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Sample Interview Questions for Nursing Majors

Questions employers often ask:


1.

Why did you choose nursing?

2.

Why do you want to work for us?

3.

What courses did you like best/least? Why?

4.

What qualities do you have that will benefit this organization?

5.

Where do you see yourself five years from now?

6.

How long do you expect to work for us?

7.

What area would you prefer to work?

8.

How do you feel about shift work?

9.

What have you done that shows initiative?

10.

How do you feel about taking orders from another person?

11.

What type of person do you find difficult to get along with?

12.

What is your personal philosophy of nursing?

13.

What do you see as your strengths and weaknesses?

Questions students may want to ask:


1.

Is management centralized or decentralized?

2.

What is the role of the director of nursing?

3.

What is the size of the unit?

4.

Whats the ratio of patients to nurses from shift to shift?

5.

Whats the ratio of RNs to LPNs and nursing assistants?

6.

What are the roles of the LPNs and nursing assistants?

7.

How much clerical and housekeeping help is available?

8.

What support services (IV team, code team, EKG techs, and so forth) are available?

9.

What does orientation include and how long does it last?

10.

Will I receive full salary during orientation?

11.

Where are new graduates usually assigned?

12.

How would you describe your nursing philosophy?

13.

How much individual responsibility and autonomy do nurses have on nursing procedures?

14.

What type of care delivery system do you use--team, primary, modular, or case management? On
all shifts?

15.

Do nurses have 8, 10, 12, or 24 hour accountability?

16.

Is there financial compensation available for the NCLEX application, or NCLEX review course?

17.

What is the procedure for transferring from one unit or shift to another?

18.

How will my performance be evaluated? By whom? How often?

19.

Is there a career ladder? What is the pay difference at each step?

20.

Do you often promote from within?

21.

Do you pay extra for specialty certification and education?

22.

Is certification recommended or required for advancement?

23.

What inservice programs are available?

24.

Is there a nursing library?

25.

How can I earn CEUs here?

26.

How much time off is allowed for workshops, seminars, and meetings?

27.

Do you offer tuition reimbursement for job-related study?

28.

What is the schedule of a normal work week?

29.

How often is rotation required?

30.

How often are nurses expected to float?

31.

How often is overtime necessary?

32.

How many week-ends a month do most nurses work?

33.

Is there a contract of employment? May I read it?

34.

What measures are taken when a unit is short-staffed?

35.

Is staff parking available? A cafeteria? Child-care facilities?Staff health services?

36.

Do you give cost-of-living increases?

37.

Can vacation days be accumulated from year to year?

38.

Can unused sick leave be added to vacation time?

39.

How much of a discount do I receive on medications and inpatient care?

40.

Is malpractice coverage provided?

41.

Is the hospital accessible by public transportation?

BEHAVIORAL INTERVIEW QUESTIONS


Behavioral interviewing is based on the notion that the best predictor of future performance is past
performance in similar situations. The interviewer will identify the skills necessary for the particular job
opening and then ask you to give examples of when you used those skills in previous work situations. Open
ended questions are often asked to give you the opportunity to describe your experience.

Tips for Answering Behavioral Questions:


Employers expect your responses to be specific and detailed. Answer using specific anecdotes and

examples.

The interviewer is interested in what your thoughts were at the time and what your decision-making
process was.

If you are not sure what the employer is asking, restate the question or ask for clarification. (Can
you be more specific? I am not sure what you are asking for.) In such a circumstance, you may ask if
that is what the interviewer was looking for and if your response answered the question adequately.

Prepare ahead of time by reviewing your own resume. Often interviewers will pull some detail from
your resume and ask you to describe a particular situation. If you put experience or events in your
resume or cover letter, be prepared to discuss them in detail.

Develop short (1-3 minute) stories that highlight the skills you possess. Draw upon examples from
work or volunteer experiences, academic projects/situations, etc., in order to describe your skills.

You may find one story fits a variety of different questions. Dont overuse an example, but it is all
right to reuse one if a different skill can be highlighted.

If your answers include any negatives, make sure to explain what you learned from the experience
and how you have been able to change that behavior or response.

If asked a question about which you have no experience to recount, tell the interviewer just that.
Dont make up an example to fit a situation. You are not expected to have experienced every possible
scenario. You might consider what you HOPE you would do in such a situation.

Below are some examples of situations on which Behavioral Questions might be based:

Tell me about the time when you


Provide an example of when you
Describe a time when you

Were disappointed in your performance

Made a major sacrifice to achieve an important goal

Worked effectively under a great deal of pressure or stress

Were really bothered by the actions of another coworker

Were especially creative in solving a problem

Organized or planned an event that was very successful

Had to deal with a personality conflict with a boss or coworker

Felt really good about a decision you made and the process you went through

Used facts and reason to persuade someone to accept your recommendation

Utilized your leadership ability to gain support for what initially had strong opposition

Were able to build team spirit in a time of low morale

Were able to gain commitment from others to really work well as a team

Were particularly perceptive regarding a persons or groups feelings and needs

Built rapport quickly with someone under difficult conditions

Were particularly effective on prioritizing tasks and completing a project on schedule

Were highly motivated and your example inspired others

Found it necessary to tactfully but forcefully say things that others did not want to hear

Were particularly effective in a talk you gave or presentation you taught

Had to make a decision you knew would be unpopular

Made a mistake and learned from it; failed at something and had to deal with it

Made an intentional effort to get to know someone from another culture

Set an important goal and were successful in reaching it

Were able to successfully communicate with another person, even when that individual may not
have personally liked you

Conformed to a policy with which you did not agree

Had to deal with an irate customer

Made a poor decision

Surmounted a major obstacle

Had to adapt to a new or different situation

One useful strategy for responding to behavioral questions is to use the STAR
technique:
Situation or Task: Describe the situation that you were in or the task you needed to accomplish. You

must describe a specific event or situation, not a generalized description of what you had done in the
past. Be sure to give enough detail for the interviewer to understand. This situation might be from a
previous job, from a volunteer experience, or any relevant event.

Action you took: Describe the action you took and be sure to keep the focus on you. Even if you are
dis-cussing a group project or effort, describe what you did/the impact you had, not the efforts of the
team. Emphasize what you did, as opposed to what you might have done, although the interviewer
might want to pursue that thread too.

Results: What happened? How did the event or activity conclude? What did you accomplish? What
did you learn?

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