Questions to Ask During and Interview

1) don't apply to anything without a nursing license because you aren't going to get a call back.

2) youtube, search RN interviews. Here is a good one to start with

3) Practice answering questions with someone or at least outloud. Make sure they are authentic and personal though. They want to know you, they don't want canned answers

4) You need to ask unit specific question, like patient ratios, expectations, what kind of things they see on the units, what kind support they give new grads (how long is orientation, do they provide any education etc). I asked, "Let pretend you hire me and its my 90 day evaluation and you are extremely pleased with my performance. What would I have done for you to feel that way?" I've only asked this questions twice but they were both in group interviews and all the people loved this question.

5) make sure you resume and cover letter are on point. I changed mine to follow the advice here and it dramatically changed how many calls I got back.

Career Center Online Resources | School of Nursing at Johns Hopkins University

Disagree with point 1 above. By all means begin your search now. While some facilities may not want to talk to you before you pass the boards, others absolutely will. My hospital will offer a position contingent upon passing the nclex. Don't wait.

1) don't apply to anything without a nursing license because you aren't going to get a call back.

Why would you give this advice? I'm in my last semester of an ADN program and I already have a job lined up in the CVICU of a local hospital. Most of my class have gotten at least interviews. It is definitely dependent on where one lives and without knowing that, I'm not sure why you would say this to the OP.

OP, as I mentioned I got a job in a specialty unit and I haven't even graduated. These are the questions I asked the nurse manager who was interviewing me:

1) What is the biggest challenge that the unit is currently facing?

2) What is a positive change that has occurred on the unit lately?

3) What is the typical nurse to patient ratio on this unit?

4) Does [hospital name] have an education department that offers classes such as for my ACLS or PALS?

5) Let's say that you hire me. Imagine you are conducting my first annual review, and you tell me you are very pleased with my performance as a new grad. What might I have done to receive such a positive review? (

I would avoid questions that new grads might default to, such as "How long have you been a nurse?" The goal of the interview is to get information about the unit and what your work experience would be like if you got a job there. You should ask questions that let the interviewer know you are seriously interested in the position, and questions should be thoughtful and specific. I am by no means an expert on interviewing, but I got the job so apparently I did something right. Good luck!

I must also disagree with the first point; my best friend graduated from an LPN program in September, has been working as an unlicensed LPN since October and didn't pass her exam until last month. If you wait you will lose out!

The other suggestions above are GREAT, I've filed them away for my own use next year. I'll add my 2 cents: any variation of Alison Green's The Magic Interview Question. My usual version is "What would distinguish someone who was satisfactory at this job from someone who was GREAT at it?"

Thank you for all of the advice! We were told to start applying now by our local hospital and several other hospitals around the area are recruiting us as well, so I'll throw out that one piece of advice. I just want to be prepared so when I find a position that I really love I'll be ready for the interview.

Maybe its my area, but if you don't work somewhere already you will not get a job or an interview without a license.

Maybe its my area, but if you don't work somewhere already you will not get a job or an interview without a license.

You are in California. It is definitely your area.

You are in California. It is definitely your area.

Not all areas of California are like that. I know students who attend my university but are a couple of cohorts ahead of me and they have jobs waiting on them once they graduate. Also, I know a few of the new grad programs out here encourage you to begin applying before you graduate, as long as you have your license before your first day on the job. I definitely think it depends on each individual hospital or facility.

I'm in California also and most new grads are working for a couple of months before they have their license, provisionally.

I would also suggest that you ask to shadow on the floor where you are interviewing. If that is granted, pay special attention to things like the patient population (e.g. walkie-talkies vs. total care patients), how well do the techs and RNs work together, how active the resource/charge nurse is, how/when nurses can possibly transfer off the floor if it isn't a good fit, how many orientees do not get hired each cycle, etc. The other thing to pay attention to is the "vibe" on the floor - ask questions about staff meetings and the Nursing Director and then really look for subtle clues because this will give you a sense of how much management supports the floor nurses.

As I look back on my interviewing process from 6+ months ago, I wish I had done this, and here's why:

- patient population (e.g. walkie-talkies vs. total care patients) - we often have a high census of total care patients, but our tech ratios rarely change and since they are staffed more thinly at night, things can get extremely hectic when you have 5 patients at night and 1 or 2 techs spread very thinly to help.

- how well do the techs and RNs work together - finding out what tasks techs are expected to perform vs. the RNs helps you better understand how challenging time management will be. It also speaks volumes to how some shifts will be insane while others will flow smoothly, depending on who you have on the tech schedule

- how active the resource/charge nurse is - I know I'm going to have a crazy shift if one or two resource nurses are on; While shadowing, ask what types of scenarios would be appropriate to involve the resource nurse vs. what the floor nurse is expected to handle on her own - I called a resource nurse to help with with setting up a new PCA infusion and was told that I'd have to get someone else to help me because she was eating...

- how/when nurses can possibly transfer off the floor - I asked this during my interview and told that it is easy to accomplish, the reality is that on my floor, very few transfer off with our Nursing Director's support - they either have to do it completely on their own or they leave the hospital. I don't find that to be a supportive environment, but maybe that's just me.

- how many orientees do not get hired each cycle - for some reason, our Nursing Director always chooses to not hire at least one person from each orientation group, often not even letting their Orientation Coach know that there is an issue so that shortcomings can at least attempt to be addressed.

While I love the RNs I work with, I definitely do NOT love the management, floor and hospital, for a variety of reasons. For a first interview/shadow I think it can be easy to simply be so excited to be potentially starting a new career and be really, really nursing, but try to pay attention to these things and what sort of chatter and banter is happening in the break or charting room.

I hope this helps and good luck.