Licensed Vocational Nurse (LVN) Hiring Guide

Step 1. Create an effective job description  

A clear and detailed job description is crucial to attracting qualified LVN candidates. Be sure to include the following:  

• Job Title: Clearly state the position as “Licensed Vocational Nurse (LVN)” or “Licensed Practical Nurse (LPN)”.  

• Job Summary: Offer a brief overview of the role, highlighting core responsibilities of an LVN at your facility, such as administering medications and performing bedside care duties.  

• Duties and Responsibilities: List specific tasks that the LVN will perform. Refer to your state’s Board of Nursing and legal practice guidelines to ensure these duties are within an LVN’s scope of practice. Examples of tasks and duties can include:   

• • dressing wounds; 

• • monitoring patient vital signs; 

• • organizing and administering medications (certain medications, such as IV push medications, may be restricted); and 

• • assisting with medical procedures. 

• Qualifications: Include the required LVN license and its prerequisites as well as any additional role- or specialty-specific certifications.   

• Work Environment: Describe the work setting, whether it be a hospital, long-term care facility, clinic, or home healthcare setting, and any physical demands of the job.  

• Compensation and Benefits: Outline the salary range, benefits, and any additional perks, such as tuition reimbursement or sign-on bonuses.  

Step 2. Advertise your job post  

Effectively promoting your job post is key to attracting the right candidates. Use both organic social media channels and paid advertising to broaden your reach.  Ask current staff members for referrals. 

Organic social media promotion  

Using organic social media is cost-effective and engages your current followers. Here’s how to maximize its effectiveness:  

• Engaging visuals: Use eye-catching graphics to attract attention to your post.  

• Relevant hashtags: Incorporate hashtags like #LVNJobs, #NursingJobs, and #HealthcareJobs to increase visibility.  

• Multiple platforms: Share your post across Facebook, X, LinkedIn, and Instagram to reach a diverse audience.  

• Word of mouth: Ask your staff and followers to share the post within their own networks.  

• Highlight benefits: Emphasize why your facility is a great place to work, including aspects such as flexible scheduling or professional development opportunities.  

Paid advertising networks  

Paid ads can significantly expand your reach. Platforms like Nurse.com specialize in healthcare job listings, ensuring that your posting reaches the right candidates.  

• Targeted ads: Use targeted ads on Nurse.com to reach LVNs actively seeking jobs.  

• Budget allocation: Set a budget that meets your needs, with options for both short-term and long-term campaigns.  

• Monitor and optimize: Track the performance of your ads and make adjustments as needed for better results.  

Combining organic and paid strategies will help you attract top licensed vocational nurse candidates. For more information, visit Nurse.com’s advertising solutions page.  

Step 3. Screen and interview candidates  

Once you’ve gathered a pool of candidates, start the screening process. Follow these steps:  

• Reviewing resumes: Look for candidates with the necessary qualifications, certifications, and clinical experience. LVNs candidates should have experience performing bedside care tasks, recording vital signs, and other routine patient care duties.  

• Conducting phone interviews: A brief phone interview can help you assess a candidate’s communication skills, availability, and general interest in the position. Ask about their experience in providing care, such as previous nurse-patient ratios and knowledge of specific bedside procedures. Perform any skills or knowledge assessments necessary to the role.  

• In-person interviews: Focus on assessing the candidate’s hands-on experience, competency in technical tasks and their ability to handle patient interactions with empathy and professionalism.  

Step 4. Make the job offer  

Once you’ve identified the ideal candidate, extend a job offer that clearly details the job title, salary, benefits, shift expectations, and any relevant details such as weekend differentials or overtime opportunities. Be prepared to discuss terms and ensure a smooth onboarding timeline.  

Step 5. Onboarding and training  

A structured onboarding process is essential for helping your new LVN feel confident in their role. Ensure that the onboarding includes:  

• Orientation: Introduce the new hire to your facility’s procedures, staff, and values.  

• Training: Provide necessary training on facility-specific equipment, medication administration protocols, and documentation practices.  

• Mentorship: Pair the LVN with an experienced staff member — preferably a senior LVN or registered nurse or physician — who can offer guidance and support during their initial weeks on the job.  

Step 6. Ensure ongoing success  

• Compliance: Staying compliant with healthcare regulations is critical when hiring LVNs. Use compliance management tools like Relias to track certification renewals, training requirements, and other regulatory obligations for LVNs.  

Regularly update compliance protocols and offer ongoing training to keep staff current with evolving healthcare standards. For more information, explore Relias compliance management solutions.  

• Skills assessment: Consider conducting skills assessments during the first 90 days to evaluate the new hire’s competency in essential tasks like patient monitoring and wound care. This helps ensure your LVNs are confident and capable in their roles.  

• Upskilling: Continuous professional development is key to maintaining job satisfaction and high-quality care. While LVNs have a broad scope of duties, there are opportunities to specialize and become certified in certain medical fields, such as palliative care (Certified Hospice and Palliative Licensed Nurse), wound care (Certified Wound Care Associate), and long-term care/gerontology (Certified in Long-Term Care). This ongoing education can make them even more valuable members of your team.  

Use tools like Relias clinical development solutions, which offer a wide range of training tailored to LVNs. Additionally, Nurse.com provides continuing education (CE) courses that help nurses stay current with the latest healthcare practices. For more information, explore Relias clinical development solutions and Nurse.com CE courses.