Clear discrepancies between the applicant’s qualifications and the job specifications.
If you find them, then only a brief interview may be necessary to explain why the applicant will not be considered. (If a preliminary screening is performed by the HR, such applicants should not be referred to nurse managers.)
2. Specific questions to ask the applicant during the interview.
3. A rapport builder (something you have in common with the applicant) to break the ice at the beginning of the interview.
4. Areas where you need more information. Remember that the résumé is prepared by the applicant and is intended to market an applicant’s assets to the organization. It does not give a balanced view of strengths and weaknesses. So, examine the résumé critically for gaps.
The setting of the interview is important in order to provide a relaxed, informal atmosphere. Both you and the applicant should be in comfortable chairs, as close together as comfortably possible. No table or desk should separate you. If you are using an office, arrange the chairs so that the applicant is at the side of the desk. There should be complete freedom from distracting phone calls and other interruptions. If the view is distracting, do not seat the applicant so that she or he can look out a window.