Community service, volunteer work and an obvious desire to continue to learn about the profession can move a nurse to the top of the class when it comes to finding a job.

"When I can see that a nurse applicant has been interested in improving her career, is involved beyond working just 9 to 5 and that she's worked to earn certifications, that's impressive," said Malissa Hutchinson, RN, nurse recruiter with St. Joseph's/Candler in Savannah."This shows that they're truly dedicated."

Robin Singleton, FAAHC, FACHE, interfaces with hospitals and health care executives across the United States. As senior vice president of Tyler & Company, a national retained health care executive search firm based in Atlanta, Singleton is on the front line in the hiring process. She works with hospitals in hiring nurse managers and executives.

"The best advice that I can give a nurse candidate is to demonstrate a true desire to be a professional, to be involved not only in the day-to-day clinical duties of work, but to be willing to step into leadership positions when asked," Singleton said. "Even from an application or a resume, it's easy to see when a nurse is really committed to the profession when it includes work of this nature."

Having a specialty also is important. "When I see that a nurse has credentials in a specific area of expertise, I know she's a good candidate," said Kathy Cowart, RN, nurse recruiter with St. Joseph's/Candler. "This lets me know that a nurse is interested in learning more about her specialty."

For recruiters and search consultants, sometimes the details speak as loudly as a candidate's experience.

"One thing that I really appreciate is when an applicant fills out the application completely," Hutchinson said. "It may seem like a little thing, but it saves a lot of telephone calls back and forth if we have a complete application. If I have four complete applications and one that's not, I'll deal with the four that are complete first."

Most applications include a place for additional comments.

"Be as detailed as possible and include community involvement and service in professional organizations," Cowart said. "I want to see that the applicant is not just interested in a 9-to-5 job."

People skills are also important, including proper telephone etiquette.

"Nursing is very customer-focused and we need to have employees with excellent people skills," Cowart said. "If a candidate comes across as rude on the telephone, chances are that the people skills are lacking."

Recruiters also seek candidates who take the time to do their homework.

"Go to the organization's Web site and explore," said Welyne Thomas, Ph.D., with Development Strategies, a management consulting and coaching firm in Atlanta.

"Find out if the hospital or health care organization matches with your outlook and goals."

Candidates who ask questions during an interview send positive messages to recruiters. "It shows they've done their homework and that they're interested in the organization," Hutchinson said.

A recruiter's biggest red flag?

"Talking about money up front," Hutchinson said. "If a candidate is more interested in what the job pays than the nature of the work, that's not a good sign. If you're happy doing what you're doing, the money is secondary."