BHR 7094

APPLICATION CASE

Prepared by:TANUSIA ARUMUGAM

NURSE RECRUITMENT AT GULF HOSPITAL

INTRODUCTION AND CASE SUMMARY

An INTERVIEW is a procedure designed to obtain information from a

person through oral responses to oral inquiries.

Types of

Interviews:

Selection

interview

Appraisal

interview

Exit interview

Interviews

Formats:

Unstructured

Structured

Recruiting nurse at Gulf Hospital

Current plan at GH to enlarge the Pediatrics Department:

Need to recruit and select 25 new nurses

Job specification of “NURSE” is assembled into following

categories:

Nursing degree in country of origin and license from

government

Minimum 2 years of experience in specialized nursing field

Flexibility and willingness to learn new skills

Positive attitude, enthusiasm and helpfulness

Fit the team The Panel Interviewers:

HR Director: Mr. Hussam

The Department Heads (Pediatric, trauma & maternity)

***

The Nursing director ***

*** Never conducted interview before

CASE SUMMAR

Y

Q1: WHAT ARE THE CHALLENGES OR

POTENTIAL PITFALLS IN THIS SITUATION?

NO experience in conducting interviews

First impressions

◦ tendency for interviewers to jump to conclusions

◦ make snap judgments during the first few minutes

◦ Negative bias: unfavorable information about an

applicant

influences interviewers more than does positive

information

Misunderstanding the job

◦ Not knowing precisely what the job entails and

what sort of candidate is best suited causes

interviewers to make decisions based on incorrect

stereotypes of what a good applicant is.

Candidate-order error

◦ An error of judgment on the part of the interviewer

due to interviewing one or more very good or very

bad candidates just before the interview in

question.

Nonverbal behavior and impression

management

◦ Interviewers’ inferences of the interviewee’s

personality from the way he or she acts in the

interview have a large impact on the interviewer’s

rating of the interviewee.

◦ Clever interviewees attempt to manage the

impression they present to persuade interviewers

to view them more favorably.

Effect of personal characteristics:

attractiveness, gender, race

◦ Interviewers tend have a less favorable view of

candidates who are:

~ Physically unattractive ~ Of a different racial

background

~ Married with kids ~ Disabled

Interviewer behaviors affecting interview

outcomes

◦ Inadvertently telegraphing expected answers.

◦ Talking so much that applicants have no time to

answer questions.

◦ Letting the applicant dominate the interview.

◦ Acting more positively toward a favored (or similar to

the interviewer) applicant.

Q2: WHAT SEQUENTIAL STEPS SHOULD BE

FOLLOWED TO DESIGN AND CONDUCT EFFECTIVE JOB INTERVIEWS IN THIS

SITUATION?

STRUCTURED SITUATIONAL INTERVIEW

asked the same question in the same order

evaluated using a common rating scale

Interviewer are in agreement on the acceptable answer

Step 1: Analyze the job

Identify the requirement of the job and the competencies

necessary to perform them.

Write a job description with a list of job duties, required

knowledge, skills or other worker qualification.

Step 2: Rate the job’s main duties

Rate the job duties based on its importance to job success.

Step 3: Create interview Question

Create interview questions based on actual job duties.

( situational , knowledge, willingness, behavioral )

Situational

Describe an occasion in which you demonstrated ability to handle an

emergency, We have all had to work with someone who is difficult to

get along with. Give me an example of when this happened to you

and how you handled it.

How sensitive, empathetic and flexible are you

Knowledge

Describe how you have improved patient safety in your working

regime, Where did you get your training and what qualifications and

certifications do you have?

How you relate knowledge to your job

Willingness (Are you ready to be on call if we appoint you?)

The willingness and passion

Behavior (How do you manage stressful situations? Give an example.)

Focus on how you are able to maintain emotional stability in the

face of traumatic and stressful situations.

Step 4: Create benchmark answer.

-Developing rating scale to evaluate candidates.

-Develop ideal answer for good ( a 5 rating), marginal ( a 3 rating) and a

poor ( a1 rating)

Step 5: Appoint the interview panel and conduct interview.

-The panel members review job description, question and record

benchmark answer

Q3: WOULD YOU CONDUCT A CRASH SEMINAR ON INTERVIEWING SKILLS

FOR THE DOCTORS AND DIRECTOR OF NURSING?WHY? WHAT WOULD YOU

TEACH THEM?

Crash Course in Interview-method to assist interviewee to

make improvement before the official interview conducted.

No , would not conduct a crash seminar on the interviewing

skills for the doctors and the director of nursing. They are

professional in medical field as in basic common sense.

Basic Skills :

resumes

make preparation