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- Aug 29, '12 by tnmarieIt is an employer's market. Soon the nurses will get tired of the bad treatment d/t the attitude that 'there are 100 nurses behind you to take your place if you don't like it' and they will leave nursing; then there will be a shortage again. The pendulum seems to swing back and forth on this over the years. We just have the misfortune of being out there in the time of overage. This too shall pass...
- Aug 29, '12 by jadelpnTests are so subjective, especially the "what would you do if" personality types. OP did you get this job? Sounds like HR is trying to create the "perfect" team--everyone gets along with stunning interpersonal skills, immaculate manners (as to not p off the patients) combined with expertise that is second to none. Their own dream team. Trouble is that due to "test anxiety" some may be nervous and not give their best answer, while others who can sell ice to an eskimo would be a nightmare to work with. Bottom line is that the poster above is correct--they have to weed down the hundreds of applications that they must receive, and from that pick what THEY consider "the best of the best". Which would be sorta interesting when the grumpiest of the group just happend to score REALLY well on some scale that ensured management that this person had a halo and and rainbow over their head.
- Aug 29, '12 by sauconyrunnerI have had to do behavioral interviews since 2002 or so, so it is not new. It is probably just new to you. While it surely is not the best way to find a good candidate, (I mean for heavens sake, before one for a travel position, I got the hospitals "mission statement" and code of conduct and quoted it liberally, I got the job easily.) it is a technique that is being used. It is unfortunate that the Nursing schools have not kept up with this trend, as there are ways to simply ace these tests, and they can be taught. When in my masters program (not in nursing, eh?) I had a class on interviewing. They taught us the exact clothing to wear, what to say not to say, how to prepare a resume, and how to prepare for multiple types of behavioral interviews- as well as how to inquire if Behavioral interviewing was being used. While it isn't nursing, one of the goals of nursing programs is that their people gain employment. Yes, it's too bad we have to jump through lots of hoops, but it bothers me even more that the people aren't being prepared to do it.
A few recent grads have posted that they were also horrified to find out they had to take a medications dosage test- this shows me that they aren't being helped to know what is typical for an interview...
- Aug 29, '12 by RNsRWeQuote from netglow...."I can't comment on that due to the fact that you failed to communicate to me both the existence of a test and then subsequently my score..."
And interview over in 3....2.....1. You're outta there. Pointing out an interviewer's perceived shortcomings during the interview is a good way to end it fast and completely.
Look we all know the interview process is a waste of everybody's time. Why have little tests? Keep it simple stupid.
When there are so many to choose from, why should the employer limit himself/herself in determining who DOES have the best interpersonal skills, the best reaction time, poise, professional demeanor, and so on?
- Aug 29, '12 by AnnewrWow, I have never been through this particular type of "grind" before. However, I am experiencing the nepotism thing at my current job. It seems as though all the managerial staff are people our management, ( I am deliberately being cagey here in case they recog. me ), worked with in her last couple of jobs. Never mind that their experience is less current or no where near as comprehensive as mine is. And I like these ladies. However, I have been advised that since I am not of the "twin-set and pearls" category of people, I will likely not advance. (This was expressed to me by peers, not the above-mentioned "Talbot's-crew"). This must be a joke, that I am sporty and not girly and my kids are 4 legged and don't go to school with hers. Give me a break. But, jeez, you are right. Non-conformists need not apply...Last edit by Annewr on Aug 29, '12 : Reason: incorrect use of parentheses
- Aug 29, '12 by AnnewrThis reply is totally on the money, starting with "influential few, and ending with, "have to deal with it as well."! I am really becoming concerned that nursing managers aren't getting enough of the right-type of training that will help them to suppress some of the less positive behaviors that are instinctual to females. I have only had one male nursing manager in 17 years....
Posted in response to SamAdams8-this is what happens when you type in the dark, sorryLast edit by Annewr on Aug 29, '12 : Reason: posted to wrong reply
- Aug 29, '12 by hiddencatRNQuote from All4NursingRNWell, yeah. It's been a rough job market for new grads for years now. It actually seems like it's getting ever so slightly better.It seems as though the days of graduating from nursing school and easily finding a job in any speciality (or one of your choice) are long gone.
Quote from All4NursingRNWhy would you not think they were interested in your scores on those personality tests? Or, at the very least, judged?Little did I know that I was being scored and gauged all throught these processess.
Quote from All4NursingRN"I'm surprised at that result. I consider myself to have great interpersonal skills, and frequently use those skills to successfully resolve conflicts at work, such as the time (USING COMMUNICATION SKILLS TO SOLVE A CONFLICT EXAMPLE)."By the time I got to my second and last interview, the first question out of the director's mouth was why I scored low on interpersonal relationships (or something to that effect)
Secondly what answer could I provide her?
Quote from All4NursingRNI agree, but this is the game now. Interviewing is always about playing the game, and before personality tests there were other "tests" and expected responses from interviewees.It seems as though they are using all these qualitative tests to weed out the worst when in fact I believe they only fail to measure what is truly important in a candidate and fail to highlight potentially great candidates.
There is no test out there that can give you the best candidate.
Quote from All4NursingRNI'm confused...what risk are they "fessing up" to taking? The screening and personality tests are supposed to reduce risk of hiring bad fits.Employers are going to have to fess up to taking a risk, the same risk that prospective employees takes when they accept a new position. It may or may not be the right fit.
I hate the personality tests. They're annoying, it's clear most of the time what the "right" answers are so I think it's more of a test of how savvy you are rather than how good of a fit you'll be. I used to work in the hiring office of a temp agency and those behavioral tests were actually in part "honesty" tests- too perfect of a score and you actually failed because you were likely a colossal liar.
But that's where we are right now. I had to take a long personality test at one of the places I work per diem and know the reason I got in to the interview portion was because of my performance on that screening test. That interview you had, I think they must have really been interested in you to interview you despite your low performance in one portion of that test- it sounds like they wanted to give you the opportunity to prove that score to be a fluke and not an accurate reflection of your personality.
- Aug 29, '12 by hiddencatRNQuote from sauconyrunnerThis is a technique I've used with great success. Hospital stresses patient satisfaction? I am ALL ABOUT customer service. Hospital sees itself as part of the community? I talk about service and caring for patients like they are my family. Etc etc.(I mean for heavens sake, before one for a travel position, I got the hospitals "mission statement" and code of conduct and quoted it liberally, I got the job easily.)