Please quit wasting my time: Interview Advice from Hiring Manager

Nurses Job Hunt

Published

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 reasons ( poor grammar and spelling, history of job hopping, inappropriate email address), and scheduled six interviews. I did the last interview this afternoon, and still have not found a suitable candidate. I know there are plenty of resources online that give Job Search tips, so please, put a little effort into writing an appropriate resume, and learning how to interview. I don't care if you are old, young, fat, thin, new GN or crusty old bat, gorgeous or if you wear a paper bag over your head. Please present yourself in a professional manner when interviewing. You don't need to wear a business suit, but don't come in jeans or shorts. Don't come with overdone hair and make up and tons of bling. Learn to communicate in a professional manner as well. You are a college graduate, you should at least have an understanding of basic grammar and know how to express yourself. Express a sincere desire to work on my unit. Don't tell me that you really don't want to work on a telemetry unit, that you just want to get into the hospital so that you can transfer into ICU as soon as there is an opening. Don't be cocky or dismissive of CNAs and other ancillary personnel when I introduce you to the staff for the peer interview.

I have read numerous posts from nurses who cannot find jobs in the present economy, and I feel for them. But it can be just as frustrating for a manager looking for staff who are professional, caring, and committed to their profession. I feel like the last two days have been a complete waste of my time. Please, if you are lucky enough to get an interview, make sure you are presenting yourself as a professional. If you cannot make the effort to do so, don't waste your time or mine by even scheduling the interview.

sam, I know you always put forth effort; I am referring to like "giving the right answers to get the job" type thing. It seems like some people master interviews because they have been through several (like I said, usually job hoppers) while others are nervous and don't have interview experience

I have a question for all you managers. If you request x number of years experience but a new grad knows that they want a certain area and keep applying and ask what they have to do to get a job at a certain place, would you hire them even though they don't have experience?

Of course not. But there is an ethos in striving for balance and objectivity that has been usurped by the capricious state called "likeability." Likeability is a factor. The point is, it should NOT be before certain other things in the eval process. People are changeable. Life is changeable. There are all kinds of emotional dynamics, and even physiological ebbs and flows. You will not really know what someone is like until you work with them regularly for a least a good six months. Now of course if someone comes off as surly or disrespectful or completely inflexible, that will weigh the interviewer down a lot, and the candidate will be dumbed for sure.

But likeability for likeability sake shouldn't be the top or strongest issue, and too often, it is. Some of the best surgeons I have worked with were not always the most likeable. The most likeable surgeons were not always the best in terms of practice. And then there are those that are both likeable and the "best" or pretty close to it. People are not one dimensional.

What strikes me as funny is that all of medicine, business, and now nursing is embarking upon the use of "best practices" and evidence-based practice. Yet, nursing doesn't seem too interested in applying such approaches to hiring, orienting, precepting, and growing nurses within their own clinical areas.

And I for one would choose character over likeability any day of the week and twice on Sundays.

Integrity doesn't depend upon likeability but character.

Likeability is understandable tho; part of the job includes customer service, so a person that can do the job in a robotic way, but has a hard time making that personal connection with patients or fellow staff is justified in having extra scrutiny. Plus, having to work with someone for 12hrs a day that has a negative attitude can be frustrating.

The is is, the criterion is not, "Who will the patients like?" Rather, it's, "Who do I (the hiring manager) like?"

To me the world of nursing management is Bizarro-land. In my previous life I worked on projects as part of a team, and members of the team (even relatively junior members) would interview potential new hires (even prospective managers). The manager would generally pay close attention to the opinions of the team members. They did not exercise dictatorial control, at least not in the successful organizations I worked at. Do any hospitals have CNAs interview prospective nurse managers?

It's as if nursing teams are intentionally managed to sow the maximum possible conflict in many facilities.

And I for one would choose character over likeability any day of the week and twice on Sundays

I'd amend that to "...character and capability...."

The is is, the criterion is not, "Who will the patients like?" Rather, it's, "Who do I (the hiring manager) like?"

To me the world of nursing management is Bizarro-land. In my previous life I worked on projects as part of a team, and members of the team (even relatively junior members) would interview potential new hires (even prospective managers). The manager would generally pay close attention to the opinions of the team members. They did not exercise dictatorial control, at least not in the successful organizations I worked at. Do any hospitals have CNAs interview prospective nurse managers?

It's as if nursing teams are intentionally managed to sow the maximum possible conflict in many facilities.

I'd amend that to "...character and capability...."

It does seem bizarre. When all you want to do is your best job and have some reasonable level of peace at work, well of course all of this is totally bizzare. What the heck are we thinking. . .people doing their jobs and trying to maintain reasonable level of peace--meaning, limit the unnecessary BS. We can get enough of that from others. Why do we have to add to it?

To answer your question, some hospital units do have nurses that sit on a hiring team. But you know how that can work. Someone easily influences another, without that other person giving enough of their own consideration on that matter. What they should use are more objective score cards, but even then, we agree that the process can only involve so much objectivity. To me the best case in reality would be to limit the subjectivity as much as possible.

Sure. I see your amendment. I agree. But the contrasting was between likeability versus character. :) To me, to have the sound structure in place is a given.

I am so glad that the OP posted this. There are tons of younger nurses, especially new grads or those with very little nursing experience that post on here, "Do I have to dress up for my interview?" or ask if it's ok to wear scrubs to an interview.

It drives me nuts. I never ask those questions because I just wear a suit...period. "I didn't hire that candidate because they were professionally dressed for an interview"...said no hiring manager ever. I have shown up an hour before my interview if I was driving to a place that I was unfamiliar with...to make absolutely sure I had time in case of traffic problems, etc. Just wait in your car until closer to time.

The ONLY time folks, it is OK to show up in scrubs for an interview, is if HR insists on interviewing you on a lunch break from work or on a day when it would be impossible for you to run home and change clothes in time...and ALWAYS inform them, "Yes, I can make that interview time, but I have to work that day and would need to come in my uniform...as long as that is OK." HR will usually tell you yes, but never assume that the nurse manager got the memo...say something when you show up so they don't think you put bare minimum effort in...wear the best scrubs you own, touch up your makeup before you go in (if you wear makeup).

A hospital that I worked for conducted some "peer" interviews where they would have a couple of the staff members participating in interviewing candidates as a team...and this is where I got my first glimpse of how some nurses show up for interviews.

Hair that looked like they crawled out of bed...clothes that were not ironed..dresses that were more appropriate for a date than a job interview..this was a major problem with very young nurses. The worst part is the ones that giggled after every question was asked and could not put together a sentence without several, "uh, uh, uh's".

My husband worked for a very well known restaurant for 23 years. His job was to train all the mangers in our local area, which included a huge city. The very first thing he used to tell managers about the hiring process was "Make sure you hire someone with a good personality, you can always teach someone the job, but you can't teach someone how to be pleasant to work with". I completely afree with you on this.

Specializes in geriatrics.

Lateness is my pet peeve in general. Unless there has been a major emergency, there is no excuse, and if you know you are running late, a phone call would suffice. Traffic? Not a reason. Leave earlier, scope out your location, and then grab a coffee nearby and wait. You're always better to be 20 minutes early instead of 5 minutes late, especially for interviews.

Attitude and likeability are not the same thing. Perhaps I should have used the term professionalism instead. And the interview process is stressful for everyone. My goal is to find the right person to fill my vacancy. I want someone who demonstrates professionalism, compassion, and a willingness to learn. Think about the whole process for a minute. All I know about a potential hire is what's on their resume, and what I learn during an hour spent interviewing them. From this I need to determine what kind of nurse they are, and how they will fit into our unit. And anyone who says that fitting in is not important is deluding themselves. Each hospital and each unit has a unique culture. Just look at all of the posts here from people who left a job because of this. Some people do well with canned responses, but these people will come across as insincere. Being nervous during an interview is understandable, and I will overlook this if I can see that the candidate has the qualities I am looking for. I would love to find a better way to find suitable staff, but unfortunately this is the process. This is why there are so many articles and books published on the process.

My husband worked for a very well known restaurant for 23 years. His job was to train all the mangers in our local area, which included a huge city. The very first thing he used to tell managers about the hiring process was "Make sure you hire someone with a good personality, you can always teach someone the job, but you can't teach someone how to be pleasant to work with". I completely afree with you on this.

Not quite the same with nursing, and indeed it really shouldn't be. Again, likeability OK within reason, but it shouldn't get top billing. For nursing, especially in critical or acute care, that's foolhearty thinking IMHO. Besides personalities are as diverse as the colors of the rainbow and more, and within the spectrum of an individual's personality are gradations.

Use balanced, more objective measures, and don't get caught up too much in likeability. This can vary like the wind with people. Each person should look at herself or himself on any given day. Again character matters more, and you won't really find out enough about either likeability or character until you are working with the person for at least a good six months.

Wow. Nursing is still in such trouble when it puts likeability and personality as top billing for a professional clinical positon. I say all this, and I am a personable person and like to have fun and smile at work, unless it's completely inappropriate to do so. Some people, however, are resevered. Some people, it really takes a while to know that they can smile and be pleasant, but their family's culture taught them something different.

All I am saying is don't be too quick to give this likeability/personality thing top billing. Here's a good rule: Strive to evaluate others in the same manner in which you (the NM, ANM, colleague-RN, HR person, whomever) would like to be evaluated.

Attitude and likeability are not the same thing. Perhaps I should have used the term professionalism instead. And the interview process is stressful for everyone. My goal is to find the right person to fill my vacancy. I want someone who demonstrates professionalism, compassion, and a willingness to learn. Think about the whole process for a minute. All I know about a potential hire is what's on their resume, and what I learn during an hour spent interviewing them. From this I need to determine what kind of nurse they are, and how they will fit into our unit. And anyone who says that fitting in is not important is deluding themselves. Each hospital and each unit has a unique culture. Just look at all of the posts here from people who left a job because of this. Some people do well with canned responses, but these people will come across as insincere. Being nervous during an interview is understandable, and I will overlook this if I can see that the candidate has the qualities I am looking for. I would love to find a better way to find suitable staff, but unfortunately this is the process. This is why there are so many articles and books published on the process.

I pretty much agree with all you say here with some exception to the "fitting in" part. The fitting in expression is overused. Frankly too much emphasis is placed on it. It's almost laughable to me that people actually think that hiring a strong candidate is like trying to complete a cliquish sort of jigsaw puzzle. Meanwhile, the staff and patients and team need competent, caring, and insightful people to provide appropriate care. These nurses aren't running for president. Is the interviewing process a sales job to some degree? Definitely. But so much is placed on finding the "perfect candidate," even when you know more nurses in plenty of hosptials and organization could be added--that is, if only administration would allow it to be so, financially speaking.

And listen, wherever you have more than one person working with another, there will never be perfect harmony. Sometimes new blood needs to come in.

People have to stop being afraid of each other--and stop thinking that they can only work with those with like minds, or with those that somehow fit into some tightly designed puzzle, or sadly for some, only work with those they don't deem as a threat in some way.

I learned some cool things at my university. One is that the higher path for nurses to go is not in developing cliques or factions, but in reaching across to build coalitions. The best units I have worked in had the greatest diversity of people, but they got this concept! They understood alliance and coalition building--and their absolute benefit over cliques and factions--and the patient outcomes were always the most superior in these places.

Specializes in Telemetry, LTC, Hospice and Private Duty.

Well, joechess, I am glad you posted this.....it seems one can be impecunious in more than one way. I understand the "beer and Benzos" thing oh my.....but do they not teach those whom which are products of privilege 'Do not judge a book by its cover"? You could potentially be missing out on some truly quality individuals who are well suited to connect with your patient population in a way the "Barbie Brigade Desk Dwellers" (even with all the professional empathy and communication training) are unable to. Patients like "real" not impeccably professional. We all have our roles to play and we all need to be able to see past our preconceived ideas into each others hearts because we could be cheating ourselves out of good things, and our patients out of good care.

Specializes in Telemetry, LTC, Hospice and Private Duty.

Speak It samadams8 AMEN.

+ Add a Comment