2. 2
Background Information
Client: St. Mary’s Hospital
About:
Saint Mary’s Hospital is a Catholic, not-for-profit, community teaching hospital that has been
serving patients in Waterbury, CT and our surrounding communities since 1909. From the
moment you enter our doors you will notice what makes us different; the warmth and
attentiveness of our physicians and nurses, the cleanliness of our facilities, and the way we
make patients and their families feel that they are truly being cared for - like a member of our
family.
Our commitment to patient safety and satisfaction, dedication to offering the latest in cutting-
edge technology, and focus on providing high quality care at the lowest possible cost, makes
Saint Mary’s an excellent choice for all your healthcare needs.
Saint Mary’s is proud to offer:
● A wide variety of medical services, educational classes, and patient resources;
● A Level II Trauma Center;
● The only pediatric emergency care unit in the region;
● Award-winning cardiac and stroke care;
● Advanced surgical services including the region’s only daVinci® Robotic Surgery
System;
● Exceptional care that excels in quality, value, and safety; and
● Convenient satellites and affiliates extending from Waterbury to Wolcott, Naugatuck,
Southbury, Prospect and Watertown.
Mission:
Saint Mary’s Health System provides excellent healthcare in a spiritually enriched environment
to improve the health of our community.
Vision:
Saint Mary’s Health System will be the leading regional healthcare provider.
Values:
Buildings, programs and services alone do not tell the whole story of Saint Mary’s Hospital. It is
the people – the physicians, nurses, staff, volunteers and board members who continue to
define what makes the care at Saint Mary’s beyond measure.
All information on this page was gathered from the St. Mary’s Hospitals Website
http://www.stmh.org/about/
3. 3
Job Description: Physician
Department: Department of Medicine
Schedule: Full Time
Shift: Nights
Hours: 7 on/ 7 off
Details: Saint Mary’s Hospital is seeking a BC/BE Internal Medicine Physician to work
overnights in our well established and rapidly growing Hospitalist Department. This is a hospital-
employed position offering extremely competitive salary, benefits and retirement savings plans.
● 7 on/7 off schedule, flexible, 12 hours shifts (7:30p-7:30a).
● Closed ICU
● No call (only when on duty)!
● Productivity Incentives
● CME
● Malpractice coverage
Physicians examine patients; take medical histories; prescribe medications; and order, perform,
and interpret diagnostic tests. They counsel patients on diet, hygiene, and preventive health
care.
Information from St. Mary’s Hospital’s Job Opportunities Section
https://www.healthcaresource.com/stmaryhosp/index.cfm?fuseaction=search.jobDetails&template=dsp_job_details.cfm&cJobId=905
846
Other information that was not provided was gathered from the Bureau of Labor Statistics under Health Care with the occupation of
Physicians and Surgeons
http://www.bls.gov/ooh/healthcare/physicians-and-surgeons.htm
4. 4
Job Description: Registered Nurse (RN)
Department: Critical Care
Schedule: Full Time
Shift: Nights
Hours Per Pay Period: 32
Hours: 11-7
Details: Direct, coordinate, provide and evaluate patient care, as well as, support safety
initiatives, handle/support various organization responsibilities. Must have strong customer
service and communication skills. Graduate of accredited school of nursing and current CT RN
license required. Clinical and technical knowledge and skills consistent with licensure is
required. Related experience preferred.
Unit specific certification requirements are as follows:
Medical/ Surgical/ Coronary Care Unit/ Cardiovascular Unit/Tele/Operating
Room/SDS/NVSC- Basic Life Support (within 30 days of hire) and Advanced Cardiac Life
Service (within one year of hire).
NICU - Basic Life Support (within 30 days of hire) and Neonatal Resuscitation Program
required.
Labor and Delivery - Basic Life Support (within 30 days of hire), Advanced Cardiac Life
Service (within one year of hire), Neonatal Resuscitation Program and Electronic Fetal
Monitoring required.
Emergency Department - Basic Life Support (within 30 days of hire), Advanced Cardiac Life
Service, Pediatric Advanced Life Support, Certified Postsecondary Instructor and Trauma Nurse
Core Course (within one year of hire).
Information from St. Mary’s Hospital’s Job Opportunities Section
https://www.healthcaresource.com/stmaryhosp/index.cfm?fuseaction=search.jobDetails&template=dsp_job_details.cfm&cJobId=955
939
5. 5
Job Description: Certified Nurses Assistant (CNA)
Department: Critical Care
Schedule: Per Diem
Shift: Days / Evenings
Hours: 7-3 3-11
Details: Provide individualized patient care under the direction of the RN including, but not
limited to, selected treatments and interventions to promote patient satisfaction. Must have the
ability to be self-directed and flexible. HS diploma or equivalent and a CT Nurse Aide
Certification required. Minimum of one-year working experience as a CNA in an acute care
facility preferred.
Information from St. Mary’s Hospital’s Job Opportunities Section
https://www.healthcaresource.com/stmaryhosp/index.cfm?fuseaction=search.jobDetails&template=dsp_job_details.cfm&cJobId=217
174
6. 6
Job Description: Senior Financial Analyst
Department: Finance/ Decision Support
Schedule: Full Time
Hours Per Pay Period: 40
Shift: Days
Hours: M-F 8:00am-5:00am
Details: Bachelors Degree Required
Reporting to the Director, Budget and Decision Support, the Senior Financial Analyst
works with all department managers related to all financial matters including but not limited to:
performing analyses of expenditures in relation to the budget, performing current fiscal year end
projections, updating and maintenance of cost accounting data. In addition to budget and cost
accounting duties, the Senior Financial Analyst will assist in various ad-hoc reporting and
analysis to support growth strategies as requested. Key tasks include, but are not limited to,
assist with the coordination of annual operating and capital budgets for the Health System,
maintains the data gathering systems for the cost accounting and reporting systems, conducts
variance analyses on FTEs, expenses and capital expenditures, acts as liaison between finance
and the management team.
Bachelor’s degree in Accounting, Business, or closely related field required, Master’s
degree in Business Administration and/or CPA desirable. Two (2) years of cost
accounting/budgeting experience preferred. Extensive knowledge of hospital Decision Support
and budgeting systems, Kaufman Hall, Axiom and HPM preferred. Must be proficient in
spreadsheet, database, and presentation software.
Information from St. Mary’s Hospital’s Job Opportunities Section
https://www.healthcaresource.com/stmaryhosp/index.cfm?fuseaction=search.jobDetails&template=dsp_job_details.cfm&cJobId=815
928
7. 7
Job Description: Clerical Coordinator
Department:
Schedule: Full Time
Hours Per Pay Period: 32
Shift: Evenings
Hours: 3pm-11pm
Details: High School Diploma/Equivalent Required
Provide general clerical support to the care unit under the direction of unit RN's.
Responsible for chart management, data collection, forms management, order & results
processing, admission/discharge/transfer processing.
Post-secondary education in a medical office professional or healthcare administration
field preferred. Working knowledge of medical terminology preferred. Strong computer skills
including data entry & data management required. Ability to multi-task and work in a high
demand environment. Exceptional customer service skills required.
Information from St. Mary’s Hospital’s Job Opportunities Section
https://www.healthcaresource.com/stmaryhosp/index.cfm?fuseaction=search.jobDetails&template=dsp_job_details.cfm&cJobId=298
427
8. 8
Interview Process
1) Preparing for the Interview:
a) Review Job Descriptions
b) Choose a Ranking System
i) Setup
ii) How to Use
c) Review Applicants
i) Resumes
ii) Applications
d) Interview Questions
i) Legal Considerations
ii) Behavioral Questions vs. Theoretical Questions
2) Delivery of Interview
a) Setup the Interview
i) Organize what questions to ask for what candidate
b) Ask Questions
i) What to Ask
ii) What not to Ask
c) Ending the Interview
3) Review Process
a) Reviewing the Candidates
b) Selection Process
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Preparing for the Interview
1. Review Job Descriptions
a. Familiarize yourself with the job descriptions
b. Ask yourself questions that will help conduct the interview
i. Job requirements?
ii. Education requirements?
iii. Daily tasks?
iv. Skills or abilities needed?
v. Working Conditions?
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Information from Buccini Associates
10. 10
2. Choose a Ranking System
a. Set up a worksheet to evaluate candidates
b. How to Use
i. Determine criteria
ii. Give criteria a weight
iii. Give candidate a rating based off of the position’s criteria
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c. Candidate Criteria Worksheet
Information from Buccini Associates
11. 11
3. Review Applicants
a. Resumés
i. Read cover letter
ii. Scan to obtain overall impression
iii. Look for:
1. Matches to job specifications
2. Easy-to-find qualifications
3. Experience
4. Accomplishments
5. Red flags
a. Gap years
b. Frequent job changes
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b. Applications
i. Compare to Resume
ii. Review:
1. Education
2. Experience
3. References
4. Salary
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Information from Buccini Associates, About Money, Wittenberg
12. 12
4. Setup Interview Questions
a. Legal Considerations
i. The Equal Opportunity Commission is responsible for enforcing laws that
make it illegal to discriminate against a job applicant based on:
1. Race
2. Religion
3. Sex (including pregnancy)
4. National origin
5. Age (40 or older)
6. Disability or genetic information
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ii. Legal versus Illegal Interview Questions are based on the collaboration of
1. EEOC
2. Court Cases
a. Griggs v. Duke Power Co., 401 U.S. 424 (1971)
Guidelines prohibit disproportionately screening out members of protected groups that cannot be justified
by "business necessity."
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Information from Buccini Associates, EEOC
13. 13
iii. Legal Questions Exercise
Question/Comment Acceptable Unacceptable Notes
How old are you?
Do you have any children?
Have you served in the military?
What type of military discharge did you
receive?
Do you own a home?
Are you available to work overtime?
When did you graduate from college?
What are your qualifications for this job?
What education do you have?
Are you expecting?
Do you have the legal right to work in
the United States?
What is your native language?
Are you willing to travel?
Have you ever been arrested? If yes,
what for?
What is your religion?
Your regular workday would be 8:30 am
to 5:00pm, Monday through Friday.
Would this cause any conflicts for you?
Have you ever been treated for drug
addiction or alcoholism?
Do you have any outstanding debt?
Have you ever been convicted of a
crime?
Have you worked for this company
under a different name?
Information from Buccini Associates, Workforce, JobSite, ISeek, Monster
14. 14
b. Question Types
i. Theoretical Questions are questions that ask a candidate about a
hypothetical and/or generic situation.
1. How do you plan your day?
2. How would you handle a conflict with a coworker?
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ii. Leading Questions are questions, which direct a candidate to respond in a
narrow or biased way, and “leads” a candidate to believe there is a correct
answer.
1. You say you enjoy working with others. Does this mean that you enjoy
working in teams?
2. The company has this philosophy; do you hold this philosophy?
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Information from Buccini Associates, Workforce, Chron
15. 15
iii. Behavioral Questions are questions that ask a candidate about a specific
situation, how that candidate handled the situation, and how the situation turned
out.
1. Tell me about a difficult decision you've made in the last year
2. Give me an example of a time when you set a goal and were able to
meet or achieve it.
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iiii. Questions Type Exercise
Question Theoretical Leading Behavioral
Tell me about a time you successfully worked
with a difficult co-worker to complete a task.
So, it sounds like you found being a team
leader very fulfilling?
How would you handle a conflict with a co-
worker?
Can you give me an example of when you
showed initiative and took charge?
So, did that help the team come to a decision?
What was your role in planning the project?
Describe a time when you had to change your
working habits.
So, it sounds like you closed the sale?
Imagine you have a deadline and you are
running out of time. What would you do?
A good manager is a strong leader. What could
you bring to this team?
Walk me through your decision making
process.
So, did you stand up to him or just back off?
Walk me through your day yesterday.
How do you handle conflicting priorities?
What was your biggest mistake and what did
you learn from it?
What makes you think you’re good at solving
problems?
This role requires strong communication skills.
Are you are a good communicator?
How do you plan a typical day?
How did that work out?
If you could design the perfect job, what would
it be?
Information from Buccini Associates, About Careers, Workforce, Chrone, JobSite, Quint Careers, Employers Association
17. 17
Delivery of the Interview
1. Setting up the Interview
a. Organize what questions to ask for what candidate
b. Match interview questions with job analysis data for the job to be filled
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c. Interview Questions Match Exercise
Questions Physician Nurse CNA Financial
Analyst
Clerical Notes/
Comments
Talk about a time when you were
criticized for the patient care you
provided. How did you deal with that?
Explain your method for tackling a
financial analysis project.
What areas has your medical school training
best prepared you for this position?
Explain financial models and why they
are important
What do you consider to be the most
important qualities for this clerical job?
How do you prioritize your work?
What do you do to keep current with
medical findings and practices?
Describe the busiest work situation you
have recently experienced.
What types of data management
systems have you worked with?
Describe your ideal residency
environment and opportunity.
You notice that a nurse/doctor/fellow
CNA is not doing their job properly. What
do you do?
Explain how a company’s monthly cash
flow is calculated.
Tell me about your college experience.
Tell me about a time you successfully
worked with a difficult co-worker to
complete a task.
Tell us about a project you worked on
and the financial practices that you
investigated.
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2. Asking the Questions
a. What to ask?
i. Ask job related questions
ii. Ask to describe actual experiences that they have had dealing with
specific job related issues or challenges
iii. Ask questions that will help you gather information that was not made
clear on the resume or application
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b. What not to ask?
i. Do not ask questions that can discriminate
ii. Examples: Age, Race, Religion, Disability (unless job related)
iii. Avoid biased language or jokes during interview
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3. Ending the interview
c. Answer any questions that the candidate may have
d. Notify them of when they can expect to hear back from you
i. Second interview
ii. Job offer
e. Provide them with your contact information
f. Thank them for their time
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Review Process
1. Reviewing Candidates
a. Top Tips
i. Move quickly through background review.
ii. Focus on those elements of the candidate’s work and educational history
that are the most recent, significant, and similar to the target job.
iii. Avoid asking too much about a candidate’s distant past.
iv. Do not assume the gaps or job changes are negative. Find out reasons
for the changes.
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b. Resume Review
i. Does the resume show the accomplishments and results attained by
the candidate?
ii. Are accomplishments listed?
iii. Has the size of the former employers made it likely that the applicant
has had too narrow experience?
iv. Study the job specifications for your job, and prepare a list of key
factors that the applicant must have to qualify.
v. Has the applicant had sufficient experience and enough depth of
experience to meet your specifications?
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Information from Buccini Associates
22. 22
c. Application Review
i. Review Critical Factors
ii. Education
iii. Experience
iv. Salary
v. Look For…
1. Time Gaps
2. Job Change Frequency
3. Work Experience
4. Salary Fluctuations and Career Changes
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d. Develop “Short List”
i. List of potential hires for job position
ii. Develop back up list for second choice hires
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Information from Buccini Associates, University of California
23. 23
2. Selection Process- Once the interviews have been completed, the committee will meet
to discuss the interviewees. Committee members will need to assess the extent to which
each one met their selection criteria.
The best candidate for the position was based on qualifications
The candidate will help to carry out the Departments mission
a. Reference Checks
i. Conducted prior to making offer
ii. Phone reference checks
1. Prepare carefully
2. Set up an environment that encourages the reference to respond
willingly, cooperatively, and honestly
3. Describe the position
4. In addition to your prepared questions ask follow up questions
5. Ask questions that are specifically job-related
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b. Background Checks
i. Conduct background check
ii. Verification of academic credentials
iii. Verification of prior employment including longevity, salary, and job
performance
iv. For finance and accounting professionals, credit checks
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Information from University of California
24. 24
c. Drug Test
i. Conduct drug test
1. Send potential candidate to drug test facility of your choosing
a. Quest Diagnostics
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Information from University of California
