Licensed Practical Nurse / Licensed Vocational Nurse (LPN / LVN) Recruiters

What do we check before you see anyone?

License status. We screen for an active LPN or LVN license through the relevant state board. Where multistate practice is available, we ask about the candidate’s privilege. Your team completes final credentialing before a start date. Medication-pass volume. We ask about average volume, scheduled times, interruptions, and how the nurse recorded administration or exceptions.

• Candidates should explain their process for refusals, missing medications, new orders, and questions to pharmacy or a supervisor.
• IV certification. Where state scope permits LPN IV therapy, we ask whether the candidate holds IV certification and what IV-related work they performed. This certificate is discussed against your state rules and internal policies, not treated as a universal duty.
• Documentation. We ask which electronic or paper records the nurse used and what they completed before shift report. We also ask how they documented medication exceptions, observations, provider notifications, and pending follow-up.
• Scheduling and work history. We review attendance, shift patterns, weekends, overtime expectations, notice periods, and reasons for each move. A change may reflect commute, schedule, management, family needs, or a different patient population.
• Communication on the floor. We ask how the candidate reported a change, clarified an unclear order, or raised a concern. Strong answers identify who received the information, which facts were shared, and what was charted afterward.

Which mistakes stall the search?

A common mistake is hiring on license status alone. A license does not show how the nurse handles your medication volume or charts exceptions. Another is leaving the assignment unclear. State the shift, patient population, charting system, weekend rotation, and escalation path before interviews.