Interview Strategy for Evaluating Nurse Manager Candidate Qualifications

Selection Process
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Selection Process
A practical interview process incorporates the adherence to a typical schedule that venerates the detail of a job description and the candidate's competence standards established on the organization's professional desires. Many business organizations have managed to make informed decisions through in-person interviews. On the other hand, an organization employing individuals through in-person interviews is privileged to assess the dependency and reliability of the employee based on their reasoning and presentability (Vukadin et al., 2021). The interview in discussion is fixated on evaluating the candidate's qualification for the job position of a nurse manager.
Special details are required for the interview process to succeed. For example, time dedicated to the interview process is crucial. The interview would be held on March 31st March 2020 are exactly 10:00 A.M. Morning is the ideal time for the interview process because it is when the candidates and the panel are fresh in body and mind to execute such a crucial process. Moreover, the candidate for the job position of a nurse manager will be assessed on their respect to time management skills; hence lateness will be a disadvantage. The interview process is destined to be carried out in the office of the C.E.O. of the organization (Main office). The office is conducive since it is and away from clinical duties.
On the other hand, the vacant seat of Nurse Manager is a formal seat executing duties core to the facility. Therefore, the candidates must understand the worth of the position. The interview process is the introductory stage, where the applicant is given a chance to introduce their names. The interview panel also introduce themselves formally. There will be a series of questions from the panel. The interviewee will be required to answer all questions linked to the job description (Nurse Manager).
Finally, the candidate will be provided with an opportunity to ask reasonable questions linked to the job description. The interview panel closes the interview by giving closing remarks and encouragement. Furthermore, various representatives from the nurse leaders will be there to assess the candidate's adherence to nursing leadership standards. Since the organization is big with different managers, one will witness the interview process to evaluate the candidate's competence according to the job description. Finally, the H.R.M. manager must be present to ensure the applicant is the right for the job vacancy. Notably, the interview will be face-to-face, including one-on-one communication between the applicant and the recruiting team.
Keogh (2017) argues that a successful interview process should emphasize the current healthcare markets and the trending medical matters. On the other hand, it should also contain unswerving selection criteria recognizing the academic clinical job qualificati...