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 have a right to “tell their story” and may sponta- neously provide information that explains poor references.
The nurse manager should participate in the interview process because he or she is:
● Best able to assess applicants’ technical competence, potential, and overall suitability ● Able to answer applicants’ technical, work-related questions more realistically.
In some organizations, the candidate’s future coworkers also participate in the interview process to assess compatibility.
The nurse manager must keep others involved in the selection process informed. The man- ager is usually the first to be aware of potential resignations, requests for transfer, and maternity or family medical leaves that require replacement staff. The manager is also aware of changes in the work area that might necessitate a redistribution of staff, such as the need for a night rather than a day nurse. Communicating these needs to HR promptly and accurately helps ensure effec- tive coordination of the selection process