...Nurse Manager Interview Questions This is a highly time sensitive search, so your timely response to this questionnaire is appreciated. Keep in mind that your answers will be evaluated for content as well as for style of communication. 1. Give an example of a care delivery challenge in your current position and describe what you did to address it? What were the results of your efforts? All of the patients on my unit in my former position were in the beginning and mid stages of Alzheimer’s with one or two very alert ones. The challenge was keeping the more alert residents from rapid mental decline. The key in maintaining the resident’s dignity is providing an environment where they can participate in their level of care, frequent interaction with family members and maintain consistency with the same caregivers. 2. Describe the characteristics and qualities you look for when hiring care givers? Why are these important to you and how do you assess for them? Kind, caring, compassionate, patient, ability to communicate clearly, prior work experience would be some of the qualities I would look for in caregiver applicants. 3. Tell me about a time you helped resolve a particularly difficult customer issue. How did you handle the situation? What was the outcome? I cannot recall any one particular situation however I have interacted with angry family members that had an unresolved issue with other staff during the week and he or she was venting to me...
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...An interview is a type of selection tool that is frequently used and relied on by company representatives to determine whether applicants are qualified for the job. An interview can be arranged in two types of ways: structured or unstructured interviews. In unstructured interviews, interviewers are free to ask candidates anything they want (Williams, 2014, p.230). However, in structured interviews all applicants are asked the same set of standardized questions relating to the specific job type (Williams, 2014, p.230). A primary advantage of World of Bikes following the structured interview process is it allows the company to compare applicants easier when asking the same questions and also ensures that our company is receiving the most important, job-related information from each candidate. All interview questions asked by World of Bikes must be well thought out and thorough in order to find candidates that are most suitable as assistant manager for our facility, thus the reason for our company using structured interviews. The position requires leadership ability and good people skills, the ability to communicate well and the knowledge and experience to take initiative. An assistant manager must have a strong attention to details and be able to effectively take direction from an immediate supervisor. To begin the interview, we believe the first question to be asked should be, How does this position fit into your overall career goals? In asking this question right off the back...
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...structure to the interview process. However, it may not be clear to the Managers who have been hiring based on gut feeling. Most people like to believe they are good at “judging people.” They can get a “feel for people” and “can tell if they are honest.” The number of time I have heard these things from store managers, I cannot count. So I would advise Jennifer to build some buy-in, before she starts down this road. She needs to help the managers see what’s in it for them. She can start be asking the managers who happens when they have unplanned turnover or an open position. The answers will certainly include issues like the manager has to pick up the slack; store operations suffer; other employees have to pitch in; the manager has to “start all over” training someone new. If Jennifer can help the managers see that adding structure to the interview process can help reduce the turnover that causes them all the issues they themselves identify, she will have a great rate of acceptance. She should let the managers know that she values their opinions and values their help developing the new interviewing standards and tools. Jennifer needs to answer three questions. How will the interviews be structured? What will the interview consist of – content? How will the interview process be administered? (P. 230) For a business such as Carter’s, with relatively inexperienced interviewers a structured interview is the best option. This will allow the managers to take a less subjective...
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...Q#$ The structured interview is a type of an interview where all the questions are pre-planned and thoroughly structured in order to evaluate a potential candidate against the specific criteria pertaining to a specific job position. It focuses the most on a candidate's skills and abilities (Heneman). In such an interview all the candidates are being asked same questions in a standardized manner. Benefits of structured interviews include the following: * Equal opportunities * High objectivity * Legal invulnerability * KSAO related questions secure high precision and predictability. Required materials should include one copy of a booklet for note-taking and assessment per each panel interviewer, which should contain job-relevant questions and descriptions of qualifications being evaluated; a copy of Job Description per each applicant; pens and pencils. Procedure: Before conducting interview 1) Assemble interview board 2) Design interview booklets 3) Identify qualifications to assess 4) Develop assessment criteria 5) Develop question 6) Invite applicants and arrange accommodations During the interview 1) Provide introduction 2) Ask questions 3) Conclude and answer applicant's questions After the interview 1) Assess responses 2) Integrate interview results with other assessment tools information 3) Select an applicant 4) Give feedback Comments to the conducted interview: The applicant (Shamsun Nahar) was...
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...To help the interview process be successful I will follow a JAD process. With a JAD process in place, we can structure each step to ensure the Interviewing process goes smoothly. The JAD session has several key members that participate and will ensure that the interviewing process is successful. The first step is to discuss the ground rules and objectives that will be laid out in the JAD Session. Also the interview methods will be outlined and questions that will be asked during the interview will be formed and finalized. The members of upper management should also explain the reason for the interview and project and what type of support is to be given and needed. Also each specific area of training that is required for TIMS should be broken down into special areas of training and each group being interviewed should have questions related to that field. Towards the middle of the second day, a review period should take place to discuss the main interview process, this will include a time to identify input, roles that each interviewer will have during the interview process as well as a small break so each team can take time to study and concentrate on specific questions for each training team being interviewed for. An open session should also be held for all groups participating in the JAD session so each group can express their concerns and ideas and develop a solid documentation of all the system requirements needed and start developing models and training material...
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...Kaplan University IT460 Unit 3 Assignment ITEM 1 – INTERVIEW PROCESS: 1. Determine the people to interview To obtain the information I am looking for, I will need to interview key members of the organization. These members will need to be knowledgeable of their respective positions. I believe it would be best to talk to the department heads and their middle managers. I will also interview people on all levels in the organization. I will also interview multiple people in the same department. My reasoning for this is that everyone has their own strengths and specializations. 2. Established the interview objectives After determining the people to interview, I will establish the interview objectives for the session. I will determine the main topics to be discussed and come up with a list of questions and concerns. I aim to obtain ideas, suggestions, and opinions during the interviews. There will general questions asked to every person in their field. By establishing the objectives I will create the guidelines that will help to determine what questions are needed to ask. These guidelines will also determine how the interview will flow. 3. Develop Interview Questions I will create a baseline for the list of question. This will ensure that the interview proceeds smoothly and that the people being interviewed stays on topic. The questions will be specific to the topic. I want to make sure that the questions are both open-ended and close-ended. The reason I...
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...HR Management The Out-of-Control Interview (Case) Case Analysis & Answers By Demetris Kamberis November 13,2014 Organization and HR Management The Out-of-Control Interview (Case) Case Analysis & Answers By Demetris Kamberis Table of Contents Case Synopsis1 Answer To Question 1 ………………………………………………………………………………………………………………………………………….2 -5 Answer To Question 2 5 Answer To Question 3……………………………………………………………………………………………………………………………………….....5 -6 References………………………………………………………………………………………………………………………………………………………………..6 Case : The out- of- Control Interview Case Synopsis The case was focused on the interview process at Apex Environmental ,where the management team and other members of the firm , composed a panel interview employing a stress interview content , at the company’s premises. The interviewee , was a female mechanical engineer graduated , named Maria Fernandez.The only information we had , regarding the questions set by the interview panel , were questions as “Why would you take a job as a waitress in college if you’re such an intelligent person?” and “Are you planning on settling down and starting a family any time soon?”. It is also mentioned , by the side of the interviewee that the interview was ‘ a disaster” but was followed up by an individual meeting with the 2 members of the group , the President and another member of the firm and the main interview questions were concentered on her technical...
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...Desktop Support Technician Interview Questions Getting a respectable post of desk top support technician requires a tough interview with the employer with tough desk top support technician interview questions. There are so many unpredictable interview questions that a candidate will be asked. Most of the interview questions are asked to check the behavioral activities of candidate. For the above job description you need to be well prepared for the interview. 1. Suppose you are installing power management on your XP Computer system. Power management should be under the control of: The answer of this question is Operating System. If you know the answer of this question, simply give the answer otherwise say your interviewer clearly “No”. 2. Which file should always be pointed in root folder for Active Partition of Windows XP? The answer to this question is Boot.ini. This is also a simple question. Be true with your answer whether it is YES or NO. 3.If a user calls that he is not able to get online when he connects to internet connection on a XP Computer system. Explain what should you do? Well guys again an opportunity for you. You should rebuild the TCP/IP protocol on the client’s computer system. 4. If the monitor shows a Blank Blue screen after restarting your computer, what would be the best way to resolve this major problem? You should restart your computer, keep pressing F8 key to go to advanced Menu options and choose the option “Last Known Good Configuration”...
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...Noe A Munoz Mgmt 364 Columbia College Professor Douglas 28 April 2015 Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the number of forms that candidates have to take or fill out for the position of store managers will not suffice nor yield better results. The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates. I feel that a change is required when it comes to the selection plan if Tanglewood expects to hire the best employees out there. The department manager position requires that the potential employees take on a greater responsibility, and perform their work more intelligently. So in order to accomplish that, and hire employees that will perform those types of duties, Tanglewood must tailor our selection methods to match the specific KSAO’s that are required for the position. The more closely we measure the applicants KSAO’s to match to what is required for the position at hand the better results we would produce. We cannot accomplish that if we continue...
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...Executive Summary Among methods of hiring and selecting potential employee, interview is arguably is the most powerful method for employer to select potential employee. Well, hiring qualified employees should be the primary focus for a company and organization. If a manager does not have a good interviewing skill or perhaps chosen the wrong selection method, he may ended up with hiring someone who might not able to fit the job position and therefore, the job could never be done nicely and perfectly. Thus, choosing a right method of recruitment and selection process has been known as an art as well as science within a business cultural. However, the hardest part of conducting an interview is for the manager to makes the applicant able to open up and willing to gives them the real answer of the question. What is employee selection? Employee selection can be explained by; it is a process of putting and selecting the right person on a right job position. In order to get a right person, selection process has to be done nicely so that it would match with the organization’s requirement as well as with the skills and qualification of the applicant. However, an effective selection process could be done or complete if only there is effective of matching. The organization has to look into the qualification of the applicant in order to select the best candidates. By putting the right person in a right job, it would definitely benefit the company by providing best quality performance...
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...INDIVIDUAL ASSIGNMENT: EXIT INTERVIEWS TABLE OF CONTENTS 1. INTRODUCTION………………………………………………………………PAGE 3 2. CORRECT TIMMING OF THE INTERVIEW……………………………..PAGE 4 3. WHEN & HOW TO USE THE INFORMATION……………………………PAGE 6 4. STEPS TO AN EFFECTIVE EXIT INTERVIEW…………………………..PAGE 7 5. CONCLUSION…………………………………………………………………PAGE 9 6. REFERENCES…………………………………………………………………PAGE 10 INTRODUCTION Exit interviews are conducted with departing employees, just before they leave. Participation in exit interviews by the employee is voluntary but, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that the information will be a helpful driver for organizational improvement. Exit interviews are also an opportunity for the Organization to enable transfer of knowledge and experience from the departing employee to a successor or replacement, or even to brief a team on current projects and issues. Good exit interviews should also yield useful information about the University as an employer, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc. Exit interviews are a unique opportunity to survey and analyze the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in post. From the departing employee perspective, an exit interview is a chance to give some constructive feedback. Exit interviews are an extremely important...
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...Interviews Abstract For people who are in the market for a new job, the interview process can be a nightmare. What should I know? What should I do? What should I say?..may be the questions that are clouding one’s mind on top of being nervous just to be nervous. There are dozens of questions one can be prepared for when walking in to a job interview. Some maybe personal, some business related, some unrelated, some uncomfortable, and then even some that one would be least expecting. In the following individual project, I will be discussing some common questions, and some that are not so common. I will also discuss some of the information one should be knowledgeable in prior to walking in to an interview, and then finally put together a small “thank you” paragraph in the final part of this project. Interviews Being prepared for an interview can be something that can make or break the entire discussion. This could lead one into gaining new employment or even losing the confidence and or admiration by a hiring manager. Ensuring that you are on top of your game when it comes to professionalism, sharpness, and likability is important, especially when you are in a first interview. Bottom line, first impressions do count in interviews. They can be the stepping stone to interview number two, actually being hired, or having your resume simply put in a pile with the rest of the resumes that will be filed in a cabinet for years to come. Being ready to answer some common...
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...* Questions: * To Tim Bright, Mark Gates: Did our HR and internal I/O psychologist ever evaluate the current general questions used in Ultra stores? FU Have you ever considered creating universal job interview questions for whole company? * To Tim Bright: Considering the number of potential recruitment sources, it is important to determine which source would be the most effective. Therefore, are you open to a more diversified recruitment source? FU Have you ever evaluated the effectiveness of the recruitment strategies that we are currently using? * To Tim Bright and the regional VP Human Resources: Are there any programs that train our interviewers in each store? FU is there any attempt for managers and sales managers to evaluate or get feedback about whether the interviews are well structured? * To Tim Bright, and the regional VP store operation: As we know, last time the company did a job analysis and description was ten years ago. Since our job description seems to be outdated, when was the last time we required the local managers and sales managers to update their interview questions which should be closely related to KSAOs. * Opportunity areas: * Currently, interviews in Ultra do not have a company-wide standard. The interviews are developed by each store manager, using their favorite question (case, p.11) If it remains this way, it may cause managers to hire by their standards as opposed to Ultra's standards, and could present a legal issue...
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...The interviewing process can be nerve wrecking for both parties. It is very important for both the recruiter and the candidate to make a good first impression. The interview is the first chance the candidate gets to prove to the prospective employer that they are capable in preforming whatever the job entails. It is also crucial for the recruiter to make an outlasting impression on the candidate applying, they are the first face that the candidate will see from the company. It is very imperative for both parties to avoid any potential embarrassment by being well prepared. There are many “do’s” and “don’ts” when it comes to the interviewing process and in this specific scenario, it was overloaded in mainly don’ts. I was surprised at the utter unpreparedness of the interviewer in this situation. In conducting a successful interview, it is crucial to have as much information as possible. Being well prepared not only gives the candidate a chance to shine in the interviewing process but it also shines a positive light on the company. knowing that you are well prepared for the interview instantly makes the candidate more relaxed and confident. It...
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...ASSINMENT BRIEF BAILEY BUS & COACH COMPANY You work as an administrative officer in the Human Resources department of Bailey Bus & Coach Company, a large, family-owned company located in your town. The Human Resources Manager is Ahmed Fawzi and you report directly to him. The company has expanded a great deal in the past 12 months, mainly because of the acquisition of new contracts and the expansion of the coach tours into Europe. A development project is also ongoing which is investigating the feasibility of starting a new taxi or private hire vehicle business in the near future. This expansion in the business has increased the workload on the administrators. There are more drivers, more bus routes, and an increase in tours which have all led to more customers, more enquiries and a greater volume of incoming telephone calls and paperwork. The current senior administrative officer working in the General Office, Frances Duggan is struggling to hold things together and it has been decided to create a new post of Office Manager. Ahmed has asked you to help him with recruiting the new Office Manager and he will send you an email detailing the duties for this new post. Ahmed’s email is given below. EMAIL FROM HUMAN RESOURCES MANAGER |From: |Ahmed Fawzi | |To: |{Learner.name} ...
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