The applications have been culled out, the phone screenings are done and now the top candidates are arriving for the interview. If you are new to conducting interviews this list cuts through the mounds of advice you can find on the Internet and drills down to the top 5 tips you’ll need for a successful interview with nurse candidates. Even if you conduct nurse interviews often, this list is a great refresher in best-practices.
1) Make the Candidate Comfortable
We have all been on the other side of the table in an interview so we know how stressful the process can be for candidates. Remember that it’s important to make the candidate feel comfortable and welcome. Although obvious, these things are often forgotten when conducting an interview:
- Be on time. This shows respect for the candidate and makes them more comfortable.
- A pleasant smile, firm handshake, and warm introduction are all important. Don’t forget, you’re making a first impression too.
- As an interviewer you are representing your organization and how nursing professionals will be treated once they become employees. It’s not just the candidate that has to put their best foot forward, they are evaluating you too.
- Outline the interviewing objectives with the candidate so they know where you plan on heading with the interview. For example you may say, “In the short time we have I’d like to speak with you for 30 minutes and then I’ll introduce you to my supervisor Jane who will want to talk with you for another 30 minutes or so. Then, if we have time, I’d like you to meet Barbara, who currently works in the same role that we are trying to fill.”
- Tell the candidate a little about yourself and your role as it relates to the open position. This helps provide a context for the position and helps to put the candidate at ease.
- Make the candidate feel wanted. Grilling a candidate and making them feel like they are defending their resume, rather than sharing their experiences, is a sure fire way to make them uncomfortable. Make the candidate feel as if they would fit into the organization and that their skills are wanted. Even if you do not select the candidate, this type of action fosters good will. The candidate will be left with a positive impression of your organization that may be shared with their friends and colleagues.
Often we get busy and forget these pleasantries in the midst of the hiring process, but they are critical in establishing the tone and the light in which the candidate views your organization.
2) Beware of Illegal Question Landmine
Anything that elicits a response regarding age, religious beliefs, marital status, nationality, health status, etc. is off limits! Be careful not to get too comfortable in your conversation and slip up by asking questions such as: “Oh, do you have kids too?” “Where does your husband work?” “Where do you go to church?” These innocent questions in a normal everyday setting can easily be misconstrued as discriminating questions when asked in the context of an interview.
When interviewing it’s extremely important to beware of these innocent mistake because they have legal consequences.
Here’s a refresher list of questions that are completely off limits:
• Are you married?
• What is that accent you have?
• Where is your spouse from?
• Are you engaged?
• Do you have children?
• Where are you from?
• Were you born here?
• What is your ethnic heritage?
• What church do you go to?
• How old are you?
• When were you born?
• When did you graduate from high school?
If you would like more detailed advice on this subject visit the U.S. Equal Employment Opportunity Commission website.
3) Don’t Make Assumptions
Don’t assume that just because a certain skill or experience isn’t listed on a candidate’s resume that you shouldn’t bother asking about it. Often times candidates will have the background that is needed for the job but the qualifications aren’t overtly apparent on the resume. Be sure to have a list of all the skills and experience that are critical to the position you are trying to fill and ask the candidate for examples of how their background relates to what you need. Don’t neglect to ask a specific question because you assumed something about the candidate’s resume.
On the flip side, don’t assume that because it’s on the resume, the candidate has the level of skill you are looking for. One example of increasing importance in non-bedside nursing is computer skills. A candidate may list that they are “computer literate” on their resume, but don’t assume that they have the level of proficiency you need. Don’t neglect to ask the questions that will reveal whether their level of skill is comparable to the needs of the open position.
Asking behavioral questions usually helps to confirm or repudiate any assumptions you may be making about a candidate’s qualifications. One common behavioral question that gets to the heart of the candidate’s actual experience is:
“Tell me about your most complex (case, problem, issue, etc.) and how did you handle it.”
If you need to jog your memory for ideas on behavioral interview questions, you can find many helpful suggestions on the following sites:
Behavioral Interviews: Use Behavioral Interviewing to Select the Best
About.com
Tips for Conducting Behavioral Interviews
HCPro
4) Listen, Listen, Listen!
Remember to listen. In most cases, during an interview you should only be doing 20% to 30% of the talking at most. This is your chance to know as much about the candidate as possible. If you feel yourself going over that 20% to 30% mark, you’re probably not getting as much information from the candidate as you could be. Be cognizant of how much time you spend speaking during the interview.
5) A Solid Closing
When you come to the end of an interview, tell the candidate what the next steps will be. It is helpful to provide candidates with a time line of your decision making process to manage their expectations.
However, it is best to avoid the statement “We have quite a few more interviews before we make a decision.” For the candidate this translates as, “We want to see who else is out there because you aren’t really what we’re looking for.” If you just interviewed a great candidate chances are someone else is interviewing them too. Candidates are evaluating you just as you are evaluating them in the interview process. A statement like this may bump your organization to the bottom of a candidate’s list. A better option would be to tell a candidate that you will be making a decision in a few weeks and you will get back to them at that time.
If you decide not to continue the interviewing process with a candidate, it is extremely important that you inform them of this decision. Neglecting to get back to a candidate will surely result in bad feelings and ill will. Not following up is just bad public relations for your organization.
You may also be interested in our blog post: Top 5 Interview Tips for Non-Bedside Nurses.
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Marianne DiMola – National Vice President
Pathway Medical Staffing
If you would like to learn more about this topic, Marianne Dimola will be presenting additional information at a FREE workshop during the Case Management Society of America annual conference in June. For more information visit http://www.cmsa.org/career.
This article is taken from Ask Marianne; a monthly newsletter that answers career and employment questions from nurses and healthcare organizations. Sign up for the monthly newsletter if you would like to receive more tips.
Source: Fierce Healthcare
Source: Health Leaders Media
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