Frequently asked questions

Is there really a nusing shortage in the U.S.?

You can google "U.S. Nursing Shortage" and you will see an endless list of news pieces about the problem. It is very real and predicted to worsen over time. What you won't find are any large-scale initiatives to address it. Small pockets of problem solvers are out there but given the magnitude of the issue, there ought to be massive efforts at the local, state and federal level. We're not seeing that. The U.S. economy has vastly improved since the great recession of 2008-2009. The recession actually helped nurse staffing with the number of "ready to retire" RN's who put off doing so due to all the exonomic uncertainty. Retired RN's even came back into the workforce as layoffs of spouses and family members in other sectors occured. More and more of those highly experienced, well-deserving RN's are now moving ahead with their retirement plans. This is good for them but bad for the business of healthcare. How do you replace highly experienced specialty RN's in the ED, OR and ICU who could be retireing in droves? It's a dlemma and is what keeps hospital executives awake at night. Even if there was a sufficient suppoly (or even an over-supply) of new nusing grads, which there is not, you can't responsibly staff those complex, critical specialty areas striclty with brand new RN's. It's not practical to do so. And recruiting an experienced RN from other institutions may fill your vacancy but it creates one for someone else (comparable to "rearranging the seats on the Titanic"). This is why the niche of Direct Source Healthcare has been the international recruitment of highly experienced practicing professionals in those specialty areas. Such an RN recruit, provided orientation to the ways of a U.S. hospital, will come up to speed to become a fully funtioning member of a hospital's staff in a matter of weeks upon arrival in the U.S. We know international recruitment is not the long-term answer to the U.S. nursing shortage but it can surely help in the short-term.

What are Chief Nursing Officers saying about the U.S. nursing shortage?

SOURCE: 2017 Survey by AMN Healthcare, BE Smith and the Center for the Advancement of Healthcare Professionals Chief Nursing Officers believe current nurse shorgages are negatively affecting patient care and staff morale, and project the shorages will worsen in the future, according to the results of a nurse leaders survey released in 2018. The 2017 survey, conducted by AMN Helathcare, BE Smith, and the Center for the Advancement of Healthcare Professionals, involved 223 nurse leaders. Participants included CNO's and nurse leaders with titles such as Chief Nurse Executive, Director of Nursing and Vice President of Nursing, Senior Vice Presicent, COO, Clinical Nurse Leader, and Clinical Administrator. Here are 7 survey findings. NURSING SHORTAGE: 1) 72% of CNO respondents described the nusing shortage at their organization as moderate, significant or severe. 21% described thier organizations's nursing shorage as slight, while only 7% said there was not a shortage. 2) Nearly 30% of CNO's said they expect the nursing shortage at their organization to worsen in 1 year. 43% exoect it to worsen in 2 years, adn 61% expect it to worsen in 5 years. 3) A majority of CNO's (61%) said they don't think their organizations's nursing shortage will change in 1 year. 40% said they don't think their organization's nursing shortage will change in 2 years, and 17% said they don't think it will change in 5 years. NURSE RECRUITMENT: 4) More than 80% of CNO's said their organization had moderate, significant or severe difficulty in recruiting nurses. 5) CNO's said lack of access to high-quality talent (32%) as well as their organizaiton's location (37%) are primary contributing factors to difficulty in recruiting nurses. PATIENT CARE AND NUSRE MORALE: 6) Nearly 80% of CNO's said staffing shortages in their organization have a slight, considerable or great negative impact on patient care. 7) 61% of CNO's said staffing shortages in their organization have a considerable or great negative impact on nurse morale.

How does Direct Source Healthcare recruit international talent?

We have a team of dedicated recruitment professionals who utilize all methods of technology and relationships to attract talent from all over the world. Our secret weapon, however, is our network of successful recruits already living and working in the U.S. They are an endless source of referrals for us. They are our best advertisement. In addition, we use job boards, word of mouth, and social media to get the word out about our opportunities. We conduct phone interviews, skype and facetime sessions, as well as in-person applicant interviews whenever possible. Each step is designed to ensure the we are selecting the "best and brightest" of the available talent.

Will I have any financial obligation to Direct Source Healthcare?

Not necessarily. The Employer will pay for your visa sponsorship, travel to the U.S. and initial housing. You are not required to pay Direct Source Healthcare or your healthcare sponsor any money. However, if you terminate your employment contract prior to its three-year duration, you will responsible to reimburse your employer all monies expended on your behalf.

After my initial interview, when could I be offered employment through Direct Source Healthcare?

We will be presenting you to our healthcare clients. Employer interviews will be necessary. Direct Source Healthcare will coordinate with you for those interviews to take place, either by phone, in person or over the internet.

Will I be employed by Direct Source Healthcare or directly by a Healthcare Facility?

Your employment offer will be to work "DIRECTLY" for one of our Healthcare Clients. We will provide you with detailed information and the geographic area where they are located.

Will I need to sign a Reimbusement Agreement with Direct Source or a client of Direct Source Healthcare?

Yes. All selected candidates, requiring visa sponsorship, will be asked to sign a 3-year employement agreement. This agreement between the employee and the employer describes terms and contiditons of employement. The agreement also defines costs that you will need to reimburse the employer if you choose to leave the employer prior to the end of the initial 3-year term of service.

Will I be offered a competitive salary?

Yes. You will receive a wage rate at or above the prevailing wage for the geographic area where you will be employed. The wage rate will be reflected in the visa wage petition. When one of our cleint facilities employs you, the starting salary will be very competitive and will conform to the healthcare facility's pay policies for all its hires, domestic or international.

Will I be offered a Benefits Package?

Yes. You will receive a very attractive benefits package as offered to all employees of the healthcare facility. The package should include:

  • Medical and Dental Insurace (for employee and eligible family members)
  • Basic Life and Supplemental Life Insurance
  • Disability Insurance
  • Paid Time Off (Including vacation, sick, personal and holiday pay)
  • Retirement Plan
Eligibility for coverage will conform to the healthcare facilitiy's policies for all its new hires.

Who will sponsor my Visa?

The Healthcare Facility that directly employs you will sponsor your visa. Direct Source Healthcare will act as the facilitator for the visa process. We will be sure to communicate exactly which organization will be sponsoring your visa and answer any quesitons you have during the process. We will be the liason between you, the healthcare facility, and the immigration law firm. We will ensure things happen in a timely manner.

Will I be offered Green Card Sponsorship?

Yes. Green Card sponsorship is the benefit that will be offered to you by the Healthcare Facility that sponsors you. In rare circumstances the H1B could be used, but adjustment of status to Green Card will also be offered.

Who will handle my travel arrangements to the United States?

Direct Source Healthcare's Employee Services Staff will assist you long before you arrive in the United States, while you are awaiting your visa approval. Together with you, our Employee Services Staff will coordinate the move to the United States and make all the necessary travel arrangements.

Will I be responsible for travel expenses associated with my relocation to the United States?

No. The Employer will pay 100% of the costs incurred in your relocation to the United States.

I am not familiar with the geography and culture of the United States. Will there be assistance provided to help me acclimate myself to the United States?

Yes. Our expert Employee Services Staff will assist you with everything from meeting you at the airport upon your arrival to the United States, securing and taking you to your initial housing, and taking you to a Social Security Administration office to apply for a Social Security Number. Additionaly, our Employee Services Staff will provide you with orientation to the geographic area where you will be working and answer any questions you might have about your area of residence or cultural nuances of the United States. The Employee Services Staff is here to help you.

Who is Direct Source Healthcare ?

John Haines and Denise Halasnik foresaw the need to recruit talent from around the world in response to the growing shortage of Information Technology (IT) professionals available in the United States. To respond to the need they founded Direct Source Consulting in 1997. A similar shortage exists in the U.S. for medical professionals. Utilizing our knowledge and experience in international recruitment, we expanded our horizons to meet the needs of the healthcare industry by launching Direct Source Healthcare in 2001. Direct Source Healthcare provides highly skilled and qualified professionals to the U.S. Medical Industry on a full time permanent basis.