Rant: behavioral questions/interviews

[pinkiepieRN]

Sorry if this has been talked to death. I'm trying to get back into psych nursing and had an interview today for a PRN position. Instead of chit chat or a flowing conversation, it's like 20 questions with the behavioral question format. It's been a while since I was in direct patient care (previously a unit manager in a nursing home) so some of these situations were really hard for me to think of. I made something up at one point because I was getting my stories mixed up but seriously! I had no interaction with this lady at all and no real chance to ask questions because I was so flummoxed. I am familiar with some of the questions and can answer them or think of a situation, but what do they gain? I usually get a couple behavior questions in an interview but I had at least 10 today and that's all the interview was. Are there personality traits that they're looking for that are easy to identify in a behavioral question? Does asking "what are your strengths and weakness?" just not work for people anymore?

[ixchel]

No "what if"s but a lot of "tell me about a time when xyz happened and how you handled it." Is it tactful to bow out of a question or is that an automatic dealbreaker?

Not a deal breaker at all, and if you don't actually know, it makes you look better to say, "I really don't know how I would handle that because I've never faced a similar challenge before. I believe I would have to ask for help." Shows you're not afraid to admit you need help, and shows that you are not going to assume you know everything, which can be dangerous in any setting.

[joanna73, BSN, RN]

Having been on both sides of the table, the questions are fairly standard. I keep a running word file that I add and delete case scenarios to, real working examples. When it's time for the interview, I'm prepared because I've thought of my responses well in advance.

[SHGR, MSN, RN, CNS]

Having been on both sides of the table, the questions are fairly standard. I keep a running word file that I add and delete case scenarios to, real working examples. When it's time for the interview, I'm prepared because I've thought of my responses well in advance.

Similarly, you can find standard lists of the questions online and work your way through the answers that you would give. The "conflict with a coworker" one I think I've been asked at every recent interview. Now I kind of keep a running list (like this week, I had a disagreement with someone, I feel I handled it very well, so it goes on the list of possible answers to that question in the future).

It kind of ties in with the whole "novice to expert" concept from Patricia Benner, having those salient experiences to draw from and articulate.

[joanna73, BSN, RN]

The "what are your strengths and weaknesses" question drives me crazy, because we still ask and I can see that most applicants struggle with an answer. This is not very insightful either, so I wish employers would stop asking.

Also, if you hope to land a position in this climate be honest with respect to shift preference but also be willing to be flexible if you really need the job. I've had panel interviews recently where applicants have said, "I need straight days or evenings and I really want this job."

I need flexible staff so anyone who said this was not hired for a permanent line. Some of them were hired PRN.

[DatMurse]

I honestly feel that behavior questions are easy. I reflect upon every hard experience about how I could do things better.

I guess I still hold onto my patients who still have even passed and the families who have appreciated me going above and beyond with thank you cards and what not.