护士面试常见问题

转贴 转贴

护士interview常见问题

Questions employers often ask:

技巧：多走几家医院，特想去的医院最后面试，积累一点经验再上。
电话面试注意发音，不要紧张。

1. Why did you choose nursing?
2. Why do you want to work for us?
3. What courses did you like best/least? Why?
4. What qualities do you have that will benefit this organization?5. Where do you see yourself five years from now?
6. How long do you expect to work for us?
7. What area would you prefer to work?8. How do you feel about shift work?
9. What have you done that shows initiative?
10. How do you feel about taking orders from another person?
11. What type of person do you find difficult to get along with?
12. What is your personal philosophy of nursing?
13. What do you see as your strengths and weaknesses?
Questions students may want to ask:

1. Is management centralized or decentralized?
2. What is the role of the director of nursing?
3. What is the size of the unit?
4. What’s the ratio of patients to nurses from shift to shift?
5. What’s the ratio of RNs to LPNs and nursing assistants?
6. What are the roles of the LPNs and nursing assistants?
7. How much clerical and housekeeping help is available?
8. What support services (IV team, code team, EKG techs, and so forth)
are available?
9. What does orientation include and how long does it last?
10. Will I receive full salary during orientation?
11. Where are new graduates usually assigned?
12. How would you describe your nursing philosophy?
13. How much individual responsibility and autonomy do nurses have on
nursing procedures?
14. What type of care delivery system do you use--team, primary, modular,
or case management? On all shifts?
15. Do nurses have 8, 10, 12, or 24 hour accountability?
16. Is there financial compensation available for the NCLEX application,
or NCLEX review course?
17. What is the procedure for transferring from one unit or shift to
another?
18. How will my performance be evaluated? By whom? How often?
19. Is there a career ladder? What is the pay difference at each step?
20. Do you often promote from within?
21. Do you pay extra for specialty certification and education?
22. Is certification recommended or required for advancement?
23. What inservice programs are available?
24. Is there a nursing library?
25. How can I earn CEUs here?
26. How much time off is allowed for workshops, seminars, and meetings?
27. Do you offer tuition reimbursement for job-related study?
28. What is the schedule of a normal work week?
29. How often is rotation required?
30. How often are nurses expected to float?
31. How often is overtime necessary?
32. How many week-ends a month do most nurses work?
33. Is there a contract of employment? May I read it?
34. What measures are taken when a unit is short-staffed?
35. Is staff parking available? A cafeteria? Child-care facilities?Staff
health services?
36. Do you give cost-of-living increases?
37. Can vacation days be accumulated from year to year?
38. Can unused sick leave be added to vacation time?
39. How much of a discount do I receive on medications and inpatient care?
40. Is malpractice coverage provided?
41. Is the hospital accessible by public transportation?

BEHAVIORAL INTERVIEW QUESTIONS

Behavioral interviewing is based on the notion that the best predictor of
future performance is past performance in similar situations. The
interviewer will identify the skills necessary for the particular job
opening and then ask you to give examples of when you used those skills in
previous work situations. Open ended questions are often asked to give you
the opportunity to describe your experience.
Tips for Answering Behavioral Questions:

* Employers expect your responses to be specific and detailed. Answer
using specific anecdotes and examples.
* The interviewer is interested in what your thoughts were at the time
and what your decision-making process was.
* If you are not sure what the employer is asking, restate the question
or ask for clarification. (Can you be more specific? I am not sure what you
are asking for.) In such a circumstance, you may ask if that is what the
interviewer was looking for and if your response answered the question
adequately.
* Prepare ahead of time by reviewing your own resume. Often interviewers
will pull some detail from your resume and ask you to describe a particular
situation. If you put experience or events in your resume or cover letter,
be prepared to discuss them in detail.
* Develop short (1-3 minute) stories that highlight the skills you
possess. Draw upon examples from work or volunteer experiences, academic
projects/situations, etc., in order to describe your skills.
* You may find one story fits a variety of different questions. Don’t
overuse an example, but it is all right to reuse one if a different skill
can be highlighted.
* If your answers include any negatives, make sure to explain what you
learned from the experience and how you have been able to change that
behavior or response.
* If asked a question about which you have no experience to recount,
tell the interviewer just that. Don’t make up an example to fit a situation
. You are not expected to have experienced every possible scenario. You
might consider what you HOPE you would do in such a situation.

Below are some examples of situations on which Behavioral Questions might be
based:



Tell me about the time when you…

Provide an example of when you…

Describe a time when you…

* Were disappointed in your performance
* Made a major sacrifice to achieve an important goal
* Worked effectively under a great deal of pressure or stress
* Were really bothered by the actions of another coworker
* Were especially creative in solving a problem
* Organized or planned an event that was very successful
* Had to deal with a personality conflict with a boss or coworker
* Felt really good about a decision you made and the process you went
through
* Used facts and reason to persuade someone to accept your
recommendation
* Utilized your leadership ability to gain support for what initially
had strong opposition
* Were able to build team spirit in a time of low morale
* Were able to gain commitment from others to really work well as a team
* Were particularly perceptive regarding a person’s or group’s
feelings and needs
* Built rapport quickly with someone under difficult conditions
* Were particularly effective on prioritizing tasks and completing a
project on schedule
* Were highly motivated and your example inspired others
* Found it necessary to tactfully but forcefully say things that others
did not want to hear
* Were particularly effective in a talk you gave or presentation you
taught
* Had to make a decision you knew would be unpopular
* Made a mistake and learned from it; failed at something and had to
deal with it
* Made an intentional effort to get to know someone from another culture
* Set an important goal and were successful in reaching it
* Were able to successfully communicate with another person, even when
that individual may not have personally liked you
* Conformed to a policy with which you did not agree
* Had to deal with an irate customer
* Made a poor decision
* Surmounted a major obstacle
* Had to adapt to a new or different situation

One useful strategy for responding to behavioral questions is to use the “
STAR” technique:

* Situation or Task: Describe the situation that you were in or the task
you needed to accomplish. You must describe a specific event or situation,
not a generalized description of what you had done in the past. Be sure to
give enough detail for the interviewer to understand. This situation might
be from a previous job, from a volunteer experience, or any relevant event.
* Action you took: Describe the action you took and be sure to keep the
focus on you. Even if you are dis-cussing a group project or effort,
describe what you did/the impact you had, not the efforts of the team.
Emphasize what you did, as opposed to what you might have done, although the
interviewer might want to pursue that thread too.
* Results: What happened? How did the event or activity conclude? What
did you accomplish? What did you learn?