Chapter 16

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

1

A chief nurse officer (CNO) of a rural hospital is meeting with department directors and the human resources officer to discuss the hospital's 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 CNO's 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 nurses'; 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.

1

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 applicant's 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.

1

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 a U.S. citizen. 3. Do not ask unless the applicant mentions citizenship. 4. Ask if the applicant's family is from the United States.

1

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.

1

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.

1

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? 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.

1,2,3,5

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? 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.

1,3

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? 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.

1,5

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? Select all that apply. 1. Base salary is $22.00 per hour with a 10% 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

4,5

A nurse manager is conducting her first interview. The manager is provided interviewguidelines 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 it is stated in third person. 4. You may ask only the questions that are provided.

2

A nurse manager would like to add the statement Provide ongoing education to the client and the client's familyto 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

2

An emergency department (ED) manager has an interview scheduled for 8:00 the next morning. The manager's 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.

2

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.

2

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 assistance in answering questions about our benefit package and nurses' wages. 4. I would like another person from the organization to assist in representation.

2

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

2

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?

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. 4. Identify potential applicants who would meet the job description.

2

The hiring process to fill a nursing position has been slowed because the human resources (HR) 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 filling the nursing position? 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.

2,3,4,5

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.

3

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

3

A new nurse manager has conducted a series of interviews, but did not use an interview guide. Why would the manager's 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.

3

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?

3

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.

3

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? 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?

3,4

The manager is preparing for an interview and is most interested in collecting information about the potential hire. What fundamental questions does the manager want to know? 1. Will the applicant work overtime? 2. When will the applicant indicate acceptance? 3. Will the applicant perform the job? 4. Will the applicant fit into the culture of the unit/organization? 5. Can the applicant perform the job?

3,4,5

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? 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.

3,5

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 résumé during the interview. 3. Use closed questions to elicit more information. 4. Use work sample questions to determine knowledge.

4

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

4

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

4