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Topic 3: Employee Pre-Employment Assessments, Interviewing, and Selection
The selection process involves selecting and shortlisting suitable candidates with the required job qualifications and skills set to fill a job vacancy in an organization. The recruitment and selection process aims to identify and employ the most suitable candidates for the job vacancy (Gill, 2021). An interview helps to assess a candidate’s verbal fluency and sociability. Besides, it offers the interviewer an opportunity to solicit more information from the candidate about their knowledge on the job. On the other hand, the candidate gets an opportunity to inquire more about the organization from the interviewer to make an informed choice on whether to accept the job offer if selected (Gill, 2021). The purpose of this paper is to develop the interview strategy for the position of an RN-Certified Diabetes Educator at VA Health Care System and outline the testing options and interview questions.
The Interview Process
The interview for the RN- Certified Diabetes Educator job will start at 0800hrs at the VA Health
Care boardroom. A structured interview with a standardized set of questions will be employed. A structured interview has been selected because it provides the interviewers with a consistent approach to documenting information and standardizing the rating of the interviewees’ qualifications (Doll, 2018). Studies show that the structured interview is almost two-fold as reliable as an unstructured interview. The structured interview allows the interviewers to accurately compare candidates and make a suitable decision based merely on data (Roulin et al., 2019). The structured interview will measure candidates’ job knowledge, personality, general intelligence, social skills (communication and interpersonal), and fitness to the job and organization. Candidates will be interviewed by a panel consisting of the Deputy Director of Nursing Services, Human Resource Manager, Medical-Surgical Clinical Nurse Manager, and Diabetic Clinic Supervisor.
Testing Options
The selection process will incorporate three pre-employment assessment methods: Job knowledge test, Personality test, and Emotional intelligence test. The job knowledge test will contain questions developed to assess the candidates’ technical and professional expertise in Diabetes and Diabetes Education (Amaral & Behrens, 2021). The test will be developed based on the tasks that constitute the RN-Certified Diabetes Educator role. Besides, the Job knowledge test will inform the interviewers of what a candidate knows about the job. It will take a multiple-choice question format for easy grading.
The Personality test will help determine if the candidate fits within the organization’s culture and th
e expected job performance. The tests will also assess if the candidate’s personality will increase productivity in their job. It will assess candidates’ characteristics such as emotional adjustment, attitude, interests, motivation, and interpersonal relations (Campion et al., 2019). The personality test will help to reveal more information about a candidate’s interests and abilities in the RN-Certified Diabetes Educator role and identify personality traits required for the job.
An emotional intelligence test will be carried out to assess a candidate’s knowledge of emotions and relationship-building skills. The test will also assess a candidate’s empathy, adaptability, and teamwork skills, crucial in the Certified Diabetes Educator role (Campion et al., 2019). The role requires the RN to handle their interpersonal skills and the emotions of patients, and thus the emotional intelligence test is crucial. Furthermore, emotional intelligence is vital in the healthcare workplace to minimize conflict and promote a stable and effective patient care environment.
Four Situational and Four Behavioral Interview Questions
Situational interview questions ask interviewees how they would respond to hypothetical case scenarios. On the other hand, behavioral interview questions utilize information about what the candidate has done previously to predict potential behaviors (Doll, 2018).
Situational Interview Questions
- Which qualities do you think a Diabetes Nurse Educator should demonstrate in their line o
f work?
- What personality strengths make you a suitable candidate for the Diabetes Nurse Educator role?
- Lack of adherence to treatment and lifestyle modification is a major concern for diabetic patients. How would you foster adherence to a patient?
- How will you evaluate your success as a Diabetes Nurse Educator?
- Diabetes is associated with adverse health outcomes and high morbidity and mortality rates. How will you ensure interdisciplinary team members are well-versed with the current management of diabetes to promote better patient outcomes?
Behavioral Interview Questions
- A Diabetes Nurse Educator is expected to collaborate with the interdisciplinary team in the care of patients. Can you tell us about your most recent experience working with an interdisciplinary healthcare team? What was your role?
- Tell us about a time when challenges arose when working as a team. What role did you play in resolving the challenges?
- Give us an example of a time when you set a goal when caring for a Diabetic patient and achieved it.
- Diabetes Nurse Educators have a role of advocating for patients and ensuring they receive the appropriate treatment based on their specific needs. Tell us about a time when you advocated for a patient’s care. What was the issue, and which steps did you take in advocating for the patient?
Conclusion
A job interview entails examining a candidate to evaluate how compatible they are for the job role. The job interview for the RN-Certified Diabetes Educator will be a structured interview question conducted by an interview panel. Pre-employment assessment tests that will be used include a Job knowledge test, Personality test, and Emotional intelligence test. The tests will establish if a candidate is suitable for the job and fit for the organization’s culture.
References
Amaral, T., & Behrens, A. (2021). Cultural Fit of Assessments to Detect Curiosity for Weak Signals Among Employees. Journal of Innovation Management, 9(1), I-X. https://doi.org/10.24840/2183-0606_009.001_0001
Campion, M. C., Campion, E. D., & Campion, M. A. (2019). Using practice employment tests to improve recruitment and personnel selection outcomes for organizations and job seekers. Journal of applied psychology, 104(9), 1089. http://dx.doi.org/10.1037/apl0000401
Doll, J. L. (2018). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review, 3(1), 46-61. https://doi.org/10.1177/2379298117722520
Gill, N. S. (2021). Recruitment and Selection Procedures in Human Resource Management. https://doi.org/10.47760/ijcsmc.2021.v10i02.006
Roulin, N., Bourdage, J. S., & Wingate, T. G. (2019). Who is conducting “better” employment interviews? Antecedents of structured interview components use. Personnel Assessment and Decisions, 5(1), 2. https://doi.org/10.25035/pad.2019.01.002
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Important information for writing discussion questions and participation
Welcome to class
Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to
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Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.
Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.
I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!
Hi Class,
Please read through the following information on writing a Discussion question response and participation posts.
Contact me if you have any questions.
Important information on Writing a Discussion Question
- Your response needs to be a minimum of 150 words (not including your list of references)
- There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
- Include in-text citations in your response
- Do not include quotes—instead summarize and paraphrase the information
- Follow APA-7th edition
- Points will be deducted if the above is not followed
Participation –replies to your classmates or instructor
- A minimum of 6 responses per week, on at least 3 days of the week.
- Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
- Each response needs to be at least 75 words in length (does not include your list of references)
- Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
- Follow APA 7th edition
- Points will be deducted if the above is not followed
- Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
- Here are some helpful links
- Student paper example
- Citing Sources
- The Writing Center is a great resource