Prepared by: TANUSIA ARUMUGAM

INTRODUCTION AND CASE SUMMARY

An INTERVIEW is a procedure designed to obtain information from a person through oral responses to oral inquiries.

Interviews Formats: Types of Interviews:  Selection interview  Appraisal interview  Exit interview  Unstructured  Structured

 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 following categories:  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 team

The Panel Interviewers: HR Director: Mr. Hussam The Department Heads (Pediatric, trauma & maternity) *** The Nursing director *** *** Never conducted interview before

Q1: WHAT ARE THE CHALLENGES OR POTENTIAL PITFALLS 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 interviewees personality from the way he or she acts in the interview have a large impact on the interviewers 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 ~ Married with kids ~ Of a different racial background ~ 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 CONDUCT EFFECTIVE 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 jobs 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 the face of traumatic and stressful situations.
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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)

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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 ON INTERVIEWING SKILLS FOR THE DOCTORS AND DIRECTOR OF NURSING?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 :
 

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