Guest guest Posted March 3, 2000 Report Share Posted March 3, 2000 Mark- In reference to your questions regarding interviewing for critical thinking skills I offer the following advice. Since we are working in teams in today's environment I like to encourage team interviews or at least encourage staff members at all levels to plan for the questions they would like to have answered in the interview if it is going to be a one on one interview. Of course when you are looking for a candidate who has people skills a team interview is helpful. An option to the team interview is to have one on one interviews done by more than one team member and then to review the results as a team. This is quite effective as a means of encouraging verbal discussion about the candidate and fostering open communication. The characteristics of emotional intelligence written by Dan Goleman serve as an excellent basis for measurement criteria to be used by the team. This process also leads to the question of what characteristics to we need to round out our team. Ask ALL your questions at once so that you will be more likely to listen and to avoid talking too much. Some suggested questions include: 1. What would a former employer tell me about you-good or bad? 2. What would your former coworkers say about you? 3. What do you define as excellence and how do you utilize it? 4. What do you define as incompetence and how do you handle it? 5. What have you done wrong that you have learned from? What have you learned? 6. What are your strengths and weaknesses? 7. What will you offer our staff that we do not have? · Conduct an interview that is relaxed and fun. · Put closure on the interview by stating for example, " We have 5 more minutes, or We are coming to the end of our scheduled time together, " · Watch the behavior, the body language, etc., of the candidate. · Take notes during the interview. Good luck and I would enjoy hearing what you finally decide to do to improve your process of interviewing candidates. I feel this is an excellent time for us to be asking this question in our health care industry, since we have the luxury of choosing the person with the right stuff. Annette B. Herrick, PT, MPA Management Consultant 138 Cold Spring Road Avon, CT 06001-4053 Phone & FAX E-Mail AHERR12345@... Quote Link to comment Share on other sites More sharing options...
Guest guest Posted March 3, 2000 Report Share Posted March 3, 2000 Mark- In reference to your questions regarding interviewing for critical thinking skills I offer the following advice. Since we are working in teams in today's environment I like to encourage team interviews or at least encourage staff members at all levels to plan for the questions they would like to have answered in the interview if it is going to be a one on one interview. Of course when you are looking for a candidate who has people skills a team interview is helpful. An option to the team interview is to have one on one interviews done by more than one team member and then to review the results as a team. This is quite effective as a means of encouraging verbal discussion about the candidate and fostering open communication. The characteristics of emotional intelligence written by Dan Goleman serve as an excellent basis for measurement criteria to be used by the team. This process also leads to the question of what characteristics to we need to round out our team. Ask ALL your questions at once so that you will be more likely to listen and to avoid talking too much. Some suggested questions include: 1. What would a former employer tell me about you-good or bad? 2. What would your former coworkers say about you? 3. What do you define as excellence and how do you utilize it? 4. What do you define as incompetence and how do you handle it? 5. What have you done wrong that you have learned from? What have you learned? 6. What are your strengths and weaknesses? 7. What will you offer our staff that we do not have? · Conduct an interview that is relaxed and fun. · Put closure on the interview by stating for example, " We have 5 more minutes, or We are coming to the end of our scheduled time together, " · Watch the behavior, the body language, etc., of the candidate. · Take notes during the interview. Good luck and I would enjoy hearing what you finally decide to do to improve your process of interviewing candidates. I feel this is an excellent time for us to be asking this question in our health care industry, since we have the luxury of choosing the person with the right stuff. Annette B. Herrick, PT, MPA Management Consultant 138 Cold Spring Road Avon, CT 06001-4053 Phone & FAX E-Mail AHERR12345@... Quote Link to comment Share on other sites More sharing options...
Guest guest Posted March 3, 2000 Report Share Posted March 3, 2000 In a meeting with the patient care director at my hospital, we got on a subject that stimulated my curiosity. She is concerned about a non-nurse who is in charge of hiring nurses (her primary concern is: Can the non-nurse pick a quality nurse as opposed to a 'nice' nurse?). The patient care director (an RN) remembers having to take a test, in conjunction with an interview for RN jobs, in the past and was thinking of doing that again to supliment the interview process. This got me wondering how well I screen my PT candidates. I interview fairly well, but evaluating critical thinking/judgement in an interview is difficult. MY QUESTION: Does anyone use the " test + interview " method to ensure that a PT candidate is up-to-date with critical thinking/decision making skills? If so, would you be willing to share some of the specifics? I am considering having one of my PT students tackle this as a project .. . . Quote Link to comment Share on other sites More sharing options...
Guest guest Posted March 3, 2000 Report Share Posted March 3, 2000 We have had excellent results basing our interview components on " generic abilities " in addition to the traditional reference checks and therapist-specific questions. The reference for generic abilities is: May W, B, Lemke J, Karst G, and Stone H. Model for ability-based assessment in physical therapy education. Journal of Physical Therapy Education, 1995; 9(1) 3-6. At 06:24 AM 3/3/00 -0800, you wrote: In a meeting with the patient care director at my hospital, we got on a subject that stimulated my curiosity. She is concerned about a non-nurse who is in charge of hiring nurses (her primary concern is: Can the non-nurse pick a quality nurse as opposed to a 'nice' nurse?). The patient care director (an RN) remembers having to take a test, in conjunction with an interview for RN jobs, in the past and was thinking of doing that again to supliment the interview process. This got me wondering how well I screen my PT candidates. I interview fairly well, but evaluating critical thinking/judgement in an interview is difficult. MY QUESTION: Does anyone use the " test + interview " method to ensure that a PT candidate is up-to-date with critical thinking/decision making skills? If so, would you be willing to share some of the specifics? I am considering having one of my PT students tackle this as a project R. Kovacek, MSA, PT Email Pkovacek@... 313 884-8920 Visit <www.PTManager.com> TOGETHER WE CAN MAKE A DIFFERENCE ! Quote Link to comment Share on other sites More sharing options...
Guest guest Posted March 3, 2000 Report Share Posted March 3, 2000 We have changed our hiring practices to include not only an interview with one of us [my wife or me, both PT's] then we have the interviewee spend a half or full day with our clinic director and her staff in the site we are interviewing for. Even if we are impressed, if they don't pass the " field " test by those who would be working with them they don't make the grade. We attempt to see how concise and clear their thinking and documentation will be through this experience and we think it has improved our marksmanship in scoring winners. Just another approach to a perplexing problem that is now compounded with more applicants than positions. A. Towne, PT Quote Link to comment Share on other sites More sharing options...
Guest guest Posted March 3, 2000 Report Share Posted March 3, 2000 We have changed our hiring practices to include not only an interview with one of us [my wife or me, both PT's] then we have the interviewee spend a half or full day with our clinic director and her staff in the site we are interviewing for. Even if we are impressed, if they don't pass the " field " test by those who would be working with them they don't make the grade. We attempt to see how concise and clear their thinking and documentation will be through this experience and we think it has improved our marksmanship in scoring winners. Just another approach to a perplexing problem that is now compounded with more applicants than positions. A. Towne, PT Quote Link to comment Share on other sites More sharing options...
Guest guest Posted March 8, 2000 Report Share Posted March 8, 2000 This was on msn.com webpage this am. FYI Illegal Job Interview Questions Various federal, state, and local laws regulate the questions a prospective employer can ask you. An employer's questions--on the job application, in the interview, or during the testing process--must be related to the job for which you are applying. For the employer, the focus must be: " What do I need to know to decide whether or not this person can perform the functions of this job? " HOW-TO GUIDE: JOB INTERVIEWS Preparation Interview Types Good Impressions Common Questions Illegal Questions Asking Questions Common Mistakes Options for Answering an Illegal Question You are free to answer the question. If you choose to do so, realize that you are giving information that is not job-related. You could harm your candidacy by giving the " wrong " answer. You can refuse to answer the question. By selecting this option, you'll be within your rights, but you're also running the risk of coming off as uncooperative or confrontational--hardly the words an employer would use to describe the " ideal " candidate. Your third option is to examine the intent behind the question and respond with an answer as it might apply to the job. For instance, if the interviewer asks, " Are you a U.S. citizen? " or " What country are you from?, " you've been asked an illegal question. Instead of answering the question directly, you could respond, " I am authorized to work in the United States. " Or, if your interviewer asks, " Who is going to take care of your children when you have to travel? " you might answer, " I can meet the travel and work schedule that this job requires. " ILLEGAL QUESTIONS AND THEIR LEGAL COUNTERPARTS Subject Illegal Questions Legal Questions National Origin/ Citizenship Are you a U.S. citizen? Where were you/your parents born? What is your " native tongue? " Are you authorized to work in the United States? What languages do you read, speak or write fluently? (This question is okay, as long as this ability is relevant to the performance of the job.) Age How old are you? When did you graduate from college? What is your birthday? Are you over the age of 18? Marital/ Family Status What's your marital status? Who do you live with? Do you plan to have a family? When? How many kids do you have? What are your child care arrangements? Would you be willing to relocate if necessary? Travel is an important part of the job. Would you be willing to travel as needed by the job (This question is okay, as long ALL applicants for the job are asked it.) This job requires overtime occasionally. Would you be able and willing to work overtime as necessary? (Again, this question okay as long as ALL applicants for the job are asked it.) Affiliations To what clubs or social organizations do you belong? Do you belong to any professional or trade groups or other organizations that you consider relevant to your ability to perform this job? Personal How tall are you? How much do you weigh? Are you able to lift a 50-pound weight and carry it 100 yards, as that is part of the job? (Questions about height and weight are not acceptable unless minimum standards are essential to the safe performance of the job.) Disabilities Do you have any disabilities? Please complete the following medical history. Have you had any recent or past illnesses or operations? If yes, list and give dates. What was the date of your last physical exam? How's your family's health? When did you lose your eyesight? Are you able to perform the essential functions of this job with or without reasonable accommodations? (This question is okay if the interviewer thoroughly described the job.) NOTE: As part of the hiring process, after a job offer has been made you will be required to undergo a medical exam. Exam results must be kept strictly confidential, except medical/safety personnel may be informed if emergency medical treatment is required, and supervisors may be informed about necessary job accommodations, based on the exam results. Arrest Record Have you ever been arrested? Have you ever been convicted of _____? (The crime should be reasonably related to the performance of the job in question. Military If you've been in the military, were you honorably discharged? In what branch of the Armed Forces did you serve? What type of training or education did you receive in the military? ---------------------------------------------------------------------------- ---- Other Quote Link to comment Share on other sites More sharing options...
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