Chapter 15 8 ed. ---- (16 9 ed.)

Question 24 An emergency department (ED) manager interviews and hires a candidate who reports having several years of ED experience. Soon after hire, the nurse makes a series of errors and harms several clients. When investigating these errors, the nurse manager discovers the nurse falsified his experience and credentials. Is the hospital liable for this nurse's actions? 1. Yes, the hospital could be liable for negligent hiring if credentials were not checked. 2. Yes, the hospital could be liable but only if it did not properly train the nurse. 3. No, the nurse is liable because information about experience was falsified in the interview. 4. Yes, the hospital is liable for all errors committed by nursing staff.

Correct Answer: 1

Question 29 A nurse manager is aware that U.S. citizenship is required by a job position being filled. How should the manager handle this requirement during the job interview? 1. Ask the applicant to provide proof of citizenship before the interview is scheduled. 2. Ask the applicant if he or she is an U.S. citizen. 3. Do not ask unless the applicant mentions citizenship. 4. Ask if the applicants family is from the United States.

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Question 19 A chief nurse officer (CNO) of a rural hospital is meeting with department directors and the human resources officer to discuss the hospitals recruitment strategies. A newly promoted director suggests a recruitment fair at a metropolitan city 100 miles away. The CNO rejects this proposal. Which option is likely the CNOs rationale for this decision? 1. The CNO would prefer to focus on the local area initially. 2. A metropolitan area is not a good area in which to recruit for a rural hospital. 3. Metropolitan nurse's skills are too advanced for a rural hospital. 4. The director is new to the role and the CNO does not respect the nurse's opinion

Correct Answer: 1

Question 25 A nurse manager is interviewing a candidate who has much experience in other industries. The candidate was recently licensed and is interviewing for a registered nurse charge position. Which consideration is most important for the manager to bear in mind when regarding this candidate? 1. Can the candidate perform the job? 2. Will the candidate perform the job? 3. Will the candidate apply past work experience? 4. How long will the candidate retain this position if hired?

Correct Answer: 1 Rationale 1: Although the candidate has past work experience in other industries, it is unlikely that he or she would be able to handle a charge nurse position as an inexperienced nurse. An inexperienced nurse must learn the work environment before performing in a leadership role. Rationale 2: The candidate will probably perform the job to some degree but likely does not have sufficient nursing experience to do the job well. Rationale 3: The candidate will apply his or her previous work experience because it brings knowledge to the job. Rationale 4: How long a candidate will retain a position is uncertain, no matter what his or her qualifications and past work experience.

Question 8 A candidate has arrived for an interview. The interview is conducted with various personnel within the organization. This is an example of an attempt to ensure which result? 1. Interrater reliability 2. Intrarater reliability 3. Validity 4. Construct validity

Correct Answer: 1 Rationale 1: Interrater reliability is agreement between two interviews of the same candidate by several interviewers. Rationale 2: Intrarater reliability is agreement between two interviews of the same candidate by the same interviewer. Rationale 3: Validity is the ability to predict job performance. Rationale 4: Construct validity means the standardized interview questions will accurately predict job performance.

Question 18 A medical intensive care unit has a registered nurse position open. The qualifications for the position require a minimum of 1 year of acute-care nursing experience, BLS and ACLS certification, and the ability to administer intravenous cardiac drips. Which fact in an applicant's application would be sufficient reason to decline the applicants request for an interview? 1. The candidate graduated from nursing school 9 months ago. 2. The candidate does not have ACLS certification. 3. The candidate does not have experience with cardiac drips. 4. The candidate was an LPN for 10 years prior to being an RN.

Correct Answer: 1 Rationale 1: The only criterion that cannot be quickly met through education is length of experience. Rationale 2: ACLS certification can be obtained if the candidate is a good match for the position otherwise. Rationale 3: The ability to administer cardiac drips can be obtained through education if the candidate is a good match for the position otherwise. Rationale 4: The fact that the candidate was previously an LPN is not pertinent to this decision.

Question 28 A nurse manager lists several preferences for hiring employees. The human resources manager would advise this manager that which practices do not meet the bona fide occupational qualification (BFOQ) regulation? Standard Text: Select all that apply. 1. I like to hire all female nurses to work in labor and delivery and postpartum. 2. I hire only strong young men as transport workers. 3. I prefer to hire nurses who have served in the military. 4. I only hire nurses who are bilingual for work in the emergency department. 5. I prefer to hire women as unit clerks.

Correct Answer: 1,2,3,5 Rationale 1: There is no legal reason to hire only females in labor and delivery and postpartum. Rationale 2: There is no reason an older male or a female could not be hired as a transporter. Rationale 3: It is not legal to ask questions regarding military service prior to hire. Rationale 4: Being bilingual is a qualification necessary for work in some emergency departments. The nurse could not hire based on national origin, just on the basis of speaking more than one language. Rationale 5: There is no reason a man could not be successful as a unit clerk.

Question 27 A nurse manager and a human resources (HR) manager are developing an interview guide for registered nurse positions in critical care units. How should this document be structured? Standard Text: Select all that apply. 1. The questions should be specific to the registered nurse position. 2. Questions should be general enough that they will guide the interview for any critical care unit. 3. Sufficient room should be allowed between the questions so that notes on the interview can be written directly on the guide. 4. Questions should require independent answers and should not be leading. 5. The document should allow space for demographic information such as name, gender, and age.

Correct Answer: 1,3,4 Rationale 1: Questions should be specific to the job responsibilities of a registered nurse. Rationale 2: The questions should be specific to the unit for which the nurse is being hired. For example, a nurse skilled in adult critical care may not be prepared to work in a neonatal intensive care unit. Rationale 3: If notes are taken directly on the guide, it will also serve as a written record of the interview. This written record may be retained or may be destroyed after the position is filled. Rationale 4: Leading questions often have very obvious answers and will not give the interviewers a true impression of the applicant. Rationale 5: Asking about age and making decision based on gender is not legal.

Question 23 Unrest and employee turnover have resulted in a unit being critically understaffed. The human resources department and nurse manager are attempting to recruit new nurses for the unit. How should the history of this unit be presented? Standard Text: Select all that apply. 1. The facts of the history should be presented while maintaining the confidentiality of those involved. 2. The history should briefly be mentioned as some minor problems with staffing. 3. The history should not be mentioned. 4. The recruiters should focus on the positive work environment of the rest of the facility. 5. Steps being taken to correct problems on the unit should be outlined and explained.

Correct Answer: 1,5 Rationale 1: The facts should be presented honestly and as completely as possible without breaching confidentiality. Rationale 2: Unrest and employee turnover cannot honestly be categorized as minor problems with staffing. Rationale 3: It would not be fair to hire a nurse into this unit without providing some history. Rationale 4: Focusing on the rest of the facility is not a fair representation of the work environment a nurse could expect on this unit. Rationale 5: Candidates should be made aware of the problems and what is being done to correct them.

Question 21 The human resources (HR) director is planning on attending a career fair and has asked the director of nursing to attend as well. The nursing director replies, I really don't have time to attend. Do you really need a nurse to go with you? Which response by the HR director is most appropriate? 1. Your attendance is necessary to assist me with managing the booth. 2. Your attendance is necessary to answer specific nursing questions. 3. I need your assistances in answering questions about our benefit package and nurse's wages. 4. I would like another person from the organization to assist in representation.

Correct Answer: 2

Question 4 Which question is considered appropriate to ask during an interview? 1. What is the country of your national origin? 2. Do you speak any language in addition to English? 3. Will child care be a problem if you are hired? 4. Are there any holidays on which you would not work?

Correct Answer: 2

Which step should be taken first when recruiting and selecting nursing staff? 1. Develop a structured interview guide. 2. Become familiar with the position description for the jobs available. 3. Develop a recruitment strategy to attract qualified applicants.

Correct Answer: 2

Question 17 An emergency department (ED) manager has an interview scheduled for 8:00 the next morning. The managers usual hours are 8:00 a.m. to 4:00 p.m. This manager has been working as staff due to an increased volume of clients. What action should the manager take to prepare for this interview? 1. Reschedule the interview to a later time. 2. Arrive to work early in the morning to prepare for the interview. 3. Arrive at the usual time and conduct the interview. 4. Have a human resources representative conduct the interview.

Correct Answer: 2 Rationale 1: As the interview is in the morning, there is insufficient time to reschedule. Rationale 2: Arriving to work early will allow the manager to review the resume and focus on the questions to ask the candidate. Arriving at the usual time may result in an inadequate interview. Rationale 3: Arriving at the usual time may result in an inadequate interview. Rationale 4: A human resources representative will not be able to assess the candidate as well as the nurse manager. The interview will likely not be useful and may have to be repeated, which is a waste of everyone's time.

Question 12 A nurse manager is conducting her first interview. The manager is provided interview guidelines by the human resources (HR) director. Which advice from the HR director is most effective? 1. Follow these guidelines and do not ask personal questions. 2. If you are unsure of a question, ask yourself if the question applies to job performance. 3. You may ask any question as long as its stated in third person. 4. You may ask only the questions that are provided.

Correct Answer: 2 Rationale 1: Following guidelines and not asking personal questions is good advice, but is likely what the manager already knew. Better advice is more specific. Rationale 2: As long as the question is related to job performance, the question is appropriate. Rationale 3: Asking questions in third person may still violate state and federal regulations. Rationale 4: While having an interview guide is helpful, additional questions may be pertinent to this applicant.

Question 11 A nurse manager would like to add the statement Provide ongoing education to the client and the clients family to the position description of RNs. Where would this statement be placed in this document? 1. In the job qualifications 2. In the job responsibilities 3. In the job overview 4. In the job benefits

Correct Answer: 2 Rationale 1: Job qualifications are such things as having a current license to practice nursing. Rationale 2: This is a statement of one of the job responsibilities of this nurse. Rationale 3: The job overview is a general statement about the job and does not include specifics like those in the question. Rationale 4: Job benefits include items such as salary, paid holidays, and insurance coverage. The benefits are not included in the position description.

Question 3 What should a nurse manager consider when including a staff nurse in an interview of an applicant? 1. Restricting the number of questions the nurse can ask 2. Providing the nurse with an orientation program on interviewing techniques 3. Allowing the nurse to provide information but not the ability to ask the applicant questions 4. Allowing the nurse to ask and answer all questions freely

Correct Answer: 2 Rationale 1: Restricting the nurse's ability to ask and answer questions of the applicant defeats the purpose of having a staff member present during the interview. Rationale 2: An orientation program provides the nurse with the state and federal guidelines to ensure appropriate questions are asked. Rationale 3: Restricting the nurse's ability to ask and answer questions of the applicant defeats the purpose of having a staff member present during the interview. Rationale 4: Allowing the nurse to ask questions freely could violate state and federal regulations governing the interview.

Question 15 During an interview the candidate informs the manager of a difficult experience between a client and a physician. The nurse had to negotiate between an unhappy client and a difficult physician. Which notation by the manager would describe this situation? 1. The candidate has good initiative. 2. The candidate has good conflict resolution skills. 3. The candidate is a client advocate. 4. The candidate is adaptable.

Correct Answer: 2 Rationale 1: The question does not focus on the candidate's degree of adaptability or initiative. Rationale 2: The candidate used good negotiation skills and a conflict was resolved between a client and a physician. Rationale 3: One may assume the nurse acted as a client advocate but the question does not provide enough information to choose this answer with certainty. Rationale 4: The question does not focus on the candidate's degree of adaptability or initiative.

Question 22 The hiring process to fill a nursing position has been slowed because the human resources department is involved in a recruitment effort for laboratory positions. A staff nurse says, why do we have to wait on HR? Why can't we just hire a nurse? What rationale does the nurse manager provide for waiting until HR can be involved in filing the nursing position? Standard Text: Select all that apply. 1. HR makes all the final hiring decisions. I just suggest the candidate I would like to have to fill the job. 2. HR will screen the applicants for us so we don't waste time interviewing people who are not qualified. 3. HR makes certain that we are not doing anything illegal as we interview for this position. 4. We can't hire a nurse until HR has done a criminal background check. 5. HR has to check to be certain that the applicant has a valid license before we can offer the job.

Correct Answer: 2,3,4,5 Rationale 1: The final hiring decision is that of the manager with input from nursing supervisors as needed. Rationale 2: HR conducts the initial screening. Rationale 3: HR is responsible for assuring legal hiring practices are followed. Rationale 4: HR is generally responsible for conducting criminal background checks. Rationale 5: HR does confirm licensure.

Question 2 Which information is an example of what should be included in the position description for the RNs who will staff a newly opened hospital unit? Standard Text: Select all that apply. 1. Base salary is $22.00 per hour with a 10 percent shift differential for hours worked after 7:00 p.m. 2. Communicates changes in client condition to appropriate staff 3. Will accrue sick time at a rate of 4 hours per month 4. Reports directly to the nurse manager of the unit 5. Must maintain ACLS certification

Correct Answer: 2,4,5 Rationale 1: Salary is not included in this document. Rationale 2: Tasks required to carry out the duties involved in the position are included. Rationale 3: Benefit package is not a part of the position description. Rationale 4: The position description should indicate the person to whom the employee will report. Rationale 5: Professional qualifications for the position are included in this statement.

Question 16 The chief nurse officer (CNO) receives a call that the candidate for a nurse opening has arrived, but that the unit manager who was to have interviewed the candidate had to work an unscheduled night shift and is unavailable. Which action by the CNO is appropriate? 1. Inform the candidate the interview will have to be rescheduled. 2. Have the HR department refer the candidate to a nurse on the unit. 3. The CNO should conduct an initial interview and arrange for a second interview with the manager. 4. The CNO should call the manager and conduct an interview via a conference call.

Correct Answer: 3

Question 30 During an interview, the manager has a strong impression that the applicant is a good fit for the position. How should the manager proceed? 1. Offer the applicant the job. 2. Cancel the remaining interviews for the position. 3. Keep this feeling in mind but do not make a hasty decision. 4. Tell the applicant that he or she is the strongest candidate for the position.

Correct Answer: 3

Question 6 A human resources (HR) manager knows which method of recruitment is most likely to be productive and inexpensive? 1. Internet websites 2. Advertisements in professional journals 3. Employee referrals 4. Job fairs

Correct Answer: 3

Question 13 A new nurse manager has conducted a series of interviews, but did not use an interview guide. Why would the managers director be dismayed that no interview guide was used? 1. Each organization has standardized interview questions that must be used. 2. The director has selected questions to ask the interviewee. 3. A list of standardized questions allows for reliability in comparing candidates. 4. The director was not included in the interview process.

Correct Answer: 3 Rationale 1: Organizations vary as to how interviews are conducted. Some organizations may have standardized questions for each candidate and some may have specific questions for each position. Rationale 2: Organizations vary as to how interviews are conducted. Some organizations may have standardized questions for each candidate and some may have specific questions for each position. Rationale 3: The use of structured or standardized interview questions allows for objectivity and consistency when interviewing candidates. This allows the manager to compare the candidates in a consistent manner. Rationale 4: There is no indication that the director wanted to be included in the interview process.

Question 20 A chief nurse officer (CNO) is considering a collaborative effort with a school of nursing to offer externships to students. The chief financial officer (CFO) rejects the proposal because it will entail a cost to the organization. Which statement by the CNO would influence the CFO to reconsider this proposal? 1. Nursing is the foundation of this hospital and we have to get nurses into the organization. 2. We could hire students as nurse's aides, which would save costs. 3. An externship will allow the nursing students to work with nurses, learn about the organization, and create a positive impression of our facility. 4. Offering a nurse externship would allow the organization to create the types of nurses we would like to hire.

Correct Answer: 3 Rationale 1: Stating that nursing is the foundation of the hospital may alienate a CFO who works closely with staff from other departments. Rationale 2: Hiring nursing students as nurse's aides would save cost but this position may not allow for the student to experience a registered nurse's role. Rationale 3: The best rationale for an externship program is that it allows the students to work with nurses and to learn about the profession and how it is practiced in the organization. Hopefully, this will result in the student having a positive impression of the facility. Rationale 4: Create the types of nurses we would like to hire is a demeaning statement and would not be likely to influence a CFO positively.

Question 10 The nurse manager is conducting an interview for a position as a full-time RN in a critical care unit. Which statements by the nurse manager would be most effective in selecting a qualified nurse for this position? Standard Text: Select all that apply. 1. I have 20 years of experience as a critical care nurse and I am an advanced practice nurse in adult medical-surgical nursing. 2. We do lots of client teaching. Do you like doing client teaching? 3. Tell me about your past work experience. 4. Please tell me about your most rewarding experience as a nurse. 5. Have you ever cared for a client on a ventilator?

Correct Answer: 3,4 Rationale 1: Questions should be focused on the candidate, not the person conducting the interview. Rationale 2: This is a leading question, which should be avoided. The obvious correct answer is yes. Rationale 3: Information about past work experience is helpful in determining qualifications for the prospective job. Rationale 4: Asking about the most rewarding experience as a nurse may reveal much about the nurse's past. Rationale 5: Whether or not a candidate has cared for a client on a ventilator does not prove the applicant's ability.

Question 26 A nursing applicant is scheduled for an interview with the nurse manager. Prior to the day of the interview, the human resources (HR) department reports that the applicant's references would not recommend her for hire. How should the nurse manager proceed? Standard Text: Select all that apply. 1. Have HR call the applicant and cancel the interview. 2. Call the applicant, tell her that the references were poor, and cancel the interview. 3. Conduct the interview without telling the applicant that the references were poor. 4. Conduct the interview and tell the applicant that the references were poor. 5. Conduct the interview and see if the applicant spontaneously explains why the references might be poor.

Correct Answer: 3,5 Rationale 1: The interview should be conducted. Rationale 2: The manager should not reveal that the references were poor. The interview should be conducted. Rationale 3: The interview should be conducted. The fact that references were poor should not be revealed. Rationale 4: The applicant should not be told the references were poor. Rationale 5: The applicant may explain situations that could have resulted in poor references.

Question 14 An OB manager is interviewing a registered nurse for a labor and delivery position. The manager asks the interviewee, Tell me about the most challenging delivery experience in your nursing career, and learns the candidate has experienced several challenges that required quick action. Which nursing skill will this exchange best assess? 1. Adaptability 2. Negotiation skills 3. Initiative 4. Decision-making skills

Correct Answer: 4

Question 5 A new graduate nurse is preparing for an interview by the nurse recruiter. The applicant should be ready to be asked questions about which topic? 1. General state of health 2. Availability of transportation to work 3. Previous military service 4. Willingness to work all shifts

Correct Answer: 4

Question 7 A medical unit nurse manager is conducting an interview of a potential employee. Which strategy should the manager use? 1. Document first impressions of the applicant. 2. Review the resume during the interview. 3. Use closed questions to elicit more information. 4. Use work sample questions to determine knowledge.

Correct Answer: 4

Question 9 A nurse manager tells the human resources (HR) director, I would really like to hire someone of another race to balance out the team. The HR director tells the manager recruiting and hiring based on race is in violation of which statute? 1. The Equal Pay Act of 1963 2. Age Discrimination Act 3. Americans with Disabilities Act 4. Title VII of the Civil Rights Act

Correct Answer: 4 Rationale 1: The Equal Pay Act of 1963 aimed to eliminate wage disparities based on sex. Rationale 2: The Age Discrimination Act prohibits discrimination against applicants and employees over the age of 40. Rationale 3: The Americans with Disabilities Act prohibits discrimination based on an individual's disability. Rationale 4: Title VII of the Civil Rights Act specifically prohibits discrimination in any personnel decisions based on race, color, sex, religion, or national origin.