Hiring guide · Healthcare
How to Hire a Registered Nurse
Pay benchmarks, qualifications, sourcing, screening and interview questions for hiring registered nurses, plus a plan to get them productive fast.
Write a clear job description, offer competitive pay (the national median is $97,550), recruit through community college and vocational program career centers, verify NCLEX-RN license where applicable, run a structured interview with a practical skills check, and onboard with a 30-60-90 day plan.
Pay data: BLS OEWS, May 2025 · Outlook: BLS 2025–35 · Checked October 15, 2026
The hiring market for registered nurses
There are about 3,465,400 registered nurses employed in the U.S., with roughly 180,800 openings each year. Employment is projected to change +5.6% from 2025–35 (faster than average). Expect competition for qualified candidates: speed and a strong offer matter.
Pay benchmarks for offers
| Candidate level | Annual | Hourly* |
|---|---|---|
| Entry level (10th–25th percentile) | $68,940–$80,330 | $33.14–$38.62 |
| Typical / mid-career (median) | $97,550 | $46.90 |
| Experienced (75th percentile) | $112,350 | $54.01 |
| Top of market (90th percentile) | $137,470 | $66.09 |
*Annual ÷ 2,080 hours except median. National BLS data; adjust for your state and metro area. Many states and cities now require pay ranges in job postings.
What to look for
Must-haves
- Bachelor's degree (typical entry level)
- Licensing or certification required in your state
- Patient assessment
- Critical thinking
Nice-to-haves
- NCLEX-RN license
- BLS, ACLS and PALS
- Specialty certifications
- Experience with electronic health records such as Epic or Cerner
Where to find registered nurses
- Community college and vocational program career centers
- Clinical externship and student-placement partnerships
- State nurse aide registries and healthcare job boards
- Employee referral programs
- Job postings that use common alternate titles: RN, Staff Nurse, Bedside Nurse, Clinical Nurse
Screening checklist
- Verify certifications and state registry or license status with the issuing body
- Background checks and federal exclusion-list (OIG LEIE) screening as required for your organization
- Immunization records, TB testing and drug screening according to policy and law
- Current BLS/CPR certification
Follow federal, state and local rules on background checks, drug testing and fair-chance hiring, and apply screening consistently to all candidates for the role.
Interview questions to ask
Ask every candidate the same questions and score answers on a structured scorecard.
1. “Tell me about a time you recognized a patient’s condition was getting worse.”
What a strong answer includes: Use STAR: describe what you noticed, how you assessed and escalated (often via SBAR or rapid response) and the outcome. They want early recognition and action.
2. “How do you prioritize when several patients need you at once?”
What a strong answer includes: Explain ABCs, safety and time-critical meds first, delegation of appropriate tasks and communication with the team.
3. “How would you handle a disagreement with a physician’s order?”
What a strong answer includes: Clarify the order respectfully, share your concerns with data, consult the chain of command if needed and never carry out an order you believe is unsafe.
4. “How do you support a family receiving bad news?”
What a strong answer includes: Talk about presence, plain language, listening, involving chaplains or social work and respecting cultural needs.
5. “Why this specialty and this hospital?”
What a strong answer includes: Connect your clinical rotations and interests to the unit’s patient population and the organization’s values.
Practical skills checks
A short demonstration beats a perfect resume. Ask candidates to talk you through, or perform under supervision, tasks such as:
- Perform a Head-to-Toe Nursing Assessment (see the steps)
- Hang an IV Piggyback Medication (see the steps)
- Call a Provider Using SBAR (see the steps)
Red flags
- Can’t describe basic safety practices for the role
- Vague or inconsistent work history with no explanation
- Unfamiliar with core terms such as NCLEX-RN, Nursing process (ADPIE), Head-to-toe assessment
- Negative talk about every past employer or coworker
Onboard for retention
The first 90 days decide whether a new hire stays. Use our Registered Nurse 30-60-90 day onboarding plan and give every new hire the same foundation with Registered Nurse training. Show them the path forward: Registered Nurse → Charge Nurse or Specialty RN → Nurse Educator, Manager or Case Manager → Advanced Practice RN.
Hiring registered nurses: FAQ
How much should I pay a registered nurse?
The U.S. median wage for registered nurses is $97,550 per year ($46.90/hour), according to BLS May 2025 data. Entry-level offers often fall near the 25th percentile ($80,330), while experienced hires command closer to the 75th percentile ($112,350). Adjust for your local market.
What qualifications should a registered nurse have?
BLS lists “bachelor's degree” as the typical entry-level education. Look for NCLEX-RN license and BLS, ACLS and PALS where relevant, plus skills such as patient assessment, medication administration and dosage calculation, and iv therapy.
How long does it take to train a new registered nurse?
Becoming qualified typically takes 2–4 years. After hire, plan for a structured 30-60-90 day onboarding period; BLS classifies on-the-job training for this occupation as “none.”