I just got a rejection letter from HR about jobs I interviewed for more than a month ago (I had asked the recruiter to follow up on this because I had heard nothing from the manager). Well, now I know the manager's decision, but I still don't know the reason. One was a night shift, no experience required; the other was "PRN". I do know she had several applicants, but I don't understand why I couldn't even get a night shift (to add insult to injury, another night position on this specialty med/surg floor was just posted!)
Obviously something didn't go right, although I'm left to wonder what. Possibilities: I have young children and will have to coordinate shifts with my husband, who's also a nurse, but it can be done (I guess I never should have mentioned this during the interview); my previous manager gave me a bad reference (I didn't think she would - I left on good terms because there was no more PRN work - but you never know). Or maybe she just didn't like me, but why did she talk to me for over an hour?
Have any of you been in a similar situation and followed up with the manager who had rejected you, just to find out the reason why? Was it helpful, or is it inappropriate? (I asked the recruiter if she had told him anything, but he claimed she didn't).
I'm getting tired of this and am wondering what is wrong with me - two years ago (or more recent) hospitals paid $5,000 (!) sign-on bonuses for the night shift, now they are rejecting nurses left and right. Or is it just me?
Specializes in Hospice, corrections, psychiatry, rehab, LTC.
It seems that new grads can be more desirable than experienced nurses with young kids...
Not at all. However, there is a time and a place to ask for special accommodations in terms of hours and schedule. The initial interview isn't it.
Most of the people we hire have families, and some have children of school age (or younger). In terms of hiring, it puts interviewers off when an applicant starts out by telling us what he or she cannot or will not do.
Maybe it was all for the best, after all - a friend who works in the hospital (different floor) just told me that the annual confidential nurse evaluations have been released for all units and this particular manager didn't get very good ones. Maybe that's the reason for the fairly high turnover in her department (which had concerned me, to be honest).
Maybe you dodged a bullet. I have done that a couple of times in my career.
I would guess most areas of the country are similar to mine. The nurses all know one another or know someone at another facility. They all ask each other unofficially about people frequently. YES - I think mentioning scheduling difficulties (or even hinting at such) in an interview bumped you to the bottom of the list. No nurse manager needs MORE scheduling difficulties. You have to make it seem like you will revolve around them, not the other way around.
Orca, ADN, ASN, RN
2,066 Posts
Not at all. However, there is a time and a place to ask for special accommodations in terms of hours and schedule. The initial interview isn't it.
Most of the people we hire have families, and some have children of school age (or younger). In terms of hiring, it puts interviewers off when an applicant starts out by telling us what he or she cannot or will not do.
Maybe you dodged a bullet. I have done that a couple of times in my career.
Good luck in your job search.