I second the "hire for attitude, skills can be taught"
some other ?'s I like to ask are
1.) Think of all the jobs you held....think of the one you liked best....aside from the patients what was it that made you want to go back there everyday?
2.) Same question but present it in the negative....what was it that made you want to get away from there ASAP?
3.) What do you wish you learned more about in CNA class or LPN/RN training?(here I get their weaknesses)
4.) If I asked you to do an inservice, what do you feel very confident in that you could teach on?(Here I get their strengths)
During the interview I am looking for common sense, a give and take attitude, I look for personality when they talk about their previous jobs.
I pre-screen on the phone...if I think I am going to like that person I set them up for an interview....if I don't think so I thank them for applying and tell them I am booked with interviews for the month but if they are still looking in a month to check back with me....this also helps screen out the desperate....need an interview to put on my unemployment proof of job search
...I hear back from a handful....and usually it is because they want to be at our facility....I feel if someone is willing to wait to get in...they really want to work there.
I go alot with my gut feeling also. If it just didn't feel right...it probably isn't.
I lay it on the line in the interview....what type of person I am looking for and what I expect....we have great benefits and reputation in the community. I do use that as leverage to get the best. They know that if after I hire them that if it isn't a good fit for us they will be informed and if there is no change than we may come to termination.
I can tell you that I have over 200 employees and only 1 full time CNA opening and 1 Full time nursing opening. 2 part time CNA openings and 1 part time nursing opening. We have not used agency for over a year and have no intentions of doing so.