Sara is interviewing for a new position in a different facility from where she previously worked. She has not had to interview for a job since she graduated from nursing school and received her first and only position, where she worked for eight years. Sara is interviewing with Jeri Johnson, the nurse manager of the CVICU at Memorial Hospital. Jeri is fairly new to her position and has had little experience with leading the interview process.
Instructions:
Read the Case Study above, and then answer the questions below:
How does a nurse manager or nurse-recruiter prepare for an interview?
What kinds of questions are off-limits to an interviewer by law?
What kinds of questions do you personally believe to be ethically or morally wrong?
Since Jeri is not very adept at interviewing for applicants, what steps can she take to compensate for her lack of experience?
Sample Answer
The case study presents challenges for both the inexperienced interviewer and the long-tenured applicant. Effective preparation, knowledge of legal boundaries, and ethical awareness are crucial for Jeri's success in this process.
Nurse Manager Preparation for an Interview
A nurse manager or recruiter should follow a structured preparation process to ensure the interview is fair, legally compliant, and effective at predicting job performance.
Job Analysis and Standardization:
Review the Job Description: Jeri must thoroughly understand the essential functions, required skills, and core competencies for the CVICU position.
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Develop Standardized Questions: Create a set of structured, behavioral-based questions (e.g., "Tell me about a time when...") that are asked of every applicant. This ensures fairness and allows for direct comparison.
Candidate Review:
Review Application/Resume: Analyze Sara's 8-year tenure and any listed certifications (CVICU relevance). Identify gaps or areas needing clarification.
Check References (Pre-Interview, if policy allows): Gain preliminary insight into past performance.
Logistics and Setting:
Schedule and Time: Ensure the interview room is private, quiet, and that sufficient time is allotted.
Review Materials: Have the scoring rubric, job description, and a copy of the candidate's application readily available.
Questions Off-Limits by Law
Federal and state laws prohibit interview questions that discriminate based on protected characteristics, as defined by the Equal Employment Opportunity Commission (EEOC). These questions are illegal because they are non-job-related and can be used to unfairly exclude candidates.
Off-limits topics include, but are not limited to:
Age/Genetic Information: Asking Sara's date of birth, age, or for her family medical history.
Race/Color/National Origin: Asking about birthplace, ancestry, or citizenship (unless necessary to verify the legal right to work).
Religion: Asking about religious holidays observed, church attendance, or denomination.
Sex/Gender Identity/Sexual Orientation: Asking if she is married, plans to have children, or her marital status.
Disability/Health Status: Asking if she has any disabilities, how many sick days she took at her last job, or requiring medical documentation before a conditional offer.
Note: Questions about conviction records or drug/alcohol use must be handled carefully and uniformly, often limited to job-related history.
Ethically or Morally Wrong Questions
Beyond the legal list, certain questions are ethically or morally wrong because they violate privacy, promote unfair bias, or create a hostile environment, even if technically legal in some jurisdictions.
Highly Intrusive Personal Inquiries: Questions probing deeply into personal relationships, child-rearing philosophies, or specific financial circumstances (e.g., "Do you think working CVICU hours will harm your children?"). These are designed to disqualify based on personal choices.