The Nursing Selection System

I am now going to look at five types of interview and approaches that can be taken for different reasons;

5. Why do interviews tend to be ineffective at determining whether a candidate will perform well on the job? How can managers improve the interview process?

Describe the educational and professional preparation for this position as it relates to the person you interviewed?

As the forthcoming nursing shortage threatens the United States, organizations must be knowledgeable in the recruitment and retention of nurses. The challenge facing health care organizations will be to retain sufficient numbers of nurses to provide safe, efficient, quality of care to patients. Also, organizations will look to recruit and attract quality nurses to fill vacancies left open by staff who left the profession due to burning out. Turnover in Nursing is a recurring problem for health care organizations. The turnover rate for bedside nurses in 2013 ranged from 4.4 to 44.6% (ANA, 2013). Nurse retention focuses on keeping nurses in the organization and preventing turnover. The purpose of this paper is to discuss the significance of recruitment and retention of nurses, discuss strategies for recruitment and retention, review the literature, and explore the implications for nursing leaders in the coming years.

The purpose of the assignment was to interview another person and record it, then later analyze how well you used interview techniques. The interview was to last fifteen minutes and discuss why your interviewee had decided to choose a career in the health field.

In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. In this method, the job analyst directly interviews the job holder through a structured interview form to elicit information about the job. This method is found suitable particularly for jobs wherein direct observation is not feasible.

To accommodate the supervising nurse new directive, the hiring process will follow different alternatives. The manager will determine the new staffing needs and the job requisition composed then submitted it for approval. This step will provide an opportunity to the unit to align staff skills and the initiative goals, which leads to proper planning and evaluating the needs to hire the right nurses for the right role and team (Farley, 2016). Upon viewing the applications received, the manager will be able to review the skills and the required experience, subsequently the new nurses will be appointed to the three shifts depending on the unit requirements. Most often, the priority will be placed on the day shift that requires more staff than evenings

I structured this paper by giving you the insight about all the question I asked and the responses I received, ending it off with the list of facts I learned and knowledge I gained throughout the interview.

Interviews: The most appropriate types of interviews for this job are structured interviews. All applicants will be asked to answer the same questions and in the same order. The interviewer will not be able to comment after each question is answer. The applicant will be asked six questions three behavioral and three situational questions. Behavioral questions, ask the applicant to describe a situation that they had experience in the past. On the other hand, situational questions, ask the applicant what they would do or how they would handle a situation. The following are the six behavioral and situational questions that will be utilized during the structured interview:

During my years of supervision, I’ve experienced varying hiring processes from one-on-one interviews to panels of three or more interviewers, each style is effective in its own way. During my time at Bishop-Wisecarver, the human resource department implemented the use of personality and work style tests such as Kolbe XX and Meyer’s Briggs’ XX.

The basic structure of the interviewing was used throughout, except in the initiations phase. Rather than being informative, initiation was very prompt and short. Nurse hadn’t asked for the applicant’s comfort, a confidentiality statement was not delivered in this phase, though nurse talked about it after the personal information section was already passed. Also, nurse hadn’t said anything regarding the information like whom she will be submitting the information and what will be the outcome? The

One of the most important things during the process of interviewing the potential candidate for hiring them in certain post or position in the organization is the interviewers must be equipped with skills that they can separate facts from inferences that they have made earlier. What is fact? Fact is something that can be proven by observation from cause to effect. An inference is something that is inferred, or implied, by the existence of two conditions. For this, every manager, supervisors and Human Resource representative should be trained to be a fact-gathering interviewer. The interviewers have responsibility to obtain proper information about the job that the applicant wants to hire. This is what the

b. Situational The another common selection tool used by HR healthcare professionals are situational assessments. this assessment determines how a nurse would interact with others, like physicians, patients, and families, as they would regularly do on their day to day basis. This particular assessment utilizes video simulations to analyze how the applicant/nurse would respond in different clinical scenarios. This assessment can assist in pre-determining an applicants ability to develop patient relationships, patient management, and quality of their verbal communication.

The most challenge test for the applicants will be the verbal test. Unlike a paper and pencil test, there is no specific answer either it will be right or wrong. As the interviewer, Caffe’ Vergnano may interpret and make assumptions based on the answer given by the candidates such as situational or problem-solving interview. They could give a situation and ask the candidate to describe what they going to do in that particular situation. As behavioral questions likely to give real-world information, it helps Caffe’ Vergnano to make a good selection to choose who has the best criteria to work under them.

Conducting an interview within a human resource department is part of the prequalification process used to sift through a myriad of applicants. Different modes of interviews are present and have been used for various reasons. This investigation delves into an analysis of the structured situational and nondirective interviews. Moreover, this investigation explores the benefits and the detriments of utilizing management assessment centers during a selection process.