Assignment: develop an interview strategy you would consider using to interview and select the right candidate for your organization.

Assignment: develop an interview strategy you would consider using to interview and select the right candidate for your organization.

Assignment: develop an interview strategy you would consider using to interview and select the right candidate for your organization.

Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization.

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For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):

A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
At least one testing option to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees.
A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.)
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

Selection Process

Recruiting new employees is a complicated process that involves interviewing potential candidates to identify an individual suitable for a particular job position. The interview process enables an organization to hire the right person based on the job description. Thus, the job specialization of the selected candidate should match the advertised position’s job description. This paper presents an interview strategy that would be used to interview and select the right registered nurse to work in the neuro-endovascular operating room. It includes the interview time, place, format, type, and employees during the interview process; testing option; and situational and behavioral interview questions.

Interview Process

The interview will be conducted at the organization’s premises on Friday, 15^th October at 8.00 am. Direct interview technique will be used during the interview. The interviewer will ask all the candidates exactly a similar question, thus making it relatively easy to compare the results (Opdenakker et al., 2016). Additionally, the structured interview will be utilized in which a specific set of questions will be asked to each applicant (Taylor, 2016). Various employees will be involved during the actual interview. First, the human resource manager will be present during the interview. The human resource manager will utilize her skills to ask the applicants the prepared interview questions to assess whether one’s specifications meet the job description (Doll et al., 2018). The second employee who will be on the interview committee is the nurse leader. This healthcare professional understands the qualities of the required employee; hence will guide the panel in choosing the best candidate for the job position.

Testing Option

Interviewers will utilize tests to measure the abilities and skills of job applicants, thus determining the best registered nurse to work in the neuro-endovascular operating room. The interviewers will utilize proficiency or performance testing. This testing is conducted when an applicant claims to be an expert in a particular area to evaluate his or her proficiency level. In this case, the performance testing will be used to measure the applicant’s job knowledge in health care delivery, particularly in supporting patients during neuro-endovascular operations. Proficiency testing is the most suitable in selecting a wide range of employees since it guide the recruiter in choosing the best candidate for every job position based on experience and proficiency.

Situational and Behavioral Interview Questions

Both situational and behavioral interview questions would be utilized to interview registered nurses to fill job positions in the neuro-endovascular operating room. Situational interview questions assess how a job applicant would handle hypothetical situations in the future. On the other hand, behavioral interview questions will focus on evaluating job applicants’ past work-related situations and experience. Each applicant will be asked four behavioral and situational questions to determine if he or she is fit to work in the neuro-endovascular operating room.

Situational Questions

1. What would you do if a patient bleeds excessively following an operation?
2. What action would you take if the surgeon is late for a scheduled surgery?

• How would you handle a patient who is afraid of the surgery?

1. What would you do if some equipment go missing during an operation?

Behavioral Questions

1. What was the scariest experience during an operation?
2. What psychological support did you give to patients who were afraid of undergoing operation?

• How did you maintain hemostasis post-procedure during your previous clinical practices?

1. Have you ever administered conscious sedation during an operation?

The answers to the above behavioral and situational questions would guide the recruiter in choosing the most suitable registered nurse for the advertised job position. The candidate would utilize his or her experience to support patients and surgeons in the neuro-endovascular operating room. Additionally, one would use his or her capacity and skills to handle hypothetical situations to deal with incidents that might arise in the neuro-endovascular operating room.

Overall, the interview will provide the recruiter with a good platform for selecting the right registered nurse to support patients and surgeons in the neuro-endovascular operating room. The interview will be conducted at the organization’s premises on Friday, 15th October at 8.00 am. Direct interview technique and structured interviews will be used to assess the candidates’ skills based on job descriptions. Direct interview technique will enable the interviewers to compare the results since a similar question will be asked to all the candidates. Additionally, structured interview will enable the interviewers to ask a specific set of questions to each applicant. Furthermore, the interviewers will utilize proficiency or performance testing to assess a candidate’s experience, thus determining if one qualifies for the new job position based on proficiency level. Finally, situational and behavioral interview questions will be utilized during the interview to determine if an individual is suitable for the job position based on experience and the ability to handle hypothetical situations.

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References

Doll, J. L. (2018). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61.

Opdenakker, R. J. G. (2016). Advantages and disadvantages of four interview techniques in qualitative research. Qualitative Social Research, 7(4): 11-.18.

Taylor, V, F. (2016). The Structured Interview Exercise. Experiential Learning. https://www.researchgate.net/publication/319288323_The_Structured_Interview_Exercise