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Balancing the Art and Science of Interviewing

Amber Nibling, MSN, RN-BC

• Improve nurse selection by strengthening the nursing interview process.

• Distinguish high performers through use of strategic interviewing questions.

• Implement a practical team interview approach.

The author of this presentation declares that they have NO affiliations with or involvement in any organization or entity with any financial interest or non-financial interest in the subject matter or

materials discussed in this presentation.

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Why Are We Here?

Few resources exist for health care hiring managers

Nursing shortage

Turnover

“How to ace that job interview!”

Nursing Turnover

14.6% average national for all RNs

25% turnover rate for nurses in their first year in organization

30-60% of new grads leave position in first year

Time to fill positions

$38,900 to $59,700 to replace a bedside nurse

1% change in retention = $410,050

Nursing Solution, Inc. (2017). 2017 National health care retention & RN staffing report. Retrieved from http://www.nsinursingsolutions.com/Files/ assets/library/retention-institute/NationalHealthcareRNRetentionReport2017.pdf

Who are we?

Carle Foundation HospitalUrbana, Illinois

411 beds

Level One Trauma

Level III Perinatal Center

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The Application Process

Minimum of two clinical instructor references

Transcripts

HR interview (phone or in-person)

Resumé

Interview Question Categories

Credential verification

Experience verification

Opinion questions

Behavior based

questions

Competency and scenario

questions

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Breakdown of Questions

50

5

20

15

10

Behavior based questions Credential verification

Competency questions Experience verification

Opinion questions

What do you want to know?

What traits make your staff successful?

Resumé Review

Job History / Volunteer Work

Clinical Experiences

Education

Special Skills or Qualifications

The Eye Test

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Scoring Matrix

Scoring Matrix

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What questions to ask, and when

Flow of interview

Consistency

Getting my head and heart right

Handshake and eye contact

Ability to make small talk

Interview nerves

The exit strategy

Set interview expectations with candidate

What was your GPA?

Questions relating to work experience

What was the length of your nursing program?

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Experience Verification

What kinds of skills have you been able to practice during your clinical time?

How long was your clinical day?

How many clinical days did you have?

Tell me about your clinical site experiences.

Opinion Questions

What kind of manager are you looking for?

What would you do if you had a conflict with a coworker?

How would you handle a difficult patient / family member?

Do you have any conflicts or barriers to working night shift?

What is some tough feedback that you’ve received from a boss or clinical instructor?

Can you tell us about a time you made a mistake at work?

Can you talk with us about a time you’ve been working alongside someone who has been really frustrating to you?

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You’ve made a medication error. What do you do?

Your patient doesn’t feel like they’re being heard by the physician. What do you do?

You’ve received two requests at shift change from staff, what is your response?

What is the basic pathophysiology of heart failure?

The Last Question

How do you want us to remember you?

The Decision

• Debrief with leader

• Score matrix

• Compare answers with your ideal traits

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References

• Cupit, T., & Sukal, M. (2015). Does personality matter in nursing? Assessing suitability as well as eligibility when hiring. Nurse Leader, 13(4), 44-47. Retrieved from http://dx.doi.org.proxy.mul.missouri.edu/10.1016/j.mnl.2015.05.009

• Murphy, M. (2012). Hiring for Attitude. McGraw-Hill: New York, NY.

• Nursing Solution, Inc. (2017). 2017 National health care retention & RN staffing report. Retrieved from http://www.nsinursingsolutions.com/Files/ assets/library/retention-institute/NationalHealthcareRNRetentionReport2017.pdf

• Powell, D. M., & Bourdage, J. S. (2016). The detection of personality traits in employment interviews: Can “good judges” be trained? Personality and Individual Differences, 94, 194-199.

• Thompson, H., & Ahrens, L. (2015). Identifying talent in your selection decisions. Nurse Leader, 13(4), 48-51. doi: 10.1016/j.mnl.2015.05.011