Nursing

RECRUITING AND SELECTING STAFF 207 the interviewee is particularly dominant. This typically keeps the interviewer from obtaining the needed information. In general, when time is limited, it is better to use part of it for planning rather than spend it all on the interview itself. Before the interview, the interviewer should review job requirements, the […]

Describe your actions in the following situations. 1. You are documenting your patient’s heart rhythms in his medical record for the shift. A peer is sit- ting near you and doing the same. You see that RN document the patient’s heart rhythm as sinus rhythm, when you know the patient has had a trial fibrillation

Examples of Behavioral Interview Questions Behavior Sample Question Decision making What was your most difficult decision in the last month, and why was it difficult? Communication What do you think is the most important skill in successful communication? Adaptability Describe a major change that affected you and how you handled it. Delegation How do you

RECRUITING AND SELECTING STAFF 205 Interviewing Candidates The most common selection method, the interview, is an information-seeking mechanism be- tween an individual applying for a position and a member of an organization doing the hiring. After the applicant’s initial screening with HR, the nurse manager usually conducts an interview. The interview is used to clarify

Selection Process 1. Review application (nurse manager and HR) 2. Conduct screening interview (HR). 3. Contact references (HR). 4. Conduct second interview (nurse manager). 5. Compare applicants (nurse manager/nursing department). 6. Make hire/no hire decision (nurse manager/nursing department). 7. Perform background check (HR). 8. Make phone offer, conditional on clean drug test within 24 hours

Reference checks and managerial interviews are next. In most cases, the interview is last, but practices may vary. Even if an applicant receives poor references, it is prudent to carry out the interview so that the applicant is not aware that the reference checking led to the negative decision. In addition, applicants may feel they

Developing an effective marketing message is important. Sometimes the tendency is to use a “scatter-gun” approach (recruit everywhere), sugarcoat the message, or make it very slick. A more balanced message, which includes honest communication and personal contact, is prefer- able. Overselling the organization creates unrealistic expectations that may lead to later dissatis- faction and turnover.

RECRUITING AND SELECTING STAFF 203 The consumer is the key figure toward which the four concepts are oriented, and in the recruiting process, the consumer is the potential employee. Product is the available position(s) within the organization. Consider several aspects of the position and organization, such as: ● Professionalism ● Standards of care ● Quality

How to Promote the Organization A critical component of any recruiting effort is marketing the organization and available posi- tions to potential employees. The nursing division and/or HR should develop a comprehensive marketing plan. Generally, four strategies are included in marketing plans and are called the four Ps of marketing: 1. Product 2. Place 3.

MANAGING RESOURCES Employing students as aides may provide another recruitment tool because it allows students to learn first hand about the organization and what it has to offer. In turn, the organization can eval- uate the student as a potential employee post-graduation. Some organizations provide assistance with student loan payments if the student continues to