A nurse manager or nurse-recruiter should prepare for an interview by:

• Reviewing the job description. This will help them to identify the key qualifications and skills that they are looking for in a candidate.
• Researching the candidate. This may involve reading the candidate’s resume and cover letter, as well as looking them up on LinkedIn.
• Preparing a list of questions to ask the candidate. These questions should be designed to assess the candidate’s qualifications, skills, and experience.
• Setting up the interview space. This should be a quiet and comfortable space where the candidate will feel at ease.

Here are some specific tips for nurse managers and nurse-recruiters who are preparing for an interview:

• Make sure that you have a good understanding of the job requirements. This will help you to develop questions that are relevant to the position and that will help you to assess the candidate’s qualifications.
• Prepare both open-ended and closed-ended questions. Open-ended questions allow the candidate to provide more detailed answers, while closed-ended questions can be used to gather specific information.
• Be respectful and professional throughout the interview. Remember that the candidate is also interviewing you to see if they would be a good fit for the facility and the position.
• Take notes during the interview. This will help you to remember the candidate’s answers and to make a more informed decision about their qualifications.

What kinds of questions are off-limits to an interviewer by law?

There are a number of questions that are off-limits to an interviewer by law. These include questions about the candidate’s:

• Race
• Color
• Religion
• National origin
• Gender
• Sexual orientation
• Age
• Disability status
• Marital status
• Pregnancy status
• Veteran status
• Medical history

It is also important to note that interviewers should not ask questions that are unrelated to the job requirements. For example, an interviewer should not ask a candidate about their personal life or their political beliefs.

What kinds of questions do you personally believe to be ethically or morally wrong?

In addition to the questions that are off-limits by law, there are a number of other questions that I personally believe to be ethically or morally wrong. These include questions about the candidate’s:

• Financial situation
• Family planning
• Religious beliefs
• Political beliefs
• Personal relationships

These questions are inappropriate because they are not relevant to the job requirements and because they could potentially discriminate against certain candidates.

Since Jeri is not very adept at interviewing for applicants, what steps can she take to compensate for her lack of experience?

There are a number of steps that Jeri can take to compensate for her lack of experience with interviewing applicants. These include:

• Asking for help from a more experienced colleague. A more experienced colleague can provide Jeri with tips on how to prepare for the interview, how to ask questions, and how to assess the candidate’s answers.
• Practicing her interviewing skills. Jeri can practice her interviewing skills by role-playing with a friend or colleague. She can also practice by asking herself the questions that she plans to ask the candidate.
• Using a structured interview guide. A structured interview guide can help Jeri to stay on track during the interview and to ask all of the relevant questions.
• Taking notes during the interview. Taking notes will help Jeri to remember the candidate’s answers and to make a more informed decision about their qualifications.

In addition to the above steps, Jeri should also make sure to create a welcoming and comfortable environment for the interview. She should greet the candidate with a smile and introduce herself. She should also offer the candidate a seat and something to drink.

Here are some additional tips for Jeri:

• Be prepared to answer questions about the facility and the position. The candidate will likely have questions about the work environment, the team, and the opportunities for professional development.
• Be respectful of the candidate’s time. Start and end the interview on time. If you need to reschedule the interview, be sure to give the candidate as much notice as possible.
• Thank the candidate for their time. At the end of the interview, thank the candidate for their time and let them know when they can expect to hear back from you.

By following these tips, Jeri can increase her chances o