An INTERVIEW is a procedure designed to obtain information from a person through oral responses to oral inquiries. Interviews Formats:Types of Interviews: Unstructured Selection Structured interview Appraisal interview Exit interview
Recruiting nurse at Gulf Hospital Current plan at GH to enlarge the Pediatrics Department: Need to recruit and select 25 new nurses Job specification of “NURSE” is assembled into followingcategories: Nursing degree in country of origin and license from government Minimum 2 years of experience in specialized nursing field Flexibility and willingness to learn new skills Positive attitude, enthusiasm and helpfulness Fit the teamThe Panel Interviewers: HR Director: Mr. Hussam The Department Heads (Pediatric, trauma & maternity) *** The Nursing director *** *** Never conducted interview before
Q1: WHAT ARE THECHALLENGES OR POTENTIALPITFALLS IN THIS SITUATION?
NO experience in conducting interviews First impressions ◦ tendency for interviewers to jump to conclusions ◦ make snap judgments during the first few minutes ◦ Negative bias: unfavorable information about an applicant influences interviewers more than does positive information Misunderstanding the job ◦ Not knowing precisely what the job entails and what sort of candidate is best suited causes interviewers to make decisions based on incorrect stereotypes of what a good applicant is.
Candidate-order error ◦ An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question. Nonverbal behavior and impression management ◦ Interviewers’ inferences of the interviewee’s personality from the way he or she acts in the interview have a large impact on the interviewer’s rating of the interviewee. ◦ Clever interviewees attempt to manage the impression they present to persuade interviewers to view them more favorably.
Effect of personal characteristics: attractiveness, gender, race ◦ Interviewers tend have a less favorable view of candidates who are: ~ Physically unattractive ~ Of a different racial background ~ Married with kids ~ Disabled Interviewer behaviors affecting interview outcomes ◦ Inadvertently telegraphing expected answers. ◦ Talking so much that applicants have no time to answer questions. ◦ Letting the applicant dominate the interview. ◦ Acting more positively toward a favored (or similar to the interviewer) applicant.
Q2: WHAT SEQUENTIAL STEPS SHOULD BE FOLLOWED TO DESIGN AND CONDUCTEFFECTIVE JOB INTERVIEWS IN THIS SITUATION?
STRUCTURED SITUATIONAL INTERVIEW asked the same question in the same order evaluated using a common rating scale Interviewer are in agreement on the acceptable answer Step 1: Analyze the job Identify the requirement of the job and the competencies necessary to perform them. Write a job description with a list of job duties, required knowledge, skills or other worker qualification. Step 2: Rate the job’s main duties Rate the job duties based on its importance to job success.
Step 3: Create interview Question Create interview questions based on actual job duties.( situational , knowledge, willingness, behavioral ) Situational Describe an occasion in which you demonstrated ability to handle an emergency, We have all had to work with someone who is difficult to get along with. Give me an example of when this happened to you and how you handled it.How sensitive, empathetic and flexible are you Knowledge Describe how you have improved patient safety in your working regime, Where did you get your training and what qualifications and certifications do you have?
How you relate knowledge to your job Willingness (Are you ready to be on call if we appoint you?)The willingness and passion Behavior (How do you manage stressful situations? Give an example.)Focus on how you are able to maintain emotional stability in theface of traumatic and stressful situations. Step 4: Create benchmark answer. -Developing rating scale to evaluate candidates. -Develop ideal answer for good ( a 5 rating), marginal ( a 3 rating) and a poor ( a1 rating) Step 5: Appoint the interview panel and conduct interview. -The panel members review job description, question and record benchmark answer
Q3: WOULD YOU CONDUCT A CRASH SEMINAR ONINTERVIEWING SKILLS FOR THE DOCTORS AND DIRECTOR OFNURSING?WHY? WHAT WOULD YOU TEACH THEM?
Crash Course in Interview-method to assist interviewee to make improvement before the official interview conducted. No , would not conduct a crash seminar on the interviewing skills for the doctors and the director of nursing. They are professional in medical field as in basic common sense. Basic Skills : resumes make preparation