Question 1

A human resources (HR) manager knows which method of recruitment is most likely to be productive and inexpensive?

Accepted Answer

Employee referrals are the most productive and inexpensive method of recruitment as it involves current employees recommending potential candidates, and it typically results in a higher retention rate and shorter time-to-hire. Additionally, it saves on advertising and recruiting costs.

Question 2

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?

Accepted Answer

As a new graduate nurse, the applicant should be prepared to work all shifts, including nights and weekends, as well as holidays. The nurse recruiter will likely ask about their willingness to do so to ensure they are committed to the job and understand the demands of the profession. Questions about a nurse's general state of health, transportation, and military service may be asked, but they are not as relevant to the job as willingness to work all shifts.

Question 3

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?

Accepted Answer

Option C provides a clear explanation of the benefits of offering externships to nursing students, including the opportunity for them to learn about the organization and potentially become future employees. This may help the CFO see the value in the proposal beyond just the cost. Option A is too general, and option B proposes a different solution that does not address the externship proposal. Option D is specific to the organization's hiring needs, which may not be a priority for the CFO.

Question 4

A medical unit nurse manager is conducting an interview of a potential employee. Which strategy should the manager use?

Accepted Answer

1. First impressions may lead to premature judgments and hasty decisions.
2. The résumé should be reviewed alone prior to the initiation of the interview.
3. Closed questions elicit yes or no answers and do not provide much information.
4. Work sample questions are used to determine an applicant's knowledge about work tasks and ability to perform the job.

Question 5

Which step should be taken first when recruiting and selecting nursing staff?

Accepted Answer

Before recruiting and selecting nursing staff, becoming familiar with the position description for the jobs available is important. This allows the recruiter to have a clear understanding of the duties and responsibilities expected of the candidate, and in turn, find the right fit for the job.

Question 6

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?

Accepted Answer

The answer of The nurse manager is conducting an interview...

Question 7

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?

Accepted Answer

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

Question 8

What should a nurse manager consider when including a staff nurse in an interview of an applicant?

Accepted Answer

Providing the nurse with an orientation program on interviewing techniques can help prepare them to effectively participate in the interview process and ask appropriate questions. Restricting the number of questions or not allowing them to ask questions at all can hinder their ability to contribute valuable insights and potentially lead to dissatisfaction or disengagement from the staff nurse. Allowing the nurse to ask and answer all questions freely can also lead to potential biases and may not provide a well-rounded view of the candidate.

Question 9

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?

Accepted Answer

The candidate demonstrated good conflict resolution skills by managing a difficult situation between an unhappy client and a difficult physician.

Question 10

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?

Accepted Answer

As the CNO, it is appropriate to conduct an initial interview with the candidate and arrange for a second interview with the unit manager as soon as possible. This ensures that the candidate's time is not wasted and that the hiring process is not delayed. Option A would result in a delay, option B may not be feasible as the HR department may not have a nurse available for an interview, and option D may not be ideal as it may be difficult to conduct an effective interview via conference call.

Question 11

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?

Accepted Answer

A position description for RNs should include the following information:

B) Communication skills are important for RNs, and they need to be able to convey changes in a client's condition to the appropriate staff.

D) It is important to specify the RNs' supervisor, which is usually the nurse manager of the unit directly.

E) Maintaining an ACLS (Advanced Cardiac Life Support) certification is often necessary for RNs working in hospital units.

A) The salary information is important but can be specified later in the hiring process or in a separate document.

C) Sick time accrual may not necessarily be included in the position description, as it may vary based on company policy or union agreements.

Question 12

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?

Accepted Answer

The CNO's likely rationale for rejecting the proposal is that they want to focus on recruiting locally before expanding to areas farther away. A recruitment fair in a metropolitan area 100 miles away may not be the most effective use of resources at this time.

Question 13

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?

Accepted Answer

Title VII of the Civil Rights Act prohibits discrimination based on race, color, religion, sex, or national origin in any employment decision, including recruitment and hiring. The nurse manager's statement suggests that they are considering race as a factor in hiring, which is a violation of this statute. The other options listed are not relevant to the situation described.

Question 14

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?

Accepted Answer

This advice from the HR director is the most effective as it helps the nurse manager stay focused on job-related questions and avoid asking personal questions that may be considered discriminatory or inappropriate. It also allows for some flexibility in the interview process while ensuring that all questions are relevant to the job. Option A restricts the nurse manager too much, Option C may lead to awkward phrasing, and Option D may not allow the nurse manager to ask additional meaningful questions.

Question 15

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?

Accepted Answer

1. Adaptability focuses on how an experience has affected the nurse and how the nurse handled the situation.
2. Negotiation skills provide information as to how the nurse was able to compromise in a situation.
3. Initiative provides the interviewer with information as to the nurse's resourcefulness.
4. Decision-making skills provide the interviewer with information about the nurse's thought process in managing a difficult or challenging situation.

Question 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?

Accepted Answer

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

Question 17

Which question is considered appropriate to ask during an interview?

Accepted Answer

1. Questions about an applicant's place of birth are inappropriate during an interview.
2. The recruiter may inquire about language skills such as reading and writing of a foreign language.
3. Questions about the number and ages of the applicant's children or child care are inappropriate.
4. Asking about holidays the applicant would not work is inappropriate.

Question 18

A nurse manager would like to add the statement "Provide ongoing education to the client and the client's family" to the position description of RNs. Where would this statement be placed in this document?

Accepted Answer

The statement about providing ongoing education to the client and their family relates to a job responsibility of RNs, and should be placed in that section of the position description. This reflects the expectation that RNs will not only provide care, but also educate patients and families to improve their health outcomes.

Question 19

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?

Accepted Answer

The manager should arrive to work early in the morning to prepare for the interview before the usual start of their shift. This demonstrates professionalism and dedication to the position, as well as ensures adequate preparation for the interview. Rescheduling the interview may not be possible or may reflect poorly on the manager's time management skills. Conducting the interview at the usual time without preparation may also not be ideal. Finally, having a human resources representative conduct the interview in place of the manager is not appropriate unless there are extenuating circumstances.

Question 20

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?

Accepted Answer

Using a standardized list of interview questions allows for consistency and reliability when comparing candidates. Without a guide, the nurse manager may have asked different questions or evaluated candidates differently, making the selection process less objective and potentially leading to biased hiring decisions. The director may be dismayed because this could ultimately harm the organization's hiring process and lead to suboptimal hires.

Quiz 15: Recruiting and Selecting Staff