This article provides a solution to selection process nursing assignment.
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Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization. For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job descriptions you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):…
Solution
Selection Process Nursing Assignment
Brigham and Women’s Hospital has open opportunities for nurse practitioners and Triage Nurses. This hiring comes after a needs assessment of two departments, the primary care setting and the emergency department. This paper includes the job description and the interview strategy for interviewing and selecting the right candidates for the job.
Job description
Nurse practitioners will be responsible for advanced evaluation, diagnosis, consultations, care, referrals, and health promotion. Triage nurses will primarily conduct a patient evaluation, examine those waiting, and whenever necessary, activate the emergency protocols. The triage nurse is responsible for assessing patient situations and communicating with physicians and nurses about the need for immediate care. The nurse practitioner must be a graduate of an approved nursing school, graduate of an accredited Nurse Practitioner Program, and have Current Advanced Practice Registered Nurse (APRN) Licensing, Current NP Specialty Fielded Credential, Advanced Cardiac Life Support (ACLS) provider card, and knowledge of computer usage. The triage nurse must be a graduate of an approved nursing school, a graduate of an accredited Nurse Practitioner Program, and have a Current Advanced Practice Registered Nurse (APRN) Licensing, Emergency Life training, Visual acuity, adequate auditory perception, clarity in speech, computer knowledge, and demonstrate medical expertise.
Interview process
Applicants are required to submit their resumes latest February 24 before availing themselves for the interview which will take place from March 3 to March 4. The interview will occur at the Brigham and Women’s Hospital HR offices and begin from 9:00 in the morning. Every applicant should observe time and maintain decency. The interview will involve a panel who will be responsible for assessing every individual candidate. The interviewees will avail themselves to the panel for examination. The interview will follow a guided communication between the interviewers and the candidates. Interviewers will ask questions in succession to probe how the interviewees fit the job requirements, value, and organizational culture. The panel will include the hiring manager, the HR manager, reporting manager, supervisors, heads of the specialized departments, employees and staff with better knowledge about the job positions, and research and development team members.
Testing options
The selection process will include a job knowledge test, integrity test, and cognitive ability test. The job knowledge test will help assess candidates’ knowledge about the particular job’s various aspects (“Job Knowledge Test,” 2018). The test will examine both factual and procedural knowledge and assess technical knowledge and expertise in the specific field. The job knowledge test is vital in evaluating mastery of learned information before hiring. The candidates will also undergo integrity tests to avoid the selection of untrustworthy, unreliable, and individuals with inadequate moral standards. Integrity tests will include questions about integrity and ethics to identify personality traits associated with moral discipline and accountability. Lack of integrity is associated with theft, sabotage, absenteeism, discipline issues and violent behaviors. Both overt and covert tests will be used to examine candidate integrity. Integrity tests are vital in the selection process to predict job performance (Ones & Viswesvaran, 2007). Nurses should be morally accountable and responsible for individual judgements and actions. Nurses are moral agents and need to practice integrity, having a strong sense of themselves. It is, therefore, critical to assess candidate integrity before hiring.
Cognitive ability tests will help examine the general mental capacity, which is strongly associated with job performance. The General Aptitude Test will be used to measure logical, verbal, and numerical reasoning. The test draws individuals’ perception of the job and evaluates their problem-solving skills and knowledge (Farr & Tippins, 2013). The questions will require the applicant’s to utilize their mental capacity and processes to solve job-specific problems. The tests are vital in the selection and excellent predictors of personal intelligence. Generally, these tests will help improve the quality of hiring and selection.
Interview questions
The interview will include both situation and behavioral questions. Situational questions aim at forcing the candidates to go off script and utilize their intelligence and reasoning to counter a problem. The questions give the hiring team an idea about how the candidate would handle various roles and circumstances. Behavioral questions collect information about normal individual behaviors and how they influence performance, judgement, and problem solving (Culbertson, Weyhrauch & Huffcutt, 2017). They provide insight into personality, skills, and capability.
Situational interview questions
- How would you deal with a team member or coworker you find difficult working with? Do you think a conflict must exist to be uncomfortable working with a coworker? How would you handle the conflict?
- What would you do if you are presented with a task you have never done before, and it is crucial to a patient’s survival?
- Describe failure in the workplace. What would you do to overcome adversity, especially in a situation where the patient and family were unsatisfied with your care providers and reported to the supervisor?
- Tell me about how you would handle a conversation with a patient with speech impairment without a sign expert or translator? How would you deal with a difficult client’s interaction as a nurse?
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Behavioral interview questions
- Tell me about a problematic manager you have worked with and the impact of that experience to you as a nurse practitioner?
- Tell me about a time when you covered for a coworker who was absent without apology, and your workload was hefty?
- Describe when you had to care for multiple patients in a day, and how this situation influenced your perception of the hospital’s management, and employee needs recognition?
- Tell me about when you diagnosed a patient and activated the emergency protocols, but the physician on duty was hard to convince and slow to respond? How did this situation affect you as a triage nurse?
References
Culbertson, S. S., Weyhrauch, W. S., & Huffcutt, A. I. (2017). A tale of two formats: Direct comparison of matching situational and behavior description interview questions. Human Resource Management Review, 27(1), 167-177.
Farr, J. L., & Tippins, N. T. (Eds.). (2013). Handbook of employee selection. Routledge.
Job Knowledge Test. (2018, June 12). Retrieved from https://www.workplacetesting.com/definition/4407/job-knowledge-test/
Ones, D. S., & Viswesvaran, C. (2007). A research note on the incremental validity of job knowledge and integrity tests for predicting maximal performance. Human performance, 20(3), 293-303.
Question – Selection Process Nursing Assignment
Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization. For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job descriptions you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):
- A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
- At least one testing option to be included in the selection process. Explain why this testing option is best suited for the selection process.
- A minimum of four situational and four behavioral interview questions that you would use to interview for both jobs. (Reminder: Use both of the job descriptions from your previous assignment.)
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
