OR Manager - October 2019 - 11

Personnel
Soup to nuts recruitment: Finding and onboarding
OR nurses-Part 2
ecruitment is a daunting part of
any OR leader's job because of
the time it takes to identify and
evaluate candidates, who must then
complete an extensive orientation program
once they are hired. Part 1 of this
three-part series covered marketing and
application strategies for achieving recruitment
goals (OR Manager, September
2019, pp 21-23). Here we turn to
how best to gather additional information
through tactics such as interviews,
job shadowing, and testing.
R
Interview for success
Three common approaches to interviewing
are behavioral, competency-based,
and situational, says SHRM (the Society
for Human Resource Management)
(sidebar, p 12).
Behavioral interviewing. This is a
way to assess a candidate's experience,
personal attributes, and job-related
skills. " Conducting an effective behavioral
interview simply means asking
applicants to tell you a story, and then
listening to their story and seeing what
it tells you about them, " says Bruce Tulgan,
founder and chief executive officer
of RainmakerThinking, Inc, a research,
training, and consulting firm in New
Haven, Connecticut (http://rainmakerthinking.com),
and best-selling author of
It's Okay to Be the Boss.
Competency-based interviewing.
This provides a sense of an applicant's
job performance and attitude toward
work. Typical questions, according to
SHRM, might include: Tell me about a
time when you had to encourage others
to contribute ideas or opinions. How did
you get everyone to contribute? What
was the end result?
Situational approach. Candidates
are given a hypothetical scenario and
asked to explain how they would respond.
For example, Rey De La Cruz,
RN, CNOR, OR education specialist at
Greenwich Hospital in Greenwich, Connecticut,
suggests asking applicants
www.ormanager.com
Preston
Miller,
MAOM, SPHR,
SHRM-SCP
Job shadowing gives staff more
time to assess candidates.
what they would do if a nurse was not
pulling his or her weight on the team.
An important part of interviewing
is determining
cultural fit. " You can
always train for skills,
but you can't necessarily
train somebody to
have the right attitude,
who's positive, who
works well with the physicians,
and who's resilient
in times of stress,
which we all know every OR nurse experiences, "
says Preston Miller, MAOM,
SPHR, SHRM-SCP, human resources director
for Houston Methodist Hospital-
Texas Medical Center.
Who should be involved in the interview?
To gain a wide range of perspectives,
Natasha Luster, MSN, RN, CNOR,
nurse manager of surgical services for
Premier Health-Miami Valley Hospital
in Dayton, Ohio, takes a three-pronged
approach that includes peers, the educator,
and herself.
" I think peer interviews are very important, "
says Casey Orth-Nebitt, BSN,
RN, director of surgery at Buena Vista
Regional Medical Center in Storm Lake,
Iowa. " If you aren't doing them, you
need to. " She points out that those
working side by side need to have a
good relationship.
" Peer interview panels create ownership, "
adds Jane McLeod, MS, RN, cofounder/principal
for Capstone Leadership
Solutions, Inc, in Sault Ste Marie,
Michigan. If someone on the panel says
a person should be hired, he or she
will work harder to ensure the new employee
is successful.
Those participating in an interview
should be told how to ask questions
and what not to ask. They should receive
a copy of the job description and
understand expectations for the role.
Rose
Sherman,
EdD, RN, NEABC,
FAAN
Rose Sherman, EdD,
RN, NEA-BC, FAAN, professor
emeritus at Florida
Atlantic University in
Boca Raton, Florida,
and author of The Nurse
Leader Coach: Become
the Boss No One Wants
to Leave, notes that the
peer interview doesn't
replace the interview
with the manager the employee will be
reporting to, although some new graduates
have started work without having
met their manager.
Many organizations are thinking beyond
the traditional lineup of interviewers.
At Houston Methodist, physicians
are included in the recruitment process,
even if they have only a brief hallway
conversation with applicants. " Some of
our physicians are incredibly engaged
in nursing success, and they want to be
part of that, " Miller says.
Job shadowing
Jane McLeod,
MS, RN
Job shadowing provides
an informal peer interview
opportunity, allowing
more staff to have
contact with a candidate
than is possible in a formal
peer review.
" You're setting up secret
shoppers in your
work environment, whether it's the OR,
PACU [postanesthesia care unit], or
sterile processing, " McLeod says.
" Many organizations have day-long job
shadowing, " she notes, although others
choose shorter times such as 1 to 4
hours.
Continued on page 12
OR Manager | October 2019 11
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OR Manager - October 2019

Table of Contents for the Digital Edition of OR Manager - October 2019

OR Manager - October 2019 - 1
OR Manager - October 2019 - 2
OR Manager - October 2019 - 3
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https://www.nxtbook.com/accessintelligence/ORManager/orm_march-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_february-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_january-2024
https://www.nxtbook.com/accessintelligence/ORManager/orm_november-2023
https://www.nxtbook.com/accessintelligence/ORManager/orm_october-2023
https://www.nxtbook.com/accessintelligence/ORManager/or-manager-september-2023
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