ANSWER
Assignment for Chapter 15: Conducting an Interview. How Do Nurse Recruiters and Managers Get Ready for an Interview?
When preparing for an interview, a nurse manager or nurse recruiter carefully examines the applicant’s application and resume to learn about their credentials, experience, and abilities. A planned set of questions on the candidate’s clinical background, the duties of the post, and how they respond to particular circumstances or difficulties pertinent to the job should also be prepared by the management. Assessing a candidate’s fit requires an understanding of the department’s or facility’s culture as well as the job criteria. To guarantee a fair and legal interview process, the interviewer should also get familiar with the facility’s recruiting policies, particularly those pertaining to equal opportunity. Additionally, a candidate’s prior performance in areas such as crisis management, teamwork, and patient care can be evaluated by preparing for behavioral interview questions.
c. What Types of Inquiries Are Legally Prohibited for Interviewers?
In order to safeguard candidates from prejudice and guarantee an equitable hiring process, some interview questions are prohibited by law. Among these are inquiries about the following:
Age: Inquiries concerning the age or birthdate of a candidate.
Questions pertaining to gender, marital status, pregnancy, or family planning are categorized under gender/sex.
Race, ethnicity, or national origin: Inquiries concerning the race, ethnicity, or origin of a candidate.
Religion: Inquiries about a candidate’s religious practices or beliefs.
Disability: Inquiries concerning any mental or physical impairments, unless they are specifically connected to the applicant’s capacity to carry out the duties of the position.
Sexual orientation: Questions concerning a candidate’s relationship status or sexual orientation.
Political affiliations: Inquiries concerning party affiliation or political views.
Financial status: Inquiries concerning the candidate’s financial state, including whether they have other loans or own a home.
According to employment rules such as the Equal Employment Opportunity Commission’s (EEOC) standards, these inquiries are discriminatory and may give rise to legal problems.
b. In your opinion, what kind of inquiries are morally or ethically incorrect?
Interview questions that violate privacy or infer details about a candidate’s personal life are considered unethical or morally incorrect. Examples of this include:
Family Planning: It may be discriminatory and have an impact on employment decisions to inquire about a candidate’s plans to have children or the number of children they currently have.
Health and Disabilities: It is unethical and possibly discriminatory to inquire about a candidate’s health, especially if they have any medical conditions or have taken time off due to illness.
Marital or Relationship Status: Asking an applicant about their marital status or relationship can be intrusive and unrelated to their qualifications for the job.
Age: In order to guarantee equal treatment for all candidates, it is best to avoid inquiring about a candidate’s age as this may indicate prejudices favoring younger or older workers.
In addition to being unethical, these inquiries may foster a discriminatory atmosphere, which goes against the values of equity and inclusivity in the workplace.
b. How Can Jeri Make Up for Her Insufficient Interviewing Experience?
Jeri can take the following actions to make up for her lack of expertise and guarantee a comprehensive, equitable, and successful interview process:
Prepare Well: Jeri can acquaint herself with the main behavioral and situational interview questions to ask candidates, study the job description thoroughly, and educate herself on the interviewer’s position.
Employ Structured Interviewing: A structured interview procedure helps minimize biases and guarantee impartiality by asking the same set of questions of each candidate. In order to evaluate candidates uniformly, Jeri might also incorporate rating scales.
Seek Feedback: After the interview, Jeri can get input from more seasoned managers or coworkers, which can help her improve her interviewing techniques over time.
Use an Interview Guide: Jeri may stay focused on pertinent information and lessen bias by using an interview guide that contains pre-formulated questions that are in line with the requirements of the position.
Engage a Panel: Should Jeri be uncertain about her interviewing abilities, she may choose to enlist the assistance of a group of seasoned coworkers who can evaluate the applicant’s credentials and offer guidance in reaching a choice.
Training: Jeri could also go to courses on interviewing technique improvement or look for training on best practices for interviews.
By doing these things, Jeri can make sure she chooses the best applicants for the CVICU unit and increase her skill and confidence during the hiring process.
In conclusion
Hiring the finest applicants and making sure the team can meet patient demands depend on conducting effective interviews. Jeri and other nurse managers need to be ready to conduct ethical and legal interviews in a fair and efficient manner. Jeri may enhance her interviewing experience and help create a solid, competent healthcare team by being well-prepared, avoiding unethical or unlawful questions, and asking for help when necessary.
Citations
Commission on Equal Employment Opportunity. (2020). Inquiries that are prohibited during employment interviews. The URL https://www.eeoc.gov
Labor Department, U.S. (2020). prohibited discrimination in the workplace. https://www.dol.gov
QUESTION
Chapter 15 Assignment
Case Study: Interviewing
Sara is interviewing for a new position in a different facility from where she previously worked. She has not had to interview for a job since she graduated from nursing school and received her first and only position, where she worked for eight years. Sara is interviewing with Jeri Johnson, the nurse manager of the CVICU at Memorial Hospital. Jeri is fairly new to her position and has had little experience with leading the interview process.
Instructions:
1. Read the Case Study above, and then answer the questions below:
a. How does a nurse manager or nurse-recruiter prepare for an interview?
b. What kinds of questions are off-limits to an interviewer by law?
c. What kinds of questions do you personally believe to be ethically or morally wrong?
d. Since Jeri is not very adept at interviewing for applicants, what steps can she take to compensate for her lack of experience?
2. Your paper should be:
. One (1) page
. Typed according to APA Writing StyleLinks to an external site. for margins, formatting and spacing standards.