What questions SHOULD be asked at interview? - page 2

As a new Manager of a nursing department, I have an open position due to retirement. I've started getting resumes and making call backs, even interviewed 3 persons but have felt really inept and want... Read More

  1. by   Stargazer
    Originally posted by NRSKarenRN
    Well, the first nurse when I asked her weakness said: multi tasking.

    Intake requires mutitasking continously with shifting priorities by the minute! Knew she was not right then.
    Someone actually admitted she wasn't good at multitasking? In a job interview? Oy.
  2. by   colleen10
    Please don't ask the "How do you prioritize" question. Umm.. I prioritize.

    We used to use a technique called "Bahaviorally Based" interviewing. It is basically, just asking people rather open ended questions and then getting to the bottom of why or how they did what they did.

    I remember the Director of HR that I worked for once told me that 93% of all people that do interviewing never let the interviewee speak. The interviewer usually just goes on and on and either never lets the person speak or gets so uncomfortable with normal lapses of silence in conversation they just ramble endlessly. The interview is just as much about the candidate asking you questions and feeling you out as it is for the interviewer.

    You should discuss with the interviewee everything from the previous posts and certainly let the person ask you questions. Actually, I don't think I would hire someone who didn't ask questions back.

    Also, if you find a candidate that meets all of your units needs but based on what the candidate is expecting of their employer and the job itself, things that you know the position cannot provide, think twice about hiring them. It's not worth taking the risk of hiring someone who will become bored with the position after a short time and then either run-off to another job or end up resenting the employer.

    PS, is it really illegal to ask someone if they own a car or what their mode of transportation is? I have always had that asked of me anytime I've interviewed anywhere.
  3. by   dianacs
    Another deals with their preparation for ongoing study - what measure have they put in place to a possible change of life style (here you are looking for family support, babt sitting arrangements etc)
    But is this anyone's business? It would be nice to know that someone has these measures in place, but that's getting into someone's personal life. I personally would be uncomfortable with these types of questions.
  4. by   MishlB
    Originally posted by emily_mom

    BTW, everyone (OK, not EVERYONE) hates the weakness/strength questions and usually fills it in with lies/half truths to make themselves look better/more employable....
    Hate that question....
  5. by   Sleepyeyes
    One of my most challenging (but good! and revealing!) interview questions was:

    "Define what a nurse does."
  6. by   colleen10
    Sleepy, perhaps your best response would be to answer, what a nurse doesn't do. You would have been there a much shorter time!
  7. by   NRSKarenRN

    Still looking for more advice....and a management mentor!
  8. by   Agnus
    Originally posted by colleen10

    PS, is it really illegal to ask someone if they own a car or what their mode of transportation is? I have always had that asked of me anytime I've interviewed anywhere.
    Yes, along with questions about babysitters/ child care needs. It is illegal to ask about marital status, if you have children or for that matter anything about your family.

    After you are hired there are certain things they can an need to know about the above but cannot as until you are hired.

    Wether you have a "reliable" car, take the bus etc is not only illegal but irrevant to the job. Your mode of transport does not mean you will or will not be reliable. But the answer can prejudice the interviewer as they tend to think this will effect your arriving to work on time.
    Same with things like childcare etc. These are your business and responsibility and have nothing to do with anything. Is should be assumed these are all inplace to support your working. You can't fire someone for having no babysitter. You can fire for excess absence or bringing kids to work. Having or not having kids and sitters is no indication that you will be excessively absent.
    It would be like making a hiring decision based on your having the required clothes. It is assumed ypu will have them. Then if you show up improperly dressed after informing them (if needed) about the dress code, you take action.

    If your job requirements include the use of your own car on the job. Say it means traveling to clients etc. They can ask if you have one. But can't ask make, year etc.
    Last edit by Agnus on Jan 18, '03