I have spent the last two days interviewing candidates for an open RN position on my floor. Last week I went through the 14 resumes HR sent over to pick out the ones I wanted to interview. Eliminated eight of these for various reasons ( poor grammar and spelling, history of job hopping, inappropriate email address), and scheduled six interviews. I did the last interview this afternoon, and still have not found a suitable candidate. I know there are plenty of resources online that give job search tips, so please, put a little effort into writing an appropriate resume, and learning how to interview. I don't care if you are old, young, fat, thin, new GN or crusty old bat, gorgeous or if you wear a paper bag over your head. Please present yourself in a professional manner when interviewing. You don't need to wear a business suit, but don't come in jeans or shorts. Don't come with overdone hair and make up and tons of bling. Learn to communicate in a professional manner as well. You are a college graduate, you should at least have an understanding of basic grammar and know how to express yourself. Express a sincere desire to work on my unit. Don't tell me that you really don't want to work on a telemetry unit, that you just want to get into the hospital so that you can transfer into ICU as soon as there is an opening. Don't be cocky or dismissive of CNAs and other ancillary personnel when I introduce you to the staff for the peer interview.
I have read numerous posts from nurses who cannot find jobs in the present economy, and I feel for them. But it can be just as frustrating for a manager looking for staff who are professional, caring, and committed to their profession. I feel like the last two days have been a complete waste of my time. Please, if you are lucky enough to get an interview, make sure you are presenting yourself as a professional. If you cannot make the effort to do so, don't waste your time or mine by even scheduling the interview.
Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
Ruby, I appreciate your response. I would have liked to have done that. Like I said, when I got the job, I had no intentions of leaving. But my problem was I had someone, who if any little thing that happened, she would go to the manager about it. I actually got called into the manager's office one day because of complaints. I was not perfect by any means, but when you have someone who is always going to management just to rack up complaints on someone, I wouldn't have even had the chance to stay there 14 yrs because I would have been fired. That's my point. For me, it wouldn't stop until I quit or got fired. My manager never took both of us aside and asked us what was going on. It was whatever the nurses said went. Turn over was high on the floor in general and people hated floating to our floor. I tried to be friends with her. Once I was working on a different hall than her and her tech went to lunch and didn't tell her and a pt needed to be cleaned up and packed up. I cleaned them up and packed them up because I not only felt for the pt but I was trying to be nice and put forth a team effort. I went back to the hospital for clinical, said bully made it to charge nurse. How these people get promoted, I'll never know. Maybe it's due to lack of control in unit and they feel like they need some control. I have no idea though. I wish managers would consider that when looking at job applications and seeing something such as tech for x months. Sometimes, it is beyond that person's control. I am not blaming Teacher Sue for anything but don't assume just because they left one health care job, they will do it again. Give me a decent unit, I'll stay. Not everyone is a job hopper. My other jobs I have had for years. They aren't full time jobs, but I stayed with them because I worked with and for decent people. I also volunteer. And some of the other posts are true when they say that sometimes we never even get called for an interview, so we don't get to choose between pjs or suits or have those awkward moments trying to think of answer to an interview question.I have another question for the managers and exp. nurses. If someone gets an interview, and they are asked why they left their last job, is it okay to be honest or do I need to "sugar coat" the answer and use the school reason? I know managers and facilities think 'oh well, if they "bad mouth" or say something negative about their last unit, they will do it to us'; but what happens if it's the truth?I told my mom that if I get an interview for a nurse job, then one of my questions to the manager would be how they would deal with bullying on their unit and my mom said not to ask that because I wouldn't get the truth. No one would come out and admit it happens on their unit. It genuinely scares me to think I would be put in that situation again. I want to be a nurse but I want to be able to work without being bullied.
You got called into the manager's office one time, so you left? No attempt to work things out, no attempts to improve your skills or your time management or whatever the problem was? I got called into the manager's office a number of times. But I enjoyed the job and the people I worked with, and I stuck it out. I outlasted that manager and the next few. I have little sympathy for people who leave the minute things become difficult for them, and then cite "bullies" as the reason.
No, Ruby, my manager told me people were complaining about me and I knew this nurse was one of them who was habitual with the complaints. I did not leave because of the meeting with the manager. I left because of the nurse's comment "you know, it's not only what your patients think of you that can get you fired; it's what your co-workers say about you". I am not dumb; she kept complaining about me in hopes to get me fired. It never stopped. It started from day one. I think bullies target certain people and don't stop. My first day off orientation, I came to work and the first thing this nurse said to me was not 'good morning' or anything, it was you have too many things on you in one place. She was referring to my badge, my locator, and the walkie talkie things we had to wear. She wore her locator on the back of her scrubs, which is great for her but I had longer hair and mine would be covered. Pretty much if it wasn't done her way, she didn't like it. Other people had the same things in the same place I did, yet I was the only one she said anything to. I honestly thought she was having a bad day because I like to give people the benefit of the doubt. Everyone has bad days. But it didn't stop and her complaints got worse and progressed to work ethic as opposed to stupid things like placement of necessary accessories for the job.
What I am trying to get across is that I didn't leave because I hated the job or I didn't think I could handle it (like I said, you can work on time management); I couldn't control the complaints or what would happen to my job. It stinks when your co-workers have more control over whether you stay or go than you do. Yes, I quit but I quit because I thought it would be better than being fired at some point in time.
I would imagine interviewers get sick of hearing all the pat answers and sugar coated explanations. I work at a state run home for disabled veterans. When asked in the interview why I want to work here, I replied because they pay good and I want government benefits. She seemed to like the honesty. I bet interviewers quickly get tired of schmaltz like "it's in my heart to help others" or "my biggest weakness is I care too much".
OMG ... YES! Those reheorificed answers make me gag. One of my main goals in an interview is to get beyond those reheorificed answers. I want to have a real conversation with the person. If they don't let me do that, it counts against them.
OMG so funny! I agree with everything you said and I am (ahem!) anal about grammar. I'm posting because this just reminded me a document I recently received where it was RIDDLED with misspellings and errors, all from someone that I had thought to be insanely smart and very well educated. It left me wondering how said person even got through school! I can't deny that it makes me wonder about her education level but.... I can say from personal knowledge that said person is an extremely competent nurse, this I absolutely know to be true.
But I totally get what you are saying. I constantly "edit" everything and it really DOES make a HUGE difference when applying for a job. It's the whole "first impression" thing, you only get to make it once! I think it's great that you posted this because it will help people know what is expected of them, that this is the "real" world where you sometimes do NOT get a second chance and should take applying for a job seriously. If you aren't 100% serious and professional in a resume/interview, how would you be with a patient?!
I also think that there MIGHT be a generational gap going on? Because as the years go on (and I'm not THAT old!!), it seems that things are more and more laid back, casual, less professional. I would point to the media, because think about television 8-10 years ago, and tv NOW. I'm kind of in-between but I appreciate and long for the days and people who take their profession seriously and with pride.
Dear Samadams8 -- I'm interested in you comments above, especially "looks good on the surface, but it's toxic underneath" and need for "objective evaluation of nurses during orientation, understanding how to teach adult learners and mentor nurses, etc." I'm interested in what you know about turnover among orientees, too. Having just gone through a difficult orientation, I want to know more about what others have experienced and how to improve the transition from new grad to successful nurse. I've been reading everything I can find on the subject. Any suggestions for sources? Thanks!
Wish_me_Luck, I totally empathize with your situation. I have never experienced that, but I remember growing up my mom having problems with co-workers ever so often. Said co-worker would usually go back and complain to the supervisor and my mom ended up suffering the consequences, usually being let go over petty stuff. Now I can't say what she did or didn't do, because I was a child and was not there, but I told myself if I ever became a manager and one of my workers came to me with a complaint, the first thing I would ask for is proof. This is especially true if patient safety is not in danger. Then I would tell them, "Maybe if you were doing your job, you wouldn't have enough time to see all these things that are happening. Are you even working out there? I'm suspicious. Get back to work!"
Dear Samadams8 -- I'm interested in you comments above, especially "looks good on the surface, but it's toxic underneath" and need for "objective evaluation of nurses during orientation, understanding how to teach adult learners and mentor nurses, etc." I'm interested in what you know about turnover among orientees, too. Having just gone through a difficult orientation, I want to know more about what others have experienced and how to improve the transition from new grad to successful nurse. I've been reading everything I can find on the subject. Any suggestions for sources? Thanks!
OK, well, here's a dissertation, that is well worth reading, on the kind of violence in which I have been discussing. Russell (2012) discusses a theoretical model that helps to create healthier work environments for nurses. She (as well as other research I have combed through) discusses the implications and consequences of allowing the negative behaviors to continued without remedy--including mistakes and negative or sub-optimal outcomes for patients. Give it a read. I have more information, but I will start with Russell's thesis (2012).
Please keep in mind that it's not just a problem for new graduates, but for many new hires, and even for nurses that are established within hospitals or units.
The first priority is to establish awareness and acceptance. Russel (2012) used a survey of nurses as well as CNAs. Take a look at it and her appendices.
Of course the incredible irony is that nursing is to be a caring profession. I do believe there are many in nursing that are caring, but something is very wrong about many unit "cultures" and work environments--the social dynamics in so many places are problematic. It's the height of hypocrisy to tout compassion and caring towards patients and families, and then to ignore employing these same qualities with each other as nurses.
We will only begin to change this if we are open to learn about this kind of violence and accept its existence. We have all heard the well meaning statements of "Stop using the expression 'nurses eat their young.'" OK. So people don't like that way of expressing what's going on, but it doesn't stop the reality of its existence.
Nurses don't simply eat their young, they often "eat" each other--or those that don't fit into a certain mold--or those they deem as some threat, or whomever for whatever reasons. Regardless of the reasons, beyond the lack of professionalism such behaviors demonstrate, these negative behaviors seriously undermine nursing as an agency of care.
As someone who has participated in interviews recently (as the staff RN rep) - can I suggest you do your homework? If the hospital is a Magnet hospital - speak to that in your interview. If the unit you're interviewing for is accredited, find out what that means to them. Read the 'About Us' page, the mission and values, and pick up on key words to use during your interview. I sympathize with Teacher Sue, because I've heard some horrible reasons why people want to work for my organization (it's closer to home, it's a way to get in the hospital, etc) and see why the enthusiasm for the organization can tip an interview into a candidate's favor. Some of it does seem like common sense, as well. But it does need to be genuine - you need to be there for something more than a paycheck, and convey that in your interview.
Also know that experience can be expressed even for those who are looking for a first job - volunteering, community involvement, being part of SNA, leading a project... and use key thoughts from clinical experiences that are genuine and show problem solving, critical thinking, etc.
Well speaking from experience a interview is not a true assessment of someones skills. People are usually very nervous during interviews, especially New Grads. Give them a break and go with your gut and just pick one! Isn't that what a probationary period is for! Some people have carisma and some don't does that tell you their nursing skills no I don't think so.....
My dad is a VP of HR for a foundry company and has worked in HR for over 25 years. Teacher Sue, he has given me the EXACT same advice that you wrote about in the original post. Interviews are not always fair. I have heard stories from the other side. He also said you have the first ten seconds to make a good impression. He told me always make eye contact and have a firm handshake. These are qualities that show off confidence. I think that as a possible job candidate you need to come off confident especially in nursing. Your manager needs to know that you can keep composure under pressure. I usually do well in interviews with my last one being after I worked an overnight shift and had not slept yet. My problem is that I usually get out-experienced by older RN's. I have learned that to sell my competency as being a new grad you need to talk about clinical experience. No new grad nurse is thrown to the wolves with NO experience. Use what you have done. Did you place an IV in clinical? Were you able to catch a change in the ECG before the floor nurse? This is your experience. Do not sell yourself short. Skills can come from any experience. Did you work LTC and now want a hospital job? You have had time management and prioritization skills for sure coming in from LTC. Really look at your past experiences and don't sell yourself short. You worked hard to get your degree.
bubble, I don't think anyone is denying Teacher Sue's advice is good but there are some people that never get an interview that are great workers. Unfortunately, clinical experience is not enough. I don't think exp. folks realize that managers do not count clinical as experience because everyone has to do clinical, so they don't look at that as "a stick out factor".
Right now, I do a lot of babysitting and volunteering (just got done with an Americorps program; after I was finished, told myself I was going to take August off to study for boards, then move on to next thing) and I know HR, hiring managers, etc. look at that and laugh. I have done it for years and I don't think managers realize that there's are things that can be drawn from "small" jobs like that. I have experience with kids, many times I am asked the day of to babysit (sometimes before hand) and I often times change my plans to go to work (I personally would rather work) so you can compare that to being called in at the last minute/picking up extra shifts, and there's some degree of reliability and taking initiative. But managers and HR do not see that. They want health care exp because they don't want to put money into people. It's sad because even jobs that advertise they are for newbies, you get there and they ask about experience as in work experience. They take the people who have it and some people still don't stay.
I agree, bubble. One would think if a person can handle LTC they can handle acute care. But hospitals don't even look at that as valuable. See the other posts about people wanting to move to hospital from LTC.
Ruby Vee, BSN
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