Please quit wasting my time: Interview Advice from Hiring Manager - page 18

by Teacher Sue 47,406 Views | 227 Comments

I have spent the last two days interviewing candidates for an open RN position on my floor. Last week I went through the 14 resumes HR sent over to pick out the ones I wanted to interview. Eliminated eight of these for various... Read More


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    Everyone here is getting so defensive over the fact that the original poster said that she looks down on job-hopping. But, I don't understand how any adult, licensed professional can honestly argue what she is saying.

    Yes- ONCE IN A WHILE it's understandable that things happen and a position doesn't work out. But, if you've had 7 jobs in the last 5 years, "not work out," it's probably you that's the problem. Furthermore, if SEVERAL jobs didn't work out because "it wasn't a good fit for you"....several...then it means that you just applied for any position, rather than REALLY researching the position, facility, asking appropriate questions in your interview, etc before taking the job. Which, is unprofessional in itself. As she stated, those individuals are wasting hospital money & resources (such as preceptors, classes, etc).

    Yes- job hopping by an educated, licensed professional will look bad on a resume to just about any hiring manager/HR rep.
    gaylarn4, Rose_Queen, LibraSunCNM, and 2 others like this.
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    Also, Teacher Sue:

    Kudos to you for continuing to answer and carry on this thread. I would have just wanted to bang my head against the wall 11 pages back.
    Nursing seems to no longer be a profession, but rather just a job.
    gaylarn4 and wooh like this.
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    AP, I agree with you about the applying anywhere thing. I am against new grads (and I am a new grad) applying just anywhere to find a nursing job. If they picked a floor that they knew they weren't really interested in, then they typically won't stay and on top of that, they took someone's job that probably was truly interested in the position and floor.

    Maybe hospitals need to have like a pool of new grad applicants and have them fill out a form on what they are interested in and then, based on that, send it only to those managers.And have a question at the bottom like "if no positions match, do you want your application kept on file?" Like if someone is interested in cardiac and not ortho, HR would only send it to like the step down units, CVICU (as scary as it is, there are new grad positions in ICU), or floors that deal quite a bit with cardiac and they wouldn't send it to ortho floor. The manager of the floor can then look at the application and see if certain people fit. If no positions are available at that time, if they marked "yes" on the file question, then they could be put in a file for later positions. If "no", then toss it out. Could that be a way to "weed" people out?
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    Re Job hopping: I am a new grad and a second career nurse. Prior to nursing I was an IT management contractor; I took 6 month contracts, resolved issues in corporations and moved to the next job\issue. It was my career to job hop. I can adapt to changing environments and flourish.

    After graduating I couldn’t get a position in a hospital, so I applied to a home health agency who acknowledged that they are a stepping stone for new graduates. They said that they anticipated that, with their help, all of the new graduates would leave within 6 months and be gainfully employed in a hospital. I wanted to work rather than stay at home doing nothing.

    As predicted, I now work for a hospital. One day I may become a travel nurse. I can manage change; I like someone to “take away my cheese”. Isn’t that what we are taught to adapt to?
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    I agree with this post. I recently graduated and had a hard time finding a job. I did make it into the HR pile and a few days later landed the interview. After the interview, I thought I'd be contacted pretty quickly, not the case. I waited almost two weeks before hearing I was going to be offered the job. I was complimented by HR on my resume and cover letter (just as important) which gave a great first impression.
    I too had two home health care jobs that were brief, I did explain the reason behind that and it obviously wasn't an issue. Everyone has a story, we can't always read what's in black and white to paint a picture of someone. I was a nursing student and pregnant and left one home care agency for scheduling reasons and took a job at another one up until I delivered my son. I did not return after maternity leave since I devoted my time to being a full time RN student and new mom. Regardless of how it looked on my resume, I did reach out to that home care agency, interviewed and was offered a job, but due to company policy I have to get my one year RN experience under my belt.
    The point is, include jobs that put you in your best light. Be prepared to explain short job stents if necessary and don't burn your bridges. I know I will have a job at that agency if I choose to go back and inquire in a year, I was a good employee even if my time with them was brief, it highlighted my experience in another aspect of healthcare.
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    if you are in the NYC area, I'm a newly licensed RN with 19 years experience as a Med Tech. I assure you I am professional!
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    Experience is better than text book knowledge anyday!
    BrandonLPN likes this.
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    Teacher Sue,

    It sounds like you know what you're looking for and just need to find the right person who you feel will fit the unit. Thank you for not just choosing someone and letting them go during probation. Staff hates that!

    During my interview at my current employer, HR talked about applicants who have been repeatedly fired for numerous reasons, the attire of applicants (too much bling, low cut tops with breasts hanging out, short shorts, etc), and the general unwillingness to work.

    Sounds like exactly what you're dealing with. I was a new RN and they took a chance on me and me on them. I've been there just over 2yrs now and still am happy with the choice I made. I learn every single day I swipe in! Good luck in your quest and thank you for the common sense advice that you've given. So many arguments for what amounts to just good common sense when interviewing.
    gaylarn4 likes this.
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    You worked hard for your license and staying in an unsafe environment can jeopardize that. New nurses many times take bottom of the barrel to get hired but who wants to stay there. I once put the wrong number on the bott if my cover letter. I prayed they would use the top one. I retread it a million ted and had hubby read it too. Neither of us caught it. No one is trying to waste time on either side especially an unemployed RN. Still good piece. I have wild curly hair. I was told that you can't go wrong with a low neat bun and a small pair of studs.
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    Quote from Teacher Sue
    Actually, the most common reason for leaving a position is coworkers. Managers are the second most common reason. My unit has the lowest turnover in our hospital. In the last two years, we have lost three nurses. One left because her husband was transferred, one left because she was placed into corrective action and knew she was in danger of being terminated, and the one I am interviewing for now retired. I do find it interesting that you were able to make a judgement about my unit and my personality from such a short post. I at least give people an hour.

    ^Sadly I believe this to be totally true.

    How to fix such a thing? That's a whole separate thread on how to promote tolerance, support, teamwork, and coalition-building.



    I have asked about unit turnover on interviews. It can give you insight if people are forthright.


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