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Paediatric Nurse Job Description

How to Hire a Paediatric Nurse

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Paediatric Nurse Job Description

We are looking for a qualified, Paediatric Nurse to join our staff. In this position, you will be pivotal in providing care for adolescents, children, and infants. You will treat children from birth thru to their late teens, often working with the family to address options, problems, fears, and concerns for their child. The exact duties and responsibilities of a paediatric nurse can vary depending on the type of health care setting you work in.

Paediatric Nurse Duties and Responsibilities

  • Identify changes in a child’s symptoms and intervene in emergency situations
  • Differentiate between normal and abnormal physical findings
  • Serve as a child advocate
  • Provide supportive care to dying children
  • Evaluate a child for indications of abuse
  • Administer medication using age-appropriate methods
  • Determine a child’s needs for pain management
  • Analyse situations to anticipate problems and detect changes in status
  • Maintain privacy and confidentiality
  • Involve the child and family in the care plan and determine the child’s needs based on a careful analysis of symptoms
  • Perform physical exams, including measuring vitals, taking blood and urine samples, and ordering tests
  • Explain to parents and caregivers how to take care of their children and protect their health, including advising them on home facilities for limited movement or diet requirements for conditions

Paediatric Nurse Skills and Requirements

  • Degree in nursing
  • Registration with the Nursing and Midwifery Council
  • Experience in paediatric nursing care would be beneficial
  • Excellent organisational skills
  • Stamina and excellent physical fitness for long shifts
  • Superb interpersonal skills

Personalising Your Paediatric Nurse Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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