This document provides guidance on evidence-based interview practices for nurse managers. It discusses using behavioral science evidence and best practices to make hiring decisions. The goals of an interview are to hire the right candidate and avoid lawsuits by being aware of discrimination laws and using consistent practices. Managers should be educated on Title VII and other laws, ask only job-related questions, take accurate notes, and avoid discussions of protected classes. Behavioral questions and treating candidates professionally are recommended. Evidence-based management involves questioning current practices and policies, reviewing relevant research literature, and applying new evidence-based approaches to improve outcomes.
10 things marketers should be doing in salesforce (but aren't)DiscoverOrg
The foundation of measuring marketing's effectiveness hinges on being able to tie EVERYTHING to reveue. Understanding the intricacies of how Salesforce.com is organized will help you wow your management and the C-Level Suite with data driven insights and measurable results. A well executed integration with Salesforce.com can help you answer the Age Old question - which campaigns are working and which ones aren't.
Presentation covers:
Mastering the Basics- Role of the Contact - Building Campaigns - Tracking Lead Source - Importance of the Primary Campaign Source - Campaign Influencers - Understanding the Analytics - Myth of Leads v. Contacts - Importance of GOOD DATA - Rigorous data hygiene protocols
Come fare analisi di mercato metodo design marketingMassimo Giacchino
L'analisi di mercato ti consente di prendere decisioni strategiche con consapevolezza.
Grazie all'analisi possiamo sapere tutto sul nostro mercato e cliente target.
Il metodo Design Marketing propone lo schema Double Diamond per realizzare un'analisi di mercato.
Sono previste 5 fasi:
. Analisi dei micro-dati (mercato, trend, concorrenza, target)
. Definizione strategia (posizionamento e strategia)
. Test di ipotesi di mercato
. Raccolta da feedback da parte dei potenziali clienti
. Scalare il mercato attraverso strategie integrate (Loop Funnel)
Puoi approfondire questa tematica sul sito Design Marketing:
https://design-marketing.info/
Puoi iscriverti gratuitamente al bot Facebook:
https://m.me/analisimarketing
MARKETING AND OPERATIONAL STRATEGIES OF McDonald's.Siddhi Sharma
This research paper consist of Marketing and operational strategies of McD. Main objective of this study is to understand the strategies used by the company in promoting their brand and creating a impact on people's minds.
Marketing program planning can be tough! That is why we created a handy customizable PowerPoint deck with numerous planning templates to help you organize and streamline your projects and programs. So next time you go to present your quarterly or yearly plans you will be prepared.
Presentation of the OKRs AT THE CENTER book launch meetup 6th May 2020 together with Jeff Gothelf from Sense & Respond Press
More on: https://okrs-at-the-center.com/
How OKRs can drive ongoing change in your organization!
Changing the way you work with goals through concepts like OKRs has the potential to create important impulses for new ways of working in the whole organization. And yet many companies working with OKRs, fall short of their expectation.
In this interactive session, authors Natalija Hellesoe and Sonja Mewes will share
- how they themselves fell into the trap of high expectations
- which aha moments led to taking a different approach to work with OKRs
- and how proactive OKR System design and other ideas can help to successfully use OKRs
10 things marketers should be doing in salesforce (but aren't)DiscoverOrg
The foundation of measuring marketing's effectiveness hinges on being able to tie EVERYTHING to reveue. Understanding the intricacies of how Salesforce.com is organized will help you wow your management and the C-Level Suite with data driven insights and measurable results. A well executed integration with Salesforce.com can help you answer the Age Old question - which campaigns are working and which ones aren't.
Presentation covers:
Mastering the Basics- Role of the Contact - Building Campaigns - Tracking Lead Source - Importance of the Primary Campaign Source - Campaign Influencers - Understanding the Analytics - Myth of Leads v. Contacts - Importance of GOOD DATA - Rigorous data hygiene protocols
Come fare analisi di mercato metodo design marketingMassimo Giacchino
L'analisi di mercato ti consente di prendere decisioni strategiche con consapevolezza.
Grazie all'analisi possiamo sapere tutto sul nostro mercato e cliente target.
Il metodo Design Marketing propone lo schema Double Diamond per realizzare un'analisi di mercato.
Sono previste 5 fasi:
. Analisi dei micro-dati (mercato, trend, concorrenza, target)
. Definizione strategia (posizionamento e strategia)
. Test di ipotesi di mercato
. Raccolta da feedback da parte dei potenziali clienti
. Scalare il mercato attraverso strategie integrate (Loop Funnel)
Puoi approfondire questa tematica sul sito Design Marketing:
https://design-marketing.info/
Puoi iscriverti gratuitamente al bot Facebook:
https://m.me/analisimarketing
MARKETING AND OPERATIONAL STRATEGIES OF McDonald's.Siddhi Sharma
This research paper consist of Marketing and operational strategies of McD. Main objective of this study is to understand the strategies used by the company in promoting their brand and creating a impact on people's minds.
Marketing program planning can be tough! That is why we created a handy customizable PowerPoint deck with numerous planning templates to help you organize and streamline your projects and programs. So next time you go to present your quarterly or yearly plans you will be prepared.
Presentation of the OKRs AT THE CENTER book launch meetup 6th May 2020 together with Jeff Gothelf from Sense & Respond Press
More on: https://okrs-at-the-center.com/
How OKRs can drive ongoing change in your organization!
Changing the way you work with goals through concepts like OKRs has the potential to create important impulses for new ways of working in the whole organization. And yet many companies working with OKRs, fall short of their expectation.
In this interactive session, authors Natalija Hellesoe and Sonja Mewes will share
- how they themselves fell into the trap of high expectations
- which aha moments led to taking a different approach to work with OKRs
- and how proactive OKR System design and other ideas can help to successfully use OKRs
Case Interview: Best Practice Note-takingTheCaseCoach
I often hear the question from students:
- What do good notes look like?
I recently worked with a candidate, Friedrich (not his real name), who happened to be in Los Angeles over the holidays and wanted to practice a case live. He is a sharp and charismatic undergraduate student who already has an offer with a boutique strategy firm but is preparing for an upcoming interview with an M/B/B firm.
Friedrich nailed the case interview, and in the process, happened to write up some very good notes. What impressed me was how Friedrich used his notes to draw me into the problem solving process throughout the case, asking me to reflect on his setup and structure, which made the case collaborative and enjoyable for me, the interviewer.
Above, with his permission I've shared his actual notes from our session.
Nevin
nevkam@thecasecoach.com
Wade Baker from the Verizon RISK Team gave this presentation at the NESCO Town Hall in May 30-31 in New Orleans, LA. Wade discussed various aspects related to sharing incident information, threat agents along with a great explanation as to what evidence-based Risk management is and looks like.
Evidence-Based HR Management: What is it and what can we do about it?
Alison Eyring
Presentation to IO/Occupational/ Work Psychology Community
18 March, 2013 (Singapore)
Ovarian Hyperstimulation in Intrauterine InseminationElmar Breitbach
Intrauterine insemination is well established in the treatment of infertility. But which pretreatment leads to the best results? Do we have to trigger ovulation? What about luteal phase support? Whar patients do have the best chances? When do we have to switch to IVF?
Evidence based answers to these questions an a bit of experience based suggestions.
Evidence-Based HR Management & Systematic Reviews
PhD Consortium of the 7th International Conference of the Dutch HRM network,
Rob Briner, Eric Barends
Case Interview: Best Practice Note-takingTheCaseCoach
I often hear the question from students:
- What do good notes look like?
I recently worked with a candidate, Friedrich (not his real name), who happened to be in Los Angeles over the holidays and wanted to practice a case live. He is a sharp and charismatic undergraduate student who already has an offer with a boutique strategy firm but is preparing for an upcoming interview with an M/B/B firm.
Friedrich nailed the case interview, and in the process, happened to write up some very good notes. What impressed me was how Friedrich used his notes to draw me into the problem solving process throughout the case, asking me to reflect on his setup and structure, which made the case collaborative and enjoyable for me, the interviewer.
Above, with his permission I've shared his actual notes from our session.
Nevin
nevkam@thecasecoach.com
Wade Baker from the Verizon RISK Team gave this presentation at the NESCO Town Hall in May 30-31 in New Orleans, LA. Wade discussed various aspects related to sharing incident information, threat agents along with a great explanation as to what evidence-based Risk management is and looks like.
Evidence-Based HR Management: What is it and what can we do about it?
Alison Eyring
Presentation to IO/Occupational/ Work Psychology Community
18 March, 2013 (Singapore)
Ovarian Hyperstimulation in Intrauterine InseminationElmar Breitbach
Intrauterine insemination is well established in the treatment of infertility. But which pretreatment leads to the best results? Do we have to trigger ovulation? What about luteal phase support? Whar patients do have the best chances? When do we have to switch to IVF?
Evidence based answers to these questions an a bit of experience based suggestions.
Evidence-Based HR Management & Systematic Reviews
PhD Consortium of the 7th International Conference of the Dutch HRM network,
Rob Briner, Eric Barends
Create a Harmonious Workplace and Avoid LitigationCase IQ
An optimum workplace environment is critical for the health of any organization. So what specific ingredient creates that optimum environment for you and your associates? Log in to this webinar to find out about the one primary ingredient that will help foster a sense of community, boost employee morale and increase productivity, while at the same time help to protect the business from conflict, workplace violence and employment lawsuits.
In order to achieve this type of workplace, managers, executives and the human resources team must all be on board, creating and enforcing policies that encourage employees to be courteous and discourage conflict.
The TWI Job Relations (JR) Poster describes the four steps of Job Relations based on the tried and tested Training Within Industry (TWI) methodology. The TWI JR program teaches supervisors how to evaluate and take proper actions to handle and to prevent people problems. It establishes the foundations of good relations.
The poster comes in two themes: color and monochrome. Formatted in PDF and in editable PPTX, the poster can be easily printed on an A3 or A4-sized paper from an office copier machine and displayed on employee workstations, or distributed together with your workshop handouts.
The TWI JR Poster complements the 'TWI Program: Job Relations (JR) Training' presentation materials and the TWI JR Pocket Cards. It serves as a takeaway and summary of your supervisory/leadership skills presentation.
Contents in the TWI JR poster include:
1. What Is The TWI Job Relations Program
2. Foundations of Good Relations
3. The Four Steps of Job Relations
4. How To Get Feelings & Opinions
Ethical dilemmas and overlooked issues in private practice ppKate McNulty
Presentation to NASW 2015 conference on social work ethics; includes little-known aspects of ethical responsibilities in independent clinical practice.
The Education HR in the North West Conference, January 2018 - Capability and ...Browne Jacobson LLP
This session looks at the definition of disability and the risks associated with this, as well as the role of occupational health and capability dismissals.
Anna Denton Jones HR Insights September 2017Laura Steggles
Anna Denton Jones of Refreshing Law covered what employers can do to help support the mental health of their staff and what employers need to do from a legal perspective when staff take mental health-related leave.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Lars Winkelbauer — Sustainable Development in the Era of Air Cargo Technologylarswinkelbauer23
In the contemporary world, the air cargo industry plays a pivotal role in global trade and commerce. With technological advancements shaping the industry, there is a growing emphasis on sustainable development to minimize environmental impact. This article delves into the realm of air cargo technology and sustainable practices, shedding light on the initiatives and innovations driving the industry towards a greener future. Additionally, Lars Winkelbauer — Navigating the Ethical Landscape: AI in Sustainable Development — provides insightful perspectives on ensuring ethical considerations are integrated into the adoption of these technological advancements.
Using Generative AI for Content MarketingChuck Aikens
Using Generative AI for Content Marketing starts with developing out your Foundational Docs and then understanding how to properly work through various steps to produce quality branded content that will attract and engage your audience.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Discover 7 compelling reasons to choose Tradeasia’s premium paint chemicals. Enhance your formulations with eco-friendly, high-performance ingredients. Ideal for all paint types.
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This article provides a comprehensive guide on how to
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As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
1. Evidence-Based Management
Interview Practices
Mark Ambler, RN, BSN, MBA, CCRN
Nurse Manager, ICU
OSU Medical Center
July 27, 2007
2. Evidence-Based Management
• Based on Education (Thomas & Pring)
and Medical models (Sackett)
• Decisions based on behavioral
scientific evidence
• Hypothetical due to limited use
Jeffery Pfeffer & Robert I. Sutton
3.
4. “No problem can be
solved from the same
level of thinking that
created it.”
- Albert Einstein
5. Poor Interview Practice
In 2004 it was calculated that the U.S. spent
$105 billion a year on poor people
management.
7. Interview Goal
Two-fold goal of hiring:
• Hire the right person
• Avoid a lawsuit by preventative
measures Text
To accomplish these goals
Educate
Educate
Educate
8. Legality of Management
Managers need a strong background in
Human Resources and at minimum
knowledge about Title VII of the Civil Rights
Act to prevent a lawsuit or to defend your
actions in court
9. Legality of Management
Managers need a strong background in
Human Resources and at minimum
knowledge about Title VII of the Civil Rights
Act to prevent a lawsuit or to defend your
actions in court
11. Best Practices
Retain Accurate Notes
• Plaintiffs have up to two years to file a
lawsuit
If protected class information is brought up
by the candidate
• Inform her that it is irrelevant in the
hiring process and will not be a factor
12. Protected Classes
During an interview a manager should not
inquire or discuss protected characteristics
such as
13. Protected Classes
During an interview a manager should not
inquire or discuss protected characteristics
such as
Physical disabilities
Pregnancy
Family matters
Religion
Age
Arrest records
Race
Citizenship status
Financial status
Memberships to clubs or organizations
Sexual orientation
14. Disability Questions
If you are concerned about a person’s
ability to perform the job, you can ask about
needed accommodations – but you cannot
base your decision for hiring on the answer
15. Disability Questions
If you are concerned about a person’s
ability to perform the job, you can ask about
needed accommodations – but you cannot
base your decision for hiring on the answer
17. Laws of Management
• Title VII of the Civil Rights Act of 1964 & 1991
• Age Discrimination in Employment Act of 1967
• Pregnancy Discrimination Act of 1978
• Immigration Reform & Control Act of 1986
• Americans with Disabilities Act of 1990
• Fair Labor Standards Act of 1938
• Negligent Hiring & Retention Claim
• At-Will Employment
18. Title VII of the Civil Rights Act of
1964 & 1991
Prohibits discrimination based on race,
color, religion, sex and national origin
19. Age Discrimination in Employment
Act of 1967
Prohibits discrimination of eligible persons
age 40 years or older
22. Pregnancy Discrimination Act of
1978
Prohibits discrimination on the basis of
pregnancy, childbirth or related medical
conditions; women affected by pregnancy or
related conditions must be treated in the
same manner as other applicants or
employees with similar abilities or limitations
25. Immigration Reform & Control Act
of 1986
Employers may hire only persons who may
legally work in the U.S.
The employer must verify the identity and
employment eligibility of anyone to be hired
27. Fair Labor Standards Act of 1938
Set of standards administered by the Wage
and Hour Division that stipulate the basic
minimum wage and overtime pay
28. Negligent Hiring & Retention Claim
Employers have the duty to hire employees
who will not harm other employees or
customers
36. Questioning Techniques
The best interview is well choreographed
with segues between topic transitions.
The interview should be conducted in
business like manner.
37. Questioning Technique
Use behavioral and performance based
open-ended questions and listen to the
response.
“Listen for silences and what people don’t
say. And always ask if the former employer
would be willing to hire the person again.”
Wang (2004)
38. Notes About Notes
Tell the candidate that you will be taking
notes during this process.
When taking notes do so on a pre-designed
form or separate piece of paper.
39. Legal Rule of Thumb
Avoid breach of implied or express contract
Don’t make promises
If it is not germane to the job
Don’t ask it
43. Bankruptcy
You may ask only if financial information
is job related.
Military Service
Unless the information about discharge
from the service is job related, you should
avoid asking questions.
44. Medical History
The ADA prohibits employment decisions
based on medical history.
Employee Off-Duty Activities
Do not “thrust yourself into the private
affairs of others”.
45. Union Activity
Federal law protects potential employees
from discrimination related to their union
support or nonsupport.
Religion
You may not initiate a conversation about
religion unless it is job related.
46. Marital Status
You should not initiate conversations
about spouses or children.
47. Generational Gaps
The interview should be tailored to the individual
generational needs
• Baby Boomers
• Generation X
• Nexters
Emphasize the Team
“People need to work with you because the days
when they worked for you are gone”
Julia K. Garrison
NTI 2007
48. Myth Buster
Do not rely on interview myths like eye
positioning and body language.
Analogies may present problems - previous
candidate reactions may not be of benefit with
this interview.
Listen to the answers:
What is known about the situation What are the likenesses to past events
What is unclear What are the differences
What is presumed
51. • Why are you interested in working for
us?
• What are your strongest skills? What
skills would you like to improve upon?
• Describe the characteristics of an
excellent nurse.
52. • Describe your most significant (team,
individual, job-specific)
accomplishment.
• Tell me about a time that you were
given criticism. How did you handle
it?
53. • What do you do to cope with stress?
Have these techniques ever failed?
• One major challenge we are facing is
(describe) how would you resolve it?
• Tell me about a time you had a
conflict with a coworker or boss.
54. • Give an example of a time you
provide superior customer service.
• What can we do to treat you well and
allow you to do your best job?
• We have several excellent
candidates; tell me why we should
hire you.
55. The Real Work Begins
If a position is offered you must work to retain your
investment.
As the manager you are the champion of retention. You
must act as the coach, mentor, and trainer to your staff.
They will look to you for guidance.
You must hone your skills as a manager to retain the
best - this is achieved by using Best Practices.
59. Evidence-Based Management
• Question why
• Use Best Practices
• Review relevant literature
• Question why, again
60. Stelter Method
Focus of Review
Identifying the purpose and focus of the literature review
Validation
Validate the research and data as applicable and relevant to
management
Comparative Evaluation
Review similar research studies and evaluate parallels and
feasibility of using the research in practice using the 3 Rs:
potential Risk, Resources needed, and Readiness of the
participants
61. Stelter Method
Decision Making
Participants have the option to make the decision to use the
findings, consider use, delay use, or reject the findings
Translation / Application
Participants will decide the best way to apply the newly found
process
Evaluation
Determine the impact of the newly formed practice or policy on
the strategic goals of the organization
64. Web Sites
The U.S. Department of Labor
www.dol.gov
Workforce
www.workforce.com
The Advisory Board
www.advisory.com
Editor's Notes
Hiring the wrong person is not only bad for your healthcare team, it is by far the largest investment for which you will have no return
Poor hiring practices decrease the bottom line by turnover.
Unlawful hiring practices decreases the bottom line with legal costs
Ignore these facets of the job and you can plan a vacation with the government in Alderson, West Virginia
Ignore these facets of the job and you can plan a vacation with the government in Alderson, West Virginia
Ignore these facets of the job and you can plan a vacation with the government in Alderson, West Virginia
If you use canned questions, you must use the same questions for every candidate
You must ask all of the same questions, if not you will be perceived as inaccurately assessing the candidate
HR should keep all records from interviews - filed by date, job and requisition number
Prevention
Train interviewers about discriminatory remarks and questioning
Document exact reasons why the candidate was not hired
Prevention
Document exact reasons why the candidate was not hired
If you use a form letter – add addendum that states the reason why no offer was made
Prevention
Document exact reasons why the candidate was not hired
Prevention
Follow HR’s lead
Prevention
Document exact reasons why the candidate was not hired
It requires employers to pay covered employees who are not otherwise exempt at least the federal minimum wage and overtime pay of one-and-one-half-times the regular rate of pay
Sets restrictions on employing children under 16 and under 18
Prevention
Complete background checks by HR
Report any unusual responses to HR
Legal Rule-of-Thumb
Practice the “Law of the Street” or “How would a reasonable person view this”
Review the highlights of this position with the candidate and allow time for questions about the role.
Do not get caught up in recording every detail; instead maintain eye contact and be engaged in the conversation.
Do not write on the candidate’s application or resume because this can be used to support a discrimination or sabotage claim.
You should be cognizant of your verbal actions during any interview because what you say may propagate legal actions for breach of implied or express contract.
Don’t make statements about guaranteed employment. Stay away from terms like “long-term” or “career longevity” since the employee can be laid off due to unforeseen circumstances.
The EEOC yielded research that shows minorities are more often dishonorably discharged, so this line of questioning could be construed as discrimination.
If you question about the home life of employees or potential employees, “you may be held liable for civil damages for intentionally thrusting yourself into the private affairs of others without invitation or permission” (Rector, 2002).
You can state your beliefs about unions (favorable or unfavorable) but it is best to only discuss unionization if necessary.
According to some State Laws you may not discriminate against someone because of marital status (married, divorced, single, widow).
It is up to your personnel department to find answers to the questions regarding age, arrest records, and citizenship during the background check.
You can tailor an interview to the individual’s generation but do not tailor the questions - these must all be the same for every candidate.
In a study conducted at the University of North Texas, a recording of 10 white men reading the same 45-second passage was distributed to human resources directors and others who hire new employees.
Based on the overall positive and negative impressions of the evaluators, the speaker with a California accent received the highest rating. The speakers with Minnesota, Boston, and Texas accents followed. The lowest ratings went to speakers with Louisiana, Georgia, and New Jersey accents.
Although there are no laws prohibiting voice discrimination in the workplace, by making judgments about ability based solely on the accent of an interviewee, you may be depriving yourself of a great employee.
Ask why the candidate wants to leave his/her current position.
Ask about job history - why left each position; explain an gaps - deviate from family issues.
Use a Journal Club with focused review of literature
Use a Journal Club with focused review of literature
Use a Journal Club with focused review of literature
Use a Journal Club with focused review of literature