Hiring a Returning Theatre Nurse: Three Checks to Make Before the Offer
Hiring a returning theatre nurse is usually a good sign. You already know them, and that counts for something. But before the offer goes out, it is worth working through three checks: how recently they have practised, what their direct manager says about them now, and how they talk about the employer they are currently leaving.
Check one: recency of practice
The Nursing and Midwifery Board of Australia sets a recency of practice standard. Nurses need at least 450 hours of practice in the past five years, and midwives with dual registration need to meet the standard for both. Source: NMBA fact sheet on recency of practice, page reviewed 25 January 2024.
Ask about recency early in the process. A nurse who does not meet the standard can still return, but they may need a return to practice program before they can take a full caseload, which affects start dates and rostering.
Check two: a reference from their direct manager
Familiarity with a returning nurse is valuable, but it is not a reason to skip the reference check. Teams and consultants change over a few years, and a direct manager reference tells you how the nurse worked most recently, not just how you remember them.
Speak to the manager they reported to most closely, not a peer or a general HR contact. Ask about clinical judgement under pressure, how they took feedback, and whether the manager would hire them again.
A returning nurse you already trust is still worth this call. It protects the team, and it protects the nurse too, by confirming the fit is still there before the offer goes out.
Check three: how they talk about their current employer
Listen to how a candidate talks about the hospital or team they are leaving. One frustrated comment is normal. Someone who cannot find anything fair to say about the people or the place is worth a second look.
How a person speaks about a past employer is often a preview of how they will speak about yours one day. It does not rule someone out on its own, people do leave bad situations, but it is worth a follow-up question rather than letting it pass.
Ask what they would have changed, or what they will miss. A balanced answer, even from someone leaving a genuinely difficult workplace, says more about how they will fit your team than the criticism itself.
Build the first week around them
A strong start helps a returning nurse settle. Simple habits make a difference, such as introductions by name and role at the start of each list. If your roster includes on-call, be clear about it early.
What is the first thing you check when a nurse comes back to your theatre after time away?
Building or keeping a strong theatre team?
If you would like a confidential conversation about your theatre workforce, contact Paul on 0435 583 849 or email paul@carejobz.com
