Certified Nursing Assistant (CNA, STNA, LNA) Recruiters

What do we check before you see anyone?

State nurse aide registry status. We verify an active listing on the applicable state nurse aide registry and review available status information. Your team completes its own credentialing review before hire. BLS status. We ask whether the candidate holds current BLS and identify the issuing provider and expiration date.

• BLS may be your facility policy or a preferred credential rather than a universal legal rule.
• Lift experience. We ask which mechanical lifts the candidate used, who assisted during transfers, and what they reported before moving a resident. This separates observed experience from hands-on familiarity.
• Dementia care. We ask about a resident becoming distressed during bathing, sundowning, or redirection. We listen for calm communication, calls for nurse support, and respect for the resident rather than a claim that every episode was easy.
• Comparable assignments. We ask about resident counts, two-person assists, toileting rounds, repositioning, meal support, charting, and call-light response. A candidate should describe the pace without minimizing work they did not perform.
• Work history and references. We review dates, gaps, attendance context, and reported reasons for leaving. With permission and your process, references can address reliability, teamwork, infection-control habits, and whether the aide reported resident changes promptly.

Which mistakes stall the search?

A common mistake is treating registry status as proof that an applicant can complete your transfer, toileting, charting, and reporting routine. Another is assuming assisted living, hospital, and skilled nursing experience involve the same resident assignments and nurse-aide workflow. A skilled nursing candidate may know recurring resident routines, restorative support, and reporting changes over many shifts.