3. 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
4. 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
5. Q1: WHAT ARE THE
CHALLENGES OR POTENTIAL
PITFALLS IN THIS SITUATION?
6. 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.
7. 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.
8. 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.
9. Q2: WHAT SEQUENTIAL STEPS
SHOULD BE FOLLOWED TO
DESIGN AND CONDUCT
EFFECTIVE JOB INTERVIEWS IN
THIS SITUATION?
10. 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.
11. 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?
12. 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.
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
13. Q3: WOULD YOU CONDUCT A
CRASH SEMINAR ON
INTERVIEWING SKILLS FOR THE
DOCTORS AND DIRECTOR OF
NURSING?WHY? WHAT WOULD
YOU TEACH THEM?
14. 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