlsn9Sl7-wkRxW5nhSwlJD0BmkjprmZ0sZ67UQ9g0k0NYpT0a" rel="noopener noreferrer" target="_blank">Partner With Cross Country</a>&nbsp;</p>


Attractive Benefits for Travel Nurses 

 Top Employee Benefits Packages That Attract Traveling Nurses

Discover what sets high-value nurses apart in today’s evolving healthcare market. Learn how to build in-demand skills, increase your career value, and position yourself for long-term success in nursing.

<p>Healthcare isn’t standing still—and neither should your career. With staffing shortages, complex patient needs, and rapid tech advancements, today’s nurses are expected to wear many hats. But with challenge comes opportunity. Nurses who develop the right mix of clinical, technical, and soft skills are positioning themselves for longevity, leadership, and greater impact.</p><p>Becoming a high-value nurse isn’t about doing it all—it’s about doing what matters most and doing it well.</p><h2>Core Competencies That Set High-Value Nurses Apart</h2><h3>Clinical Excellence and Consistency</h3><p>At the foundation of every high-performing nurse is a commitment to safe, effective, evidence-based care. Whether you're in med-surg, ICU, or outpatient, clinical consistency earns trust from both colleagues and patients.</p><h3>Technological Proficiency</h3><p>From EMRs to AI-assisted diagnostics, tech is reshaping care delivery. Nurses who adapt quickly to new tools—and help others do the same—stay ahead of the curve and add real-time value to their teams.</p><h2>Soft Skills That Elevate Your Career</h2><h3>Strong Communication and Teamwork</h3><p>You can be clinically brilliant, but if you can’t collaborate or communicate clearly, it’ll limit your growth. High-value nurses know how to listen, de-escalate conflict, and ensure the entire care team is aligned.</p><h3>Empathy and Emotional Intelligence</h3><p>Healthcare is human work. The most valuable nurses understand their own emotional triggers, support peers through burnout, and build meaningful connections with patients, even in high-pressure environments.</p><h2>Strategies for Long-Term Growth</h2><h3>Lifelong Learning and Specialty Certifications</h3><p>High-value nurses are always learning. Whether it’s picking up a new certification, attending a webinar, or staying current on the latest protocols, continued growth keeps you relevant—and in demand.</p><h3>Career Goal Setting and Self-Awareness</h3><p>What do you want your career to look like in five years? Nurses who reflect on their goals, ask for feedback, and plan intentionally are more likely to progress into roles that align with their purpose and strengths.</p><h2>Ready to Take the Next Step?</h2><p>If you’re looking for new challenges or opportunities to grow, <strong>Cross Country</strong> connects nurses with assignments that align with your career goals and values. From specialized placements to continuing education resources, we’re here to help you move forward—wherever you are in your journey.</p><p>👉 <a href="https://www.crosscountry.com/travel" rel="noopener noreferrer" target="_blank"><strong>Explore Jobs Now</strong></a></p>

What It Takes to Be a High-Value Nurse in Today’s Market

Explore how nurses can build long-term, resilient careers in today’s ever-changing healthcare industry. Learn how to adapt, grow, and thrive amid shifting demands—with practical tips and forward-thinking strategies.

<p>The nursing profession is evolving faster than ever. From emerging technologies and telehealth expansion to staffing shortages and regulatory shifts, today's nurses face a dynamic and often unpredictable landscape. But amidst this change lies opportunity—especially for those who prioritize adaptability, lifelong learning, and purpose-driven career planning.</p><p>This blog breaks down what it takes to not only survive but thrive in this changing environment. Discover how nurses can develop career resilience, expand their skill sets, and find meaningful, sustainable paths in healthcare for years to come.</p><h2>Adapting to Change in the Nursing Profession</h2><h3>Embracing Lifelong Learning</h3><p>In a fast-paced industry, staying current is key. Whether through specialty certifications, online programs, or advanced degrees, nurses who continually invest in their education position themselves as valuable, future-ready clinicians. Lifelong learning boosts both confidence and job security.</p><h3>Staying Informed on Industry Trends</h3><p>Understanding larger shifts in healthcare—like value-based care, AI integration, or workforce policy updates—can help nurses navigate change more strategically. Stay connected by joining nursing organizations, attending webinars, and subscribing to reputable healthcare news sources.</p><h2>Strengthening Career Resilience Through Skill Diversification</h2><h3>Broadening Clinical Competencies</h3><p>Specializing in multiple areas or cross-training in high-demand fields like ICU, ER, or home health creates flexibility and opens up more job options. Nurses who can adapt across units or care settings become indispensable team members.</p><h3>Building Non-Clinical Skills</h3><p>Developing soft skills like communication, leadership, and critical thinking—as well as digital literacy—can unlock paths in education, policy, case management, and even healthcare tech. These roles reduce burnout and offer long-term career growth beyond bedside care.</p><h2>Creating Long-Term Career Satisfaction and Stability</h2><h3>Aligning Career Goals with Personal Values</h3><p>Career fulfillment is easier to achieve when your work aligns with your values. Whether it's work-life balance, advocating for underserved communities, or striving for leadership, taking stock of what drives you helps guide smarter career decisions.</p><h3>Exploring Flexible Career Paths</h3><p>Nursing offers far more than hospital shifts. Options like travel nursing, telehealth, informatics, consulting, or academic roles allow nurses to pivot as their interests or personal circumstances change—without leaving the profession.</p><h2>Find Career Support and Growth with Cross Country</h2><p>At Cross Country, we understand that resilience and satisfaction in nursing go hand in hand. That’s why we provide not only access to top job opportunities, but also tools and support designed to help nurses grow and adapt—through every stage of their careers. From travel assignments and continuing education to personalized recruiter guidance, we’re here to help you build the career you want.</p><p><br></p><p><strong>Search Travel Nurse Jobs with Cross Country</strong></p><p> Whether you're looking to expand your clinical experience, explore new settings, or simply find a better work-life fit, Cross Country is ready to support your next step.</p><p> <a href="https://www.crosscountry.com/" rel="noopener noreferrer" target="_blank"><strong>Explore Jobs Now</strong></a></p>

The Key Behind Building Resilient, Long-Term Careers in a Changing Nursing Industry

Cross Country Healthcare

Cross Country Education

Cross Country Locums

Cross Country MSN

Cross Country Allied

Cross Country Nurses

/travel

Locums

Investors

per-diem

home health

executive

Permanent

clients

Disclosure

travel

locums

investors

education

Corporate Careers

home-health

News + Insights

permanent

Clients

Disclosures 

CC-Footer

NURSING + ALLIED

PHYSICIANS + APPs

NON-CLINICAL

MORE JOBS

CORPORATE JOBS

MORE PROFESSIONALS

CONTACT US

SOLUTIONS

TECHNOLOGY

ABOUT

FAQs

RESOURCES

Main Navigation

Nav V2

Social-Icons

Many travel nurses enjoy having their own vehicles, so they have the freedom to explore. Contact CCH for Travel Nurse assignments.

<p>Getting ready for a travel nursing assignment requires a lot of preparation in completing all necessary paperwork, securing housing accommodations and packing everything you’ll need. However, many travel nurses (even veteran ones) often forget the importance of having a safe, reliable vehicle on a travel assignment. Are you thinking of owning your own vehicle for your travel nursing assignments? Consider the following three factors.</p><h2>Cost</h2><p>Many travel nurses do not end up living within walking distances of their travel assignments and often need to rent a car for the duration of their stay. Car rentals can be expensive, especially if you take several travel assignments per year, which is why it may be more cost-effective to own your own vehicle. However, there are many things to consider regarding costs of vehicle ownership, including car insurance and ongoing maintenance.</p><h2>Easy Shopping &amp; Transportation of Items</h2><p>As you think about transportation, it’s important to remember that your travel nursing assignment is not a vacation. As a temporary resident in a new city, you’ll have to run all your day-to-day errands yourself - such as grocery shopping, picking up dry-cleaning, or dropping a pet off at the veterinarian’s office. Having your own vehicle makes your daily routine much more manageable. Rather than lugging items (or pet!) on a bus or train, you’ll be able to get your errands done more efficiently and with less stress.</p><h2>Convenience</h2><p>While many travel nurses have assignments in cities with readily available public transportation, you may not enjoy always relying on trains and buses to get around. Travel nurses who enjoy exploring the cities they are visiting often want the flexibility to commute to places at their leisure. Having your own reliable vehicle can give you security in knowing you always have your own transportation throughout your travel assignment. Many travel nurses enjoy having their own vehicles, so they have the freedom to explore cities on their own terms.</p><p>These are just some of the many reasons why having your own vehicle can be very beneficial during a travel assignment.</p><p>While vehicle ownership comes with some ongoing expenses, you’ll likely find that the freedom and flexibility it affords is well worth the investment.</p><h2>Are you looking for new travel nursing opportunities?</h2><p>Get in touch today with Cross Country Nurses and let our recruiters assist you with the travel nursing process.</p>

Psst … want to hear the latest?