Travel Nurse Interview Tips: Land Your Dream Assignment

Introduction

Travel nurse interviews are different from staff nurse interviews. They are shorter, almost always conducted by phone or video, and focused on one central question: can you hit the ground running? Hiring managers are not trying to see if you would be a good cultural fit over the next five years. They need to know if you can walk onto their unit in two weeks and provide safe, competent, independent patient care from day one.

The good news is that with the right preparation, you can stand out from the other candidates and consistently land the assignments you actually want. This guide walks you through how travel nurse interviews work, the questions you will be asked, and the answers that hiring managers want to hear.

How Travel Nurse Interviews Work

Understanding the format eliminates most of the anxiety.

Phone or video interviews are the standard. In-person interviews are rare for travel nurses because you are often interviewing from a different state. Most interviews happen by phone, though some facilities have shifted to video calls. Either way, the format is the same: a focused conversation about your clinical experience, adaptability, and availability.

Expect 15 to 30 minutes. Travel nurse interviews are significantly shorter than staff interviews. The hiring manager has your resume and skills checklist in front of them and wants to verify your experience, ask a few clinical scenario questions, and assess your personality. They are not conducting a deep behavioral interview — they are making a quick, informed decision.

You will typically speak with a charge nurse, unit manager, or staffing coordinator. The person interviewing you is someone who works on or directly oversees the unit. They know exactly what they need and are evaluating whether you can fill that need. This means your answers should be specific and clinically relevant, not generic.

The timeline moves fast. From the time your recruiter submits your profile, you may receive an interview request within hours or days. Once the interview is completed, offers can come the same day. Have your calendar open, your questions prepared, and your decision-making criteria clear before the interview happens. Delays on your end can cost you the assignment.

Some facilities skip interviews entirely for experienced travelers with strong resumes and skills checklists. This is more common at facilities with urgent needs or for nurses who have traveled extensively. Do not count on this, but if it happens, it is a sign that your resume and profile are doing the heavy lifting for you.

Before the Interview: Research and Preparation

The 30 minutes you spend preparing before the interview will determine more than the 30 minutes of the interview itself.

Research the facility. Look up the hospital’s bed count, Magnet status, trauma level designation, and patient population. Is it a teaching hospital? A community hospital? Part of a large health system? Knowing these basics helps you tailor your answers and shows the interviewer that you take the assignment seriously.

Learn about the unit. Ask your recruiter for specifics before the interview: bed count, typical patient population, acuity level, nurse-to-patient ratio, and common diagnoses. If the unit is a 32-bed cardiac step-down with 1:4 ratios running mostly post-CABG and valve replacement patients, you want to know that before the call so you can speak directly to your relevant experience.

Know the charting system. This is one of the most common interview questions. If the facility uses Epic and you have Epic experience, say so confidently. If they use a system you have not worked with, be honest but emphasize your ability to learn quickly — and mention any similar systems you have used. Reviewing a system’s basics before the interview shows initiative.

Prepare your questions in advance. Having thoughtful questions ready demonstrates professionalism and genuine interest. Write them down so you do not forget them in the moment.

Have your resume and skills checklist accessible. Keep these documents in front of you during the interview. The interviewer will reference them, and you should be ready to expand on anything listed there.

Common Interview Questions and Strong Answers

These are the questions you will hear most often, along with frameworks for strong responses.

”Tell me about your experience on [specialty] units.”

This is your chance to be specific. Do not say “I have two years of ICU experience.” Say: “I have two and a half years of MICU and SICU experience across three facilities. My most recent assignment was a 28-bed medical ICU running 1:2 ratios with a heavy population of sepsis, respiratory failure, and DKA patients. I am comfortable managing ventilators, arterial lines, central lines, and continuous renal replacement therapy.”

Specificity builds confidence. Hiring managers want to hear unit types, bed counts, patient populations, procedures, and equipment — the same details that belong on your travel nurse resume.

”How do you handle a rapid change in patient condition?”

Use the STAR method: Situation, Task, Action, Result. Describe a specific clinical scenario where a patient decompensated, explain what you assessed, what actions you took, and what the outcome was. For example: “I had a post-surgical patient whose blood pressure dropped to 70/40 with a rising heart rate. I initiated a rapid response, placed the patient in Trendelenburg, started a fluid bolus, and notified the attending. The patient was transferred to the ICU and stabilized within two hours.”

Keep it concise and clinically grounded. This is not a storytelling exercise — it is a demonstration of your clinical judgment.

”Describe a time you dealt with a difficult coworker or physician.”

This question tests your interpersonal skills and professionalism. Choose an example that shows maturity: you addressed the issue directly and respectfully, you focused on patient care rather than personality conflicts, and the situation resolved professionally. Never badmouth a former coworker or facility.

”How quickly can you adapt to a new charting system?”

Be honest about your learning curve but confident in your track record. If you have used multiple systems, mention them all: “I have worked in Epic, Cerner, and Meditech environments. I typically feel comfortable within the first two to three shifts and proficient within the first week. I usually spend time on my first day mapping out the system’s documentation workflows and order entry processes."

"Why are you interested in this facility or location?”

Have a genuine answer. Whether it is the city, the specialty, the hospital’s reputation, or a specific professional development goal, let the interviewer know this is a deliberate choice, not a random pick from a job board. Hiring managers appreciate travelers who chose their facility intentionally.

”What is your availability and start date?”

Be clear and specific. If you can start in two weeks, say so. If you need three weeks because you have a license pending, be upfront. Vague availability creates doubt and can cost you the offer.

Questions You Should Ask the Interviewer

Asking questions is not optional. It demonstrates professionalism, helps you evaluate the assignment, and prevents surprises after you arrive.

“What does orientation look like for travel nurses here?” This tells you how much support to expect on your first days. If the answer is “half a day,” you know you need to come prepared. If it is “three days with a buddy nurse,” that is a more supportive environment.

“What is the typical nurse-to-patient ratio on this unit?” Get the real number, not the posted ideal. Ask specifically about night shift ratios if you are working nights, because they are often different.

“Will I be expected to float, and to which units?” This is a critical question. Know before you accept whether you will be floated regularly and to which units. Floating to similar-acuity units is standard; floating to units outside your competency is a potential safety concern.

“What is the team dynamic like?” This open-ended question gives the interviewer a chance to reveal the unit culture. Listen for red flags like “we have been short-staffed for a long time” or positive signals like “our travelers usually extend because they enjoy the team.”

“Is there opportunity for extension?” If you might want to extend, asking early shows commitment and gives you a sense of whether the facility values retention.

What Hiring Managers Actually Want to Hear

Behind every question, hiring managers are evaluating four things:

Clinical confidence without arrogance. They want to know you can handle the patient population and the pace. Demonstrate this through specific examples, not through boasting. There is a difference between “I am great with vents” and “I have managed ventilator patients including ARDS on prone protocols for the past 18 months.”

Flexibility and willingness to adapt. Travel nurses who insist on doing things “the way my last facility did it” are exhausting for permanent staff. Show that you respect each facility’s protocols and are willing to learn their way of doing things, even if you have seen it done differently elsewhere.

Independence balanced with knowing when to ask for help. The ideal travel nurse works independently but recognizes their limitations. Saying “I would reach out to the charge nurse” or “I would consult the resource nurse” in appropriate scenarios shows self-awareness, not weakness.

A positive attitude about teamwork. Hiring managers have dealt with travelers who show up, do the minimum, and refuse to help with anything outside their assignment. Do not be that nurse. Convey that you see yourself as part of the team for the duration of your contract, not a mercenary collecting a paycheck.

After the Interview

The interview is only half the process. What you do afterward matters too.

Follow up with your recruiter immediately. Call or text your recruiter right after the interview to share your impressions. Let them know whether you are interested in the assignment and if you have any concerns. Your recruiter can then follow up with the facility while your interview is still fresh in the hiring manager’s mind.

Evaluate the assignment honestly. Did the interviewer describe conditions that match what your recruiter told you? Were there any red flags — understaffing, high turnover, evasive answers about ratios or floating? The interview is your chance to evaluate the facility just as much as they are evaluating you. Trust your instincts.

Make timely decisions. If you receive an offer, respond within the timeframe your recruiter provides. Dragging your feet can result in losing the assignment to another candidate. If you need more time to decide, communicate that directly rather than going silent.

Decline gracefully when needed. Not every assignment will be right for you, and that is fine. A simple “Thank you for the opportunity, but I have decided to pursue another assignment that is a better fit for my goals right now” maintains the professional relationship. You may want to work with that facility in the future.

Keep a record of your interviews. Note the facility name, unit, interviewer’s name, questions asked, your responses, and your impressions. This log becomes valuable over time — it helps you refine your interview approach and remember details if you apply to the same facility again.

Interview Tips for Traveling RTs and Surgical Techs

The interview format and core principles — preparation, specificity, confidence, and professionalism — are the same for respiratory therapists and surgical technologists as they are for travel nurses. But the questions you will face and the details you need to emphasize differ based on your discipline.

Common Interview Questions for Travel RTs

“What ventilator platforms are you comfortable with?” This is the RT equivalent of the charting system question. Be specific: “I have extensive experience with the PB 840, Hamilton G5, and Servo-i. My most recent assignment primarily used the Hamilton G5, and I am comfortable with all standard modes including pressure support, SIMV, and APRV.” If the facility uses a platform you have less experience with, be honest but show willingness to learn quickly.

“Describe your experience with [specific patient population].” Hiring managers want to know whether you have managed the types of patients their department sees. If it is an adult ICU, talk about your experience with ARDS, sepsis, and ventilator weaning. If it is a NICU, discuss your experience with high-frequency oscillatory ventilation, surfactant administration, and infant intubation assistance. Use specific numbers: “I managed 12 to 15 ventilator patients per shift across a 28-bed MICU.”

“How do you handle a ventilator alarm situation when you are covering multiple units?” This tests your triage and prioritization skills. Describe your approach to assessing alarm severity, your communication strategy with nursing staff, and how you prioritize competing demands. Demonstrate that you understand which alarms require immediate bedside assessment and which can be addressed after triaging.

“What is your experience with ABG collection and interpretation?” Many facilities want RTs who are competent in arterial blood gas collection, not just interpretation. Be clear about your comfort level with radial and femoral sticks, and mention your typical turnaround for point-of-care ABG analysis if relevant.

Questions to ask as a travel RT: Ask about the ventilator fleet, the RT-to-patient ratio, whether RTs manage their own ABG draws, the department’s protocol for ventilator weaning, and how call coverage works. Ask whether you will be cross-trained on any equipment that differs from what you have used before.

Common Interview Questions for Travel Surgical Techs

“What surgical service lines do you have the most experience in?” Be specific and honest. “My primary experience is in orthopedics — total hips, total knees, and spine — with secondary experience in general surgery and urology. I have scrubbed approximately 1,200 orthopedic cases over the past three years.” If the facility needs a specific service line where your experience is limited, acknowledge it directly rather than overstating your abilities.

“Are you comfortable scrubbing [specific procedure type]?” OR managers will ask about specific procedures relevant to their surgical volume. If they do a lot of open heart, they will ask about your CABG and valve experience. If they do robotics, they will ask about your da Vinci experience. Prepare by asking your recruiter what the facility’s primary surgical service lines are before the interview.

“How do you handle a break in sterile technique?” This question tests both your knowledge of sterile principles and your willingness to speak up. The correct answer involves immediately identifying the breach, communicating it to the surgical team, and taking corrective action. Demonstrate that you prioritize patient safety over convenience or time pressure.

“Describe a time you had a count discrepancy.” Count discrepancies are high-stakes situations in the OR. Describe your systematic approach: recount, communicate with the circulating nurse, follow facility protocol, and escalate appropriately. Show that you take counts seriously and maintain accountability.

“How quickly can you turn over a room?” Turnover efficiency matters in the OR. Describe your approach to anticipating the next case, preparing instruments and supplies in advance, and working as a team with the circulating nurse and surgical assistants to minimize downtime.

Questions to ask as a travel surgical tech: Ask about the daily case volume, the surgical service lines you will be scrubbing, whether you will be expected to cover call shifts, the facility’s preference card system, the sterile processing turnaround time, and whether they use surgical count technology or manual counts. Ask how many ORs are running simultaneously and whether you will rotate across service lines or be assigned to a specific one.

General Tips for Allied Health Interviews

The interview is your opportunity to demonstrate that you can integrate into a department quickly and perform at a high level with minimal orientation. Focus your preparation on the specific clinical details of the department you are interviewing with. Research the facility, know their equipment and systems, and have concrete examples ready from your recent assignments. The hiring manager’s central concern is the same regardless of your discipline: can you walk in and contribute safely from the start?

Frequently Asked Questions

How many interviews should I expect before landing an assignment?

Most travel nurses receive an offer after one to three interviews, especially in high-demand specialties like ICU, ER, and OR. If you are interviewing repeatedly without receiving offers, the issue is likely in your interview performance rather than your qualifications. Review your answers for specificity, ensure you are demonstrating confidence and adaptability, and ask your recruiter for feedback on why you are not being selected. In a strong market, qualified travelers with solid resumes should convert interviews to offers at a high rate.

What if I bomb the interview?

It happens, and it is not the end of the world. There are thousands of travel nurse assignments available at any given time. Debrief with your recruiter honestly — tell them what went wrong and ask for their perspective. Prepare more thoroughly for the next interview by practicing your answers out loud and having your clinical examples ready. One poor interview does not define your travel nursing career. Learn from it and move on to the next opportunity.

Should I accept an assignment without an interview?

Proceed with caution. Some facilities skip interviews for experienced travelers with strong profiles, and this is normal in urgent-need situations. However, the interview is also your opportunity to evaluate the facility and unit conditions. If you skip the interview, make sure your recruiter can provide detailed information about ratios, floating policies, charting systems, and unit culture. Ask if you can speak with a traveler currently at the facility. Going in completely blind increases the risk of surprises that could have been identified through a conversation.

How do I handle a question about a gap in my resume?

Be straightforward and honest. Gaps between travel assignments are completely normal and expected in this career. Whether you took time off for personal reasons, vacation, continuing education, or to study for a certification, frame it positively. “I took four weeks between assignments to complete my CCRN certification and spend time with family” is a perfectly acceptable answer. Hiring managers understand that travel nurses do not work 52 weeks a year.

Is it appropriate to negotiate the pay package after the interview?

Negotiation happens through your recruiter, not directly with the facility. After receiving an offer, discuss the pay package with your recruiter. If the rate is lower than expected, ask whether there is room to adjust the hourly rate, stipends, or overtime availability. Your recruiter negotiates with the facility on your behalf. Use the pay calculator to evaluate the total compensation package before accepting or requesting changes. Be reasonable — significant increases after an offer is made are uncommon, but small adjustments are often possible.

Key Takeaways

Travel nurse interviews are brief — preparation is what sets you apart from other candidates
Research the facility, unit, and charting system before every interview call
Use the STAR method to structure clinical scenario answers with specific details
Always ask at least 2-3 questions about the unit, orientation, and floating policies
Confidence, adaptability, and professionalism are what hiring managers seek
Follow up with your recruiter promptly after every interview to keep the process moving

Affiliate Placement Notes

Interview preparation courses or coaching services can be placed in the preparation section.
Charting system training resources can be placed in the research and preparation section.