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

Nurses Job Hunt

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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 employment in nursing seems to be like that of the business world.

A few months ago I applied to a prestigious hospital and had to go through muliple processes before I even had an actual interview.

Behavioral tests, phone questionnaires, interview with HR, and then finally an interview with someone in nursing.

Little did I know that I was being scored and gauged all throught these processess.

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)

I was stunned. I'd been on many interviews over the course of my career, but I'd never been on an interview where my answers to ''what would you do'' or ''have you ever'' type questions were scored, I had thought I did great on my first interview. Secondly what answer could I provide her? I knew I was a great nurse and great co-worker and no single interview or battery of questionnaires could ever or would ever showcase that.

A career that should be so personal has become so impersonal.

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. 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.

The nursing world is filled with too much politics, and the hiring process is one that's full of politics. They have all these hiring tools, but yet they'll still just hire someone they like or someone they know. Most of these hiring tools are just meant to weed out anyone who can't conform to their wants or anyone who will rock the boat.

It seems like every other profession, nursing is all about employing robots to do the job. If you don't fit the mold, you're out!

Tests 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.

Specializes in Emergency.

I 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...

...."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.

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?

Wow, 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...

This 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, sorry

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.

Well, 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.

Little did I know that I was being scored and gauged all throught these processess.

Why would you not think they were interested in your scores on those personality tests? Or, at the very least, judged?

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)

*SNIP*

Secondly what answer could I provide her?

"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)."

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.

I 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.

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'm confused...what risk are they "fessing up" to taking? The screening and personality tests are supposed to reduce risk of hiring bad fits.

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.

(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.)

This 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.

Specializes in LTC, Psych, M/S.

Great post Summitt! You hit the nail on the head. But in the end the nurse manager will most likely find a way to get her friends daughter or some other 'favorite' hired if she wants too.

Specializes in Med/Surg, Academics.

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.

Specializes in Home Health, MS, Oncology, Case Manageme.

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!

Specializes in Pediatrics.

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.

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.

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