You're Hired!: The New World Of Hiring Nurses?? - page 3

by All4NursingRN

I was reading another thread and related to this topic. 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. Now the process of... Read More


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    The interview process that is currently used by many hospitals--personality test, HR screening, interview with NM--is a complete joke. All it takes to know this is by looking around at your coworkers. Some are lazy, some have anger management issues, some are push-overs, some are team players, some love their jobs, some hate their jobs. How can the same process create a team that is so different?

    Hiring really is a crapshoot, but the personality tests aren't the answer to creating a good team. Good leadership is.
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    Those personality tests are ridiculous. First they have you agree to be totally honest. Then, you take the test and its painfully obvious what the "right" answer is. So am I going to be honest or try to get this job? You'll notice that the test will keep asking the same questions over and over but worded a different way, so maybe you'll trip up and admit that occasionally you do get angry or stressed!
    All4NursingRN, Marshall1, and zb8943 like this.
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    This is not just happening in nursing. It's happening with all customer service jobs. My hubby has had to complete endless personality tests like these online, as part of the job application. Pages and pages of "what would you do", and "Do you prefer workin with people, or prefer working for people" type of questions. Sometimes they ask the same question again, 5 pages later! It is painful. I agree, it is a weeding out process, to test your endurance and willingness to try hard to get the job. It is what it is, and as long as it is am employers market, they will use more and more tools like this to tighten up the applicant pool.
    All4NursingRN and ShinyRedGloss like this.
  4. 2
    Quote from dudette10
    The interview process that is currently used by many hospitals--personality test, HR screening, interview with NM--is a complete joke. All it takes to know this is by looking around at your coworkers. Some are lazy, some have anger management issues, some are push-overs, some are team players, some love their jobs, some hate their jobs. How can the same process create a team that is so different?

    Hiring really is a crapshoot, but the personality tests aren't the answer to creating a good team. Good leadership is.
    Exactly.
    All4NursingRN and Marshall1 like this.
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    The new hiring process is peppered w/MBA professionals who have little, if any, healthcare knowledge and do not understand, appreciate or realize that someone can score high in being a team player with an infectious smile and cheer leading spirit but is unable to correctly calculate a critical drip, place an IV or falls apart during a code. The new process is unnecessary, exhausting and yes, I'm venting...many comments on other threads here are about just this..the multiple phone, in person, panel interviews, the online math tests which are NOT related to nursing but to how far Bob is going when Rachel leaves Dallas and the apples, some green and some red, are eaten by a lone worm which somehow calculates into miles per hour..seriously, it's stupid, a waste of time and money. Nurses, some anyway, one I know for sure, was unable to continue in a process fora job that she really wanted and would've worked well for her family because she couldn't take any more sick or vacation days to continue to her 4th interview because then she would have to "shadow" for a shift - her own time, then, after the 4th interview - which was panel - then shadowing - she would know if she was "lucky" enough to be selected - though she has been a nurse for 17 yrs and has certifications a mile long. This isn't about hiring the best of the best..it's becoming a situation of being able to answer the "keys" questions correctly - whether you feel that way or not.
    Lev <3, All4NursingRN, and elprup like this.
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    The Nursing hiring managers do like"tools"
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    Healthcare is big business and they are trying to make the hiring process as scientific as possible to pick the perfect candidate. My first degree is in psych, and Ive taken industrial psych courses where I learned that all these surveys are all very scientific, based on complicated statistics, which track how long candidate A with this experience, answering these questions this way will last here. I dont think it's right to subject a nurse who went through all the schooling, nclex, and years of experience to questions such as " I like to be the life of the party" slightly disagree or strongly agree. It's ridiculous, dont we all try to answer questions like these how we think they want us to answer these questions anyways? As I have seen it, people hire people they know, or who worked in the facility as an aide before they got their license. It shouldnt be about who you know but what you know, this is people's lives on the line and I would hope that the rn knows what she's doing.
    All4NursingRN likes this.
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    Quote from RNsRWe
    If it really WERE that simple. It isn't. Managing a nursing staff isn't just about finding a "good nurse". It's also about finding a great employee. You don't just drop a "good nurse" into the mix when there is so much else to consider in how well that person will mesh with the rest of the team, and whether that person would be considered for long-term employment (and, therefore, long-term investment in time and expense).

    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?
    What makes you so certain that the techniques in question yield the best employees? Do you have objective data to support your seeming certainty? Or is it just a feel-good way for the employer to winnow down a large pool of applicants?

    Do you think it's possible that the use of some psychometric tests lead to systematic and unfair discrimination against certain groups? Yes? No? How do you know?
    tnmarie and All4NursingRN like this.
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    Just another note on the personality test...they must be all the rage in HR these days. I've applied to many teaching jobs that required the test and some biology tech jobs. Even a few retail jobs. It's frustrating because you what answer they want and they keep asking you the same questions. It's mostly a blend of being honest with knowing what they want and that's sorta like being in an interview. You need not say what you shouldn't say and say things they want to hear.

    I mean really...who is going to honestly say that they don't enjoy working with others or only sometimes enjoy it if they want a job. I'm very honest. I've never been accused of sugarcoating, but getting a job isn't an honest process. This goes for the role of the interviewee as well as the interviewer. Gotta have a poker face I guess
    All4NursingRN likes this.
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    I do not entirely dislike the what would you do questions, but I don't think they should be scored by a person and most certainly not someone in HR who has no nursing background. These types of questions should be left to a computer where the test cannot be subjective and held to bias.
    FMF Corpsman likes this.


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