By Vicki Hess
Nurse managers frequently locate themselves acting a balancing act. a regular day comprises fixing team of workers crises, handling administrative expectancies, and delivering strong management all whereas closing a champion for sufferers future health. The Nurse supervisor s consultant to Hiring, Firing & Inspiring empowers nurse managers to achieve success in all facets in their positions. This publication deals a wealth of instruments and information for hiring the fitting individual for the precise task, making key body of workers and budgetary judgements, bettering worker morale, and extra.
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Additional resources for The Nurse Manager's Guide to Hiring, Firing & Inspiring
I recommend that you share the agenda with the applicant up front. Sharing the agenda might sound like this: “Thank you for coming in today to see me, your resume looks interesting. Here’s how the interview will flow. First, I will ask you a series of questions that I ask each candidate. I’ll be taking notes, so don’t worry if I pause to jot something down. Feel free to take notes yourself if a question comes up. Many of my questions will focus on your past work experience. I am particularly interested in hearing about past successes and challenges to figure out if you would be a good fit here in our unit.
Discuss ground rules for working together. Find out your responsibilities as well as the recruiter’s responsibilities. 2. Share your vision of the ideal candidate to fill this position. Be specific about the knowledge, skills, and abilities you are seeking. The nurse recruiters are very interested in this information because it helps them find the best candidate. 3. Ask for a chronological overview of the hiring process. Ask about realistic expectations and timeframes. How often should you check in?
According to the U. S. gov, 2009 Talk with the nurse recruiter or an HR representative to see what your organization’s policy is regarding testing, including what instruments are commonly used for hiring patient care staff. 36â•… The Nurse Manager’s Guide to Hiring, Firing & Inspiring Typically, nurse managers do not need to select or administer preemployment tests. HR usually handles this, and the nurse manager receives only candidates who have passed the minimum requirements. This is another example of where a strong relationship with the recruiter will help you find the best candidate for your open position.
The Nurse Manager's Guide to Hiring, Firing & Inspiring by Vicki Hess