Topic 3 Assignment: Employee Pre-Employment Assessments, Interviewing, and Selection

Topic 3 Assignment: Employee Pre-Employment Assessments, Interviewing, and Selection

Topic 3 Assignment: Employee Pre-Employment Assessments, Interviewing, and Selection

To writer: I will upload the job description
Selection Process
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.

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Topic 3: Employee Pre-Employment Assessments, Interviewing, and Selection

An interview entails a verbal interaction between an interviewer and a prospective employee. The aim is for the interviewer to obtain enough information to determine an applicant’s suitability for the vacant job position (Rozario et al., 2019). In addition, the applicant gets adequate information about an organization to make an informed decision about accepting the job if offered (Rozario et al., 2019). The purpose of this assignment is to describe an interview strategy including testing options and questions to interview applicants for the position of an RN-Clinical Supervisor.

The Interview Process

The interview for the RN-Clinical Supervisor I job will be held from 0800hrs at the Valley Presbyterian Hospital’s boardroom. A semi-structured interview will be employed in interviewing the shortlisted candidates. Major questions related to the job description will be prepared in advance. The interviewers will be allowed to deviate from the major questions and ask other questions concerning the job title that may open up a discussion (Doll, 2018).  The major questions will be used to obtain additional information to determine an applicant’s suitability for the job title. A panel interview will be used in the actual interview process including several persons interviewing an individual candidate.  The panel will consist of the Human Resource Manager, Director of Nursing Services, Health Administrator, and the Maternity Clinical Nurse Manager.

Testing Options

The interview process will use three testing options, which are pre-employment tests that will help assess the applicants’ ability in performing the job to the expected standards. The tests will comprise a job knowledge test, an integrity test, and a cognitive ability test. A job knowledge test will be used to measure the theoretical and technical expertise of each job applicant, primarily in clinical supervision (Campion et al., 2019). The test will entail asking the candidate about principles of management and leadership, mentorship, interprofessional collaboration, quality improvement, patient safety, and hospital hygiene. In addition, the applicant will be given patient scenarios to assess how they would manage common post-partum clinical cases.

The integrity test will entail assessing the personality traits of the applicants, including their integrity and ethics. An integrity test helps eliminate potential employees who might be dishonest, unreliable, and undisciplined (Campion et al., 2019). A clinical supervisor should have a strong work ethic for nurses under them to uphold the same in their practice. The integrity test will evaluate how an applicant would employ ethical principles in real-clinical situations in their future role as a clinical supervisor. An integrity test is best suitable in selecting a wide range of employees since ethics are crucial in every profession (Campion et al., 2019). It helps the panel eliminate unethical applicants who might contribute to legal actions against the organization by clients.  

A cognitive ability test will be used to assess an applicant’s general mental capacity. An individual’s mental capacity is strongly related to their job performance. Thus, the prospective employees for the clinical supervisor role will need to have a strong mental capacity to perform to the expected standards (Campion et al., 2019). A cognitive test is suitable for selecting diverse applicants since it is a more accurate predictor of an applicant’s job performance than job experience and interviews (Campion et al., 2019). The test will entail giving the applicant case scenarios on management and leadership and asking them how they would address the identified issue as clinical supervisors.

Four Situational and Four Behavioral Interview Questions

Situational interview questions

1. What are some of the staff characteristics and qualities you will consider when providing shift schedules?
2. How would you deal with conflicts between nurses? What are guidelines would you establish to promote harmony in your nursing team?
3. As a clinical supervisor, one of your roles will be to provide nurses with assignments to meet patients’ needs. How would you confront a nurse who refuses to follow your instructions?
4. Nursing is a dynamic profession, and nurses need to keep themselves updated with the new changes. As a clinical supervisor, how will you ensure that the nursing team keeps up with changes in healthcare?
5. How would you deal with patients from different cultures to ensure you provide culturally sensitive care?

Behavioral interview questions

1. Tell us about a challenging case you handled as a registered nurse. How did make you a better nurse, and how will you employ what you learned to supervise your team? 
2. Tell us about a time you had a conflict with another nurse. How did you address the conflict and what was the result?
3. Give us an example of when you took an initiative to improve patient care delivery in your former organization. What was the outcome?
4. Tell us about an occasion you had differing opinions with members from other professions on the management of a patient. How did you handle the situation?
5. Tell us about a time you advocated for patients or nurses in your former working experience. What issues did you advocate for? What was the outcome?

Conclusion

The testing options for the RN-Clinical Supervisor position will include a job knowledge test, an integrity test, and a cognitive ability test. The situational interview questions will provide the candidate with an imaginary scenario, and they will be asked to explain how they would address it. The behavioral interview questions will ask the interviewee how they addressed a particular issue or situation in their past job experiences. The questions will help the interviewer to identify how the applicant addressed or would address a similar situation.

References

Campion, M. C., Campion, E. D., & Campion, M. A. (2019). Using practice employment tests to improve recruitment and personnel selection outcomes for organizations and job seekers. Journal of applied psychology, 104(9), 1089. http://dx.doi.org/10.1037/apl0000401

Doll, J. L. (2018). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61. https://doi.org/10.1177/2379298117722520

Rozario, S. D., Venkatraman, S., & Abbas, A. (2019). Challenges in recruitment and selection process: An empirical study. Challenges, 10(2), 35. https://doi.org/10.3390/challe10020035