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Competency-Based Interview In Healthcare

725 Words3 Pages

One of a healthcare facility’s greatest resources is its staff. Each organization is affected by the quality of care delivered by the staff, as their decisions and behaviors can make the difference between an average department and a great one (Studor Group, 2011). Consequently, the selection of staff is one of the greatest decisions made by the nurse leader. This decision may affect not only patient satisfaction scores but also the satisfaction of staff and physicians. The selection of staff is one that the nurse leader must make carefully and seriously. Traditionally, job interviews focused on the candidate’s skill set and experiences and were not highly predictive of how the candidate might actually behave and perform on the job (Baird, …show more content…

This style of interview is based on the belief that the best predictor of a candidate’s abilities is their past history (Fallon & McConnell, 2014). Instead of the traditional open ended, get to know the candidate interview, the interviewer asks questions that require the candidate to recall a previous actual situation and how they reacted to that situation (Baird, 2010). This approach allows the interviewer to learn the integrity of the candidate and how that candidate responds to real …show more content…

For nurse leadership, five main competencies have been identified that are the building blocks for healthcare executives: communication and relationship management, professionalism, leadership, knowledge of healthcare system and business skills and knowledge (Stefl, 2008). In addition to the competencies, the interviewer must consider the must with the want for the position (Bowen, 2013). In the scenario with the potential medical, surgical manager, the interviewer must include credentials and the minimum basic requirement, which may be a bachelor’s prepared registered nurse. Meanwhile, the interviewer must be aware of what they want, which includes experience, diversity, organizational culture, knowledge, skills and abilities (Bowen, 2013). The interviewer must also consider three areas, especially for retention and recruitment purposes: position alignment, department alignment, and cultural alignment (Bowen,

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