Lazy, demanding staff - page 8
What ever happened to strong work ethics?... Read More
0Mar 8, '03 by zuchRNWe do not check personal references as this is a "fluff" reference. who in the world is going to list a personal reference that is going to say negative things?
It is not an EEOC violation to choose who I inteview based on the application. The number one things that I look at is felonies...that is the big thing. I am ok with some misdemeanors, however, as the administrator tells me--what does having a criminal record say about a persons character? I am also talking about people witha list a misdemeanors 2-5 pages long...(not that some things aren't explainable and some people have just not been caught). I am also not intending to imply that you do not have a good character!
I tend to listen to applicants reasons for gaps in employment history. I guess what I run into most frequently is the nursing assistant who has worked in every facility in town and has walked out or been a no-call no-show at all but 3-4. People tend to only list the jobs that they know they left on good terms.
I guess there are no good answers...no good solutions to hiring the right people for the jobs. I have hired people that I think are going to be absolutely wonderful and they turn out to be horrible. I have also had reservations about hiring people and they turn out to be great. As I previously said...an interview is a crap shoot. I wish there was a good answer...a magic way to motivate staff (aids and nurses) to want to come to work and give the residents their all during their eight-hour shift. I wish that I knew the magic formula to get people to realize that they hurt the residents and their co-workers when they call-in or don't pull their weight.