Nurses, Interview Your Prospective Manager! - page 2
Warning: Please be advised that while the tone of this particular article is a bit biting and sarcastic, (I had a little fun poking and painting a picture of a manager I think we have all at least once encountered),... Read More
- 1Jun 24, '10 by madwife2002 Asst. AdminI just interviewed for a managers position and I asked the District Supervisor and HR Director
"what are your expectations of me as a manager?"
I wish you could have seen their faces because I doubt they had ever been asked that question before!
I am still waiting to hear if I got the job or not!
- 1Jun 24, '10 by MijourneyAs I understand it, an increasing number of schools and employers are interviewing by phone. What is the best way to interview the manager in that scenario. What about if it's a panel that you're being interviewed by. It's not like you can see each other.
- 1Jul 1, '10 by Nurse SmileyWow, thank you everyone! As a newer nurse, I have been afraid to ask an interviewer about turn over for fear of being seen as too inquisitive and not minding my own business. I read on a website not to ask about it because if it is a sore spot for the interviewer the negative energy might turn to us. Also, I know that people transfer, leave, and whatever else.
I called a company once and the nurse said "I will pass on your resume because you seem like a nice person; but I'm outta here"! I was lucky enough to get the job and a few months later, I resigned for something better, and often thought of her and because I had experienced her same emotion; "I got outta there".
Happy Summer Everyone,
- 1Jul 13, '10 by nurseinlimboSo true. I observe the staff on a unit when I visit, and the first few shifts to see how they interact with eachother. A happy unit that has good management generally has less negativity and gossip and more comraderie. I have only had one job where it felt like things functioned really well, and it was for a male manager who did not allow upper management to dictate his managerial style. A good manager is fair, leads by example, is a good listener and does not get caught up in drama. Unfortunately my good manager eventually ended up with a boss who wanted his head, and she found a fool proof way to get rid of him on a technicality. Upper management often has no conscience, and if a manager is easily manipulated and dictated to, budget and numbers take over where people should be. A manager who puts their people first will always have a happy unit.
- 0Sep 11, '12 by carakristin1I just found this thread while doing a search on Google; perhaps we could resurrect it for a day?
I signed up to participate in a group interview for a new nurse manager. I work in a 10 bed inpatient hospice unit. We have not had the greatest manager since we opened, so I want to ask some good questions and at least know what we're getting into if this candidate is hired. So, I'm looking for some good questions to ask her.
So far, I've got the following:
1) How would you describe yourself as a manager? How would those you've managed in the past describe you?
2) Tell us about an employee who become more successful as a result of your management.
3) What do you look for in people you hire?
4) Give an example of how you've made work more efficient for your staff.
5) Why do people like working for you?
6) If an employee were underperforming in some way, how would you handle it?
7) What makes you an effective manager?
I doubt I will get the chance to ask everything I want, and I'm sure my co-workers and I will cover all the important stuff in one way or another. Is there anything else you would ask or want to know about your future nurse manager before his/her first day?
Thanks in advance!
- 1Sep 17, '12 by samadams8I appreciate your article and the responses. I have to be realistic, even though so much of what people have said here is true.
Most levels of admin function by way of doing it their way--whatever that may be in terms of leadership--not often well defined--or defined briefly in value statements--and if you don't suit them their way, of if they think you won't, you as a staff nurse are REPLACEABLE--totally expendable. In the same way, when mid mgt doesn't follow admin's real life definition of leadership--what's important to their bottom line beyond all else, well, then mid-mgt is expendable too. And that is precisely why cr*p runs downhill.
My point is, it is truly tough to find a place that really knows what genuinely good, effective, objective, and balanced leadership means--in terms of day-to-day applications. It's often about admin's bottom line, and that is sadly what ends up driving mid and upper level leadership.