ANSWER
Case Study: Interviewing a. What is the interview preparation process for a nurse recruiter or manager?
A nurse manager or recruiter should do the following to get ready for an interview:
Recognize the Position: Examine the job description, taking note of the necessary education, training, and work history for the CVICU role.
Examine the applicant’s resume: Examine Sara’s employment history, taking note of her eight years of nursing experience as well as any pertinent certifications.
Get structured questions ready: Create a set of situational and behavioral questions to evaluate Sara’s problem-solving, collaboration, and clinical competence.
Create a Friendly Environment: To help the candidate feel at ease, make sure the environment is both professional and private.
Examine the Most Effective Current Practices: To prevent any discrimination, review the rules for ethical and legal interviews.
c. What kind of inquiries are legally prohibited for an interviewer?
Personal characteristics include inquiries concerning sexual orientation, marital status, gender, age, race, religion, or sexual orientation (e.g., “Do you plan to have children?”).
Disabilities: Direct questions concerning mental or physical impairments, unless they are related to the capacity to carry out duties relevant to a job (e.g., “Do you have a disability?”).
Citizenship Status: Inquiries such as “Are you a U.S. citizen?” that focus on citizenship or national origin.
Financial Information: Inquiries concerning bankruptcies, financial situation, or credit history.
Legal Citation:
According to federal statutes such as the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act, the Equal Employment Opportunity Commission (EEOC) forbids discriminatory inquiries.
c. In your opinion, what kind of inquiries are morally or ethically incorrect?
Invading privacy: Inquiring about unrelated hobbies, political opinions, or personal relationships.
Questions Undermining Self-Worth: Any query like “Why did you stay in the same job for eight years instead of advancing?” that is intended to scare or make the applicant feel unworthy.
Questions That Are Too Invasive: inquiries about personal struggles or obligations to one’s family that have nothing to do with work performance.
b. Actions Jeri Can Take to Make Up for Her Insufficient Experience
Apply a Guide to Standardized Interviewing: To guarantee uniformity and equity, use a pre-made template with competency-based questions.
Work together with HR or a knowledgeable coworker: To assist in directing the process, ask HR specialists or an experienced interviewer for assistance.
Emphasis on Behavioral Questions: To evaluate clinical expertise and problem-solving capabilities, use questions such as “Can you describe a time when you managed a critically ill patient under high pressure?”
Take Notes and Think: After the interview, record answers to assess candidates impartially.
Request Input Post-Interview: Talk to HR about the interview procedure to find areas that need work.
In conclusion
Both Sara and Jeri can have a great interview experience if they prepare well, follow the law and ethical guidelines, and get help to overcome their inexperience. This method guarantees professionalism, equity, and the choice of a qualified applicant for the CVICU role.
The Equal Employment Opportunity Commission is cited in 2022. prohibited practices or policies in the workplace. From https://www.eeoc.gov/laws/practices, retrieved
Nursing Management, 2021. Best practices for nurse managers while conducting applicant interviews. taken from Nursing World.
QUESTION
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 Style for margins, formatting and spacing standards.