Hiring Interview

In leadership, we have discussed the hiring process. For an assignment, my leadership team and I needed to compose 10-15 questions regarding hiring within a company. Precisely, we needed to ask someone who does not work in healthcare and plays an active role in the hiring process at their work. My brother-in-law, Michael, is a chemical engineer who works for Micron and hires new employees for the company. I thought he would be a great candidate to ask the questions that my team and I created because of his hiring experience and expertise. Listed below are the questions I asked him and his response. 

  1. What do you look for in a person you are going to hire? – For me right off the bat cleanliness and appearance do have an effect. If you can’t really take care of yourself you’re probably not going to be a good fit. After that comes approachability and warmth. We test for technical proficiency, but throughout it all I’m trying to get an idea if this person can work with varied and difficult people.
  2. Do you feel that your final decision is influenced by your first impression of candidates? – Yes
  3. What is something that automatically disqualifies a candidate for you? – Disregard for safety (I have turned away a few people on the spot for this very thing). Apathetic, casual, approach to the interview.
  4. Are some interview questions asked to see if you can get a reaction out of the interviewee? – For us, no.
  5. What is the best format for interviewing people? (ex. Group, one-on-one) – I think having a panel is good as it provides a somewhat stressful situation and you can see how they handle several authoritative figures at once.
  6. What are you looking for when you ask them to tell you about themselves? – Professional experience and maybe a little of where they are from. I don’t care about your dog or your kids at this point.
  7. How much does a person’s appearance affect your decision? In what ways? – Its not everything, but it’s not nothing. Basically if you think your appearance won’t have an effect, you’re probably not going to do very well. Be presentable and err on the side of being over dressed.
  8. What nonverbal cues do you look for? – Eye contact. If they can navigate the panel and maintain eye contact I’m more confident in their ability to perform.
  9. What are you looking for when you ask what a person’s weakness is? – Feedback that they’re gotten from previous jobs and that they are working on. Feedback is given constantly (or at least should be). If a person isn’t even aware of the feedback they’ve been given then they probably aren’t working on improvement which means they’ll probably be a problem if you need to correct them.
  10. Does an interviewee’s past experience, or personality, primarily affect whether they will be hired? – Personality outweighs experience for me, but they are very close. I can look past lack of experience; it’s hard for me to look past a difficult person.
  11. What is the length of time you conduct an interview for? – Typically an hour
  12. How do you refrain or inhibit yourself from asking illegal interview questions? – Do the training and then stay job focused. Then just not worry about it really? I don’t have time in the interview to worry about that stuff I guess. I’ll probably get fired one day.

Overall, I appreciate Michael’s input. Throughout my nursing career, if I am in leadership positions and hire new employees, I plan on applying eye contact and the other feedback, Michael recommended. 


Leadership Reflective Journal-Week 3

Week 3 of leadership, we discussed the hiring process. Honestly, it brought up memories of my past interviews and questions managers have asked me. Before applying to nursing school and participating in the interview process for UVU’s Nursing Program, I was told by an academic advisor to seek help at the career development center. Seeking interview help at the career development center was helpful for me, but it also left me questioning their choice of interview questions. Specifically, I remember the advisor asking me, “If you were to describe yourself as a kitchen appliance, what one would you be and why?” After being asked this question, it forced me to think outside the box; however, I do not believe it added value to why I would be a great candidate for the nursing program. When it comes to behavioral-based interview questions, I think asking more focused questions for your department is necessary. For example, if you are hiring for an Emergency Department position, it would be helpful to ask them of a time they were placed in a difficult situation and how they handled it. This would be more helpful when hiring a candidate vs. the kitchen appliance example, in my opinion. 

As part of our team activity for week 3 we needed to decide on a candidate we would all hire and why. We made a consensus to hire the first candidate who seemed more approachable vs. the second candidate who was less friendly but has a more serious attitude. If I am in leadership positions throughout my nursing career, I hope to have an approachable team like candidate number one’s personality in the workplace. I believe having an approachable attitude provides a healthy and productive work environment for your department and healthcare team.



Leadership Reflective Journal- Week 2

This past week in leadership, we discussed leadership qualities, different leadership theories, participated in the DISC personality assignment to categorize personality types, and had a team discussion regarding leaders.

Autocratic, democratic, and laissez-faire are three very different leadership qualities. As discussed, during a code or rapid response, you want an autocratic leader. It is vital for a leader during these scenarios to initiate different roles, such as pushing epinephrine, beginning compressions, etc. When your unit is discussing how to implement better hand hygiene, a democratic approach might be best to get insight from all employees. However, a scenario regarding an employee’s schedule, a laissez-faire leadership style might be best, giving the employer more autonomy. All theories are essential, but a great leader possesses all three of them.

For the team discussion, Sean asked us to formulate a google doc regarding our thoughts on leaders and who we would categorize into great ones. Fortunately, I have a proactive team, so this assignment was not daunting for me. I realize this assignment might have been more difficult if I had a lazier and less dynamic team.

Overall, if I have an opportunity to be a leader in my future, I hope to practice all three leadership theories. Additionally, I hope to have leadership qualities like Florence Nightingale, Rosa Parks, and Martin Luther King Jr.


Characteristics of Leaders

1.      Leadership requires personal mastery – Nurses demonstrate leadership by being licensed in their state of practice, exhibiting skills and abilities in their field choice, and by displaying their professional and personal mastery throughout the workplace and community. 

2.       Leadership is about values – Nurses demonstrate leadership when they practice the 10 core nursing values: human dignity, privacy, justice, autonomy in decision making, precision and accuracy in caring, commitment, human relationship, sympathy, honesty, and individual and professional competency. 

3.       Leadership is about service – Nurses demonstrate leadership when they serve their community, patients, coworkers, and those around them with high-quality and efficient care. 

4.       Leadership is about people and relationships-Relationships is fundamental to a successful leader. Without effective relationships, work falters, patients suffer, and value is lost. Nurses demonstrate leadership by having healthy relationships with staff members, patients and their families, and those around them. 

5.       Leadership is contextual – Nurses demonstrate contextual leadership by being able to adapt to their evolving surroundings. Being contextual influences patients outcomes and overall well-being. 

6.       Leadership is about the management of meaning – Nurses exhibit leadership by understanding how coworkers and patients manage meanings in their process of communication and interaction differently than one another. 

7.       Leadership is about balance – Nurses demonstrate leadership when they balance and prioritize their time efficiently.  Maintaining healthy sleep habits, having a balanced work-life, getting enough exercise and eating healthy all contribute to nurses exhibiting leadership through balance. 

8.       Leadership is about continuous learning and improvement – Nurses exhibit continuous learning and improvement by attending focused educational conferences, participating in continuous education activities, and staying up-to-date on evolving medical information by doing modules, webinars, simulations, and more. 

9.       Leadership is about effective decision making – Nurses demonstrate leadership by utilizing their critical thinking skills in effective decision making. Nurses challenge all assumptions, analyze, apply understanding, question, recognize, and summarize with everyday decision making. 

10.   Leadership is a political process – Nurses are continuously advocating for their profession and patients. Additionally, they are knowledgeable regarding issues, laws, and health policies. 

11.   Leadership is about modeling – Nurses demonstrate modeling by setting an example for their coworkers and community. They possess qualities that we would like to have and we try to emulate them. 

12.   Leadership is about integrity – Nurses exhibit integrity by being honest and loyal in their profession while being faced with adversity. Integrity is witnessed when nurses go beyond what the codes and rules state and sees that acting outside these guidelines will better patient safety and outcomes. 


Leadership Role

For nursing and leadership this week, I was asked to seek a charge nurse I currently work with and ask them what their expectations were when they assumed the lead role. For the second part of the assignment, I conducted an internet search to obtain journal articles regarding theories of leadership and management impacting nursing leadership.

In the Emergency Department at Utah Valley Hospital, we have quite a few charge nurses. Overall, there are a lot of employees to oversee and lead during each shift. From doctors, nurses, critical care techs, psych techs, and more, there can be a lot of employees to manage. Leading the emergency department as a newly graduated nurse seems daunting to me; however, current charge nurses in the department do a phenomenal job at it.

After interviewing a charge nurse on my unit, she told me that becoming a charge nurse has been the most challenging and rewarding part of her nursing career thus far. She anticipated there to be moments while leading the team, where she would not have the answers and would need to seek help and clarification. Even though becoming a charge nurse has been challenging, it has helped her grow and develop skills that have bettered her nursing skills and abilities.

Along with interviewing a charge nurse, I researched on my own regarding leadership and management theories in nursing. A couple of critical points stood out to me in a specific article. The journal found after a lot of research that most nursing leaders use the transactional leadership style. However, the employees perceived their leaders as mostly using the laissez-faire leadership style. Sean mentioned in a video that leaders need to be well-rounded in all three leadership styles that he discussed. A balanced nurse will demonstrate autocratic, democratic, and laissez-faire styles while leading their teams.

In the future, I plan on taking on leadership roles within my unit. Fortunately, I have extraordinary charge nurses to learn from and seek guidance from each shift. Implementing autocratic, democratic, and laissez-faire leadership styles can now help me become a better nurse.



DISC Personality Test

After completing the DISC personality test, it informed me that I am a dominant person. According to the results, I am a straight-forward, positive, and direct person. 

I have known and been told that I am a direct person, so this test was not new information for me. Working in the Emergency Department, I feel like there are many dominant personalities, which sometimes causes conflict. Many of us like to face challenges, problem solve, and take charge; however, like the results emphasize, having multiple dominant personalities in one room can cause problems. 

 Realizing this is my leadership style is essential. Additionally, being aware that other dominant personalities can “step on toes” and possibly create conflict is also important to know when being a leader. 

As a leader, I plan on utilizing my direct and straight-forward personality as a nurse. I also plan on avoiding any possible conflict in the healthcare environment. 



Hello world!

Welcome to UVU Blogs. This is your first post. Edit or delete it, then start sharing!