interviews: how do you weed out problem future employees

  1. During your pre enployment interview, are there any questions or tips to use to weed out problem employees.
  2. Visit HarryPotter profile page

    About HarryPotter

    Joined: Nov '04; Posts: 307; Likes: 3
    RN: Mental Health


  3. by   nursemaa
    Behavioral interviewing is a great way to evaluate prospective employees.

    Ask them to to tell you about a time:

    1. They disagreed with a coworker
    2. They disagreed with a decision their boss made
    3. They encountered a patient/family who was demanding, or rude, or dissatisfied
    4. They had to deal with an angry physician
    5. They made a mistake

    Also ask them to tell you about their experiences working with teams, other disciplines, and the public. Ask them how they go about delegating to other team members, if appropriate to their position.

    Have them describe the situation and how they handled it. Now of course, some people just tell you what they think you want to hear, but by asking for specific examples you may get a better idea of what kind of team player they are, how they handle conflict, their level of commitment to customer service, etc. Watch them closely when they talk- are they confident but not abrasive? Do they make eye contact with you? Are they comfortable talking about mistakes and conflict? Do they project a positive attitude about work, and especially working with a team?

    I have made it a habit to hire for attitude, the skills can be taught. I've had some bad hires, but for the most part hiring someone with enthusiasm and a sense of being a team player has paid off for me. Good luck.
  4. by   HarryPotter
    thank you for the wonderful advise.
  5. by   WaynesvilleRN
    In a nutshell behavioral interviewing is the best. I have found it really depends on the one doing the interview as to how to approach a person. I find most of my true answers as to hire or not in the "casual" part of the interview. I ask them what kind of vehicle they drive...I try to guess the style and color....I guess there pet and pets color. Etc etc......Really what you are trying to do is open them up to see the REAL person....
  6. by   workhorse
    A good way I have found to catch future problems is to ask what they liked/disliked about their current/last job. If they can not say anything nice about anyone at any job--"they were all too hard to work with"--then stay away. There is usually someone/something positive at your job--I did say "usually"
  7. by   LTCRN4LIFE
    I second the "hire for attitude, skills can be taught"
    some other ?'s I like to ask are
    1.) Think of all the jobs you held....think of the one you liked best....aside from the patients what was it that made you want to go back there everyday?
    2.) Same question but present it in the negative....what was it that made you want to get away from there ASAP?
    3.) What do you wish you learned more about in CNA class or LPN/RN training?(here I get their weaknesses)
    4.) If I asked you to do an inservice, what do you feel very confident in that you could teach on?(Here I get their strengths)
    During the interview I am looking for common sense, a give and take attitude, I look for personality when they talk about their previous jobs.

    I pre-screen on the phone...if I think I am going to like that person I set them up for an interview....if I don't think so I thank them for applying and tell them I am booked with interviews for the month but if they are still looking in a month to check back with me....this also helps screen out the desperate....need an interview to put on my unemployment proof of job search...I hear back from a handful....and usually it is because they want to be at our facility....I feel if someone is willing to wait to get in...they really want to work there.
    I go alot with my gut feeling also. If it just didn't feel probably isn't.
    I lay it on the line in the interview....what type of person I am looking for and what I expect....we have great benefits and reputation in the community. I do use that as leverage to get the best. They know that if after I hire them that if it isn't a good fit for us they will be informed and if there is no change than we may come to termination.
    I can tell you that I have over 200 employees and only 1 full time CNA opening and 1 Full time nursing opening. 2 part time CNA openings and 1 part time nursing opening. We have not used agency for over a year and have no intentions of doing so.
  8. by   Trece
    I do have some favorites that have served me well in the past. Our organization sent all management to the "hire for fit" course offered throught the Health Care Advisory Board. Hire for fit is an awesome strategy to find the right person - not only for your unit but for the organization as a whole. Here's a few of my favorites:

    "tell me about a time when you felt like you made a difference in someone's life and what that did for you".

    "give me an example of when you've had to deal with a difficult patient, family, or co-worker".

    'tell me about a time when you had to confront someone you worked with. How did you handle it? What was the outcome"?

    "What inspires you/ignites your spirit"

    "tell me about a time when you worked on a team that didn't function well. What do you think was the cause of that disfunction"?

    "if I were to call your current supervisor, what do you think he/she would say about you".

    "tell me what you know about our organization? Why do you want to work here"?

    "describe to me your perfect work day. what would you do to achieve that perfect work day"?

    I'm often amazed at what people will reveal with the simple question "tell me about yourself". Always a good one.

    And a little extra advice - always listen to your "gut reaction". If you don't, you'll be sorry. NEVER hire someone just to fill a hole in your staffing. "Warm body" hiring will come back to bite you in the end :trout: