Nurse Manager Hiring Questions

Hello everyone!

We will begin the hiring process for a new nurse manager on our 28-bed MICU unit. The staff RNs have been asked to participate in the interview process. They would like us to come up with questions for the prospective hires. This is a role reversal for most of us.

We have come up with generic interview questions. The basic who, what, where, and most important...why.

I am asking those of you out there, staff RNs and managers, for questions to ask. Questions that will be a bit more thought provoking and challenging for the candidates.

All suggestions welcome.

Thank you!
Been there , done that... man were we bamboozled. She turned out to be a nut job. Managers are masters at interviewing.Why did you leave your last position?Are you a leader or a manager? Give examples of each.How will you support nursing? How and when do you discipline nursing?What plans to you have to improve the unit if you are hired?Good luck, let us know how it went.

Thank you!

Recommend you utilize behavioral approach rather than asking "what if" questions... it's just too easy to espouse theories that sound good. This means putting together some 'scenario' questions such as "Tell us about a time when you had to implement a major policy change" or "Tell us about a time when you were faced with escalating conflict between two staff members" or "Tell us how you deal with medication errors"You ask each candidate to respond to exactly the same set of behavioral questions. Do not let them fall back into general statements ("I always try to ....") You want them to tell you the story of how they actually dealt with the issue. This reveals a lot. You can then compare responses between the candidates to see which one best fits the overall 'wish list'. It's great that you're involved. Make the most of it!

Definitely go with the behavioral interview.Also, in formulating your questions, what is important to you and the team? What did the previous manager do that was really good, and what did they do that you don't want to see repeated?

Quote from HouTxRecommend you utilize behavioral approach rather than asking "what if" questions... it's just too easy to espouse theories that sound good. This means putting together some 'scenario' questions such as "Tell us about a time when you had to implement a major policy change" or "Tell us about a time when you were faced with escalating conflict between two staff members" or "Tell us how you deal with medication errors"You ask each candidate to respond to exactly the same set of behavioral questions. Do not let them fall back into general statements ("I always try to ....") You want them to tell you the story of how they actually dealt with the issue. This reveals a lot. You can then compare responses between the candidates to see which one best fits the overall 'wish list'. It's great that you're involved. Make the most of it!

The team really liked these. Especially about not falling back on the general. Thank you! Moe

got it. Thank you!