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What do: Nurse Leaders Physicians Pediatric Nurse Practitioners Think are necessary components of a transition to Practice Program for Pediatric Nurse Practitioners |
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Effective Pediatric Nurse Practitioner Selection Process:
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Melnic Consulting Group recently surveyed hospital recruiters across the country to determine what they look for in an ideal Pediatric Nurse Practitioner candidate and what they feel constitutes effective telephone and in-person interviews.
It was no surprise that they prefer to seek highly qualified, experienced and articulate professionals. Recruiters are also specifically looking for PNP’s that are enthusiastic, approachable, friendly, team players and problem solvers.
During the selection process, recruiters screen resumes for prior PNP experience. They verify their certification and evaluate their education. Recruiters also assess the potential PNP’s professional activities.
Jill Gilliland, President, Melnic Consulting Group recommends that recruiters conduct a telephone interview and an in-person interview to select PNP candidates. It is recommended that you allow a full day for the in-person interview. You and your medical staff can use the morning of the interview to introduce the PNP, tour your office and allow time for individual and group interviews. In the afternoon, the PNP candidate can job-shadow other PNP’s or providers in your practice. This allows time for you to evaluate them and for them to determine if they are a good fit within your practice.
During a telephone interview, recruiters look for PNP candidates to be prepared, enthusiastic, articulate and free from other distractions and noise during the call. Recruiters expect candidates to be ready to answer questions about their current and past work responsibilities and their future work goals. It is expected that candidates have prepared questions to ask the interviewer about the opportunity and medical group.
Recruiters were clear regarding their expectations of a successful PNP in-person interview. They want to see that the candidate has clearly researched their organization in advance of the interview and are familiar with their company website. They want the PNP to demonstrate that they have prepared their answers to behavioral and clinical questioning. They also want to know what transferrable skills the candidate may have. It is important that candidates arrive on time, dressed in professional attire. Recruiters look for candidates that demonstrate confidence and enthusiasm for the job. Candidates should maintain good eye contact during the interview and listen to the interviewer and answer questions thoroughly. It is expected that PNP candidates bring several copies of their resume or CV to the interview. It is also expected that candidates bring with them questions to ask the interviewer and not be afraid to ask for clarification if they don’t understand questions asked of them.
Recruiters shared their favorite clinical questions they like to ask PNP candidates. Here is a sampling of those questions:
- Describe a clinical situation in which you disagreed with a physician. What were the circumstances? How did you handle it? What was the outcome and lessons learned?
- Describe a clinical situation in which you assessed a patient’s condition and as a result of your assessment, you know you made a difference in the outcome. What was the situation? What was your response? What was the outcome?
- What have you done to advance the care of your patient population type within your organization, state or nation?
- Have you been in a situation in which you were faced with an ethical dilemma? What were the circumstances? How did you handle this?
- Describe an organization performance improvement project that you have been involved as it relates to your patient population.
- Describe a time when you were involved in a situation in which the parents of a patient were not in agreement with the medical plan of care. What were the steps of resolution? How specifically did you intervene and what was the result?
- Describe a situation where you were dealing with simultaneous changing patient situations and how you prioritized dealing with these patients.
- How would you deal with patient situations where families were upset and directed their frustrations at you?
- Bad mouthing previous employer
- Showing up late or in unprofessional attire
- Failure to demonstrate enthusiasm
- Failure to answer questions properly
- Not knowing about hospital or unit
- No eye contact
- Not being prepared to question the interviewer
- Talking about salary too much
- Leaving cell phone on during the interview
- Job-hopping
- Inability to articulate processes involved in leading activities
For more information regarding the Melnic resume and interview survey, please contact Melnic Consulting at 800-886-7906. Visit our website at: www.melnic.com.
Copyright © 2011 Melnic Consulting Group
Telephone:: 800.886.7906 Email: Jill@Melnic.com