HRM 635 Selection Process

HRM 635 Selection Process

Getting the right candidate for a job vacancy in nursing can be challenging for healthcare organizations, especially with rising patient care demand and acuity against a falling workforce. However, a standardized hiring process can help organizations get the best candidates for different nursing positions, like medical-surgical nurses (Williamson et al., 2022). The interview section is a critical part of the hiring process since it determines the kind of skills, experiences, abilities, and personalities necessary to meet the requirements of a job description. Therefore, organizations must prepare for interviews before inviting potential candidates and making the selection (Carnahan, 2023). The purpose of this paper is to develop an interview strategy to use in interviewing and selecting a diverse pool of qualified candidates for the organization. The paper also describes beneficial pre-assessment tools for the interview process.

Description of time, place, format, interview type, and employees involved

Effective interviews require suitable circumstances, taking into account time, place, and format. In this case, the interviews for medical-surgical nurses will take place during normal business hours (8:00 AM to 5:00 PM) at the organization’s boardroom. The interview will be in two stages due to the level of interest expressed, leading to more candidates making an application. The first stage will be a remote interview through virtual tools like Zoom or Microsoft Teams for candidates from diverse and remote geographical locations. This interview will accommodate all candidates and try to get those who may come for the second stage based on merit. The second stage will be a physical interview, face-to-face, at the organization’s boardroom for candidates within the facility’s location and those qualified from the initial virtual interview. These approaches will ensure that all candidates get a chance to be interviewed and selected if they meet the job description as posted by the organization.

The best interview type and style will be structured open-ended questions as they provide candidates the opportunity to demonstrate their knowledge, skills, and abilities in dealing with intricate patient care scenarios and interacting with colleagues. Open-ended questions also promote discussions and suggestions as opposed to only giving answers (King et al., 2021). Again, having face-to-face interviews will encourage candidates to express their abilities, including strengths and weaknesses, and how they can improve the organization to meet patient needs. The interview panel will comprise the human resource manager, the chief nursing officer, the nurse manager, and the quality and safety assurance manager. Having a diverse interview panel enhances a balanced evaluation of the candidates’ abilities, skills, and experience that fit within the multidisciplinary teams.

Pre-assessment Tool

Pre-assessment tools in nursing interviews are essential as they enhance objectivity, streamline the hiring and selection process, and assist interview panelists in identifying candidates with skills, values, and behaviors that align with the organization’s needs and culture. These tools also reduce possible bias and ensure more informed hiring decisions (Varghese & Shkrabak, 2025). Again, they enable candidates to showcase their strengths and reveal insights into their personality, temperament, and collaboration approaches. These tools ensure that employers get a better cultural fit for their organization (Simes et al., 2023). In this case, the interview panelist will use a simulation exercise and a cognitive ability test. The simulation tool is the best fit for selecting a diverse pool of employees since it allows candidates to demonstrate their skills and abilities in a practical (simulated work setting), irrespective of their background or level of experience. The tool also enables the interview panel to evaluate how a candidate will perform their actual job in the medical-surgical unit.

The cognitive ability test measures a candidate’s problem-solving skills and approaches, critical thinking, and capability to learn and use new information, especially trends and patterns from evidence-based care practice (Pueyo-Garrigues et al., 2022). Therefore, this pre-assessment tool is vital for the selection process since it explores the abilities of candidates and not their background or care experience. Further, the increasing need for culturally competent care requires candidates who can solve conflicts and fit well in a dynamic cultural setting to meet diverse patient care needs and preferences.

Interview Questions

Having appropriate questions for interview candidates is essential as it allows the panelists to evaluate the abilities and skill set of potential employees. In this case, the panel will use situational and behavioral questions. Situational interview questions improve predictive validity, or the ability of candidates to accurately execute their jobs. These questions offer job candidates hypothetical scenarios based on challenges they might encounter in their roles and responsibilities, and evaluate critical thinking and judgment as opposed to reflecting past experiences (WSJ, 2025). Situational questions can also assess expertise. On their part, behavioral questions collect information from job candidates on their previous experiences (Varghese & Shkrabak, 2025). These questions focus on core competencies and qualities that candidates require to succeed in their roles, including problem-solving skills and decision-making abilities.

Situational Questions for the Interview

a) How would you handle a patient in distress due to her/his critical condition after surgery?
b) A colleague misses your team meeting without any explanation or notice. How do you handle it?
c) How would you handle miscommunication in inter-professional teams delivering care to critical care patients?
d) What would be your perspective when a colleague fails to appropriately monitor patients and fails to communicate the issue?

Behavioral Interview Questions

a) How have you handled criticism and positive feedback from colleagues and managers?
b) Describe a situation where you encountered a situation and took the initiative to solve the issue?
c) What has been your experience in providing cultural competence to diverse patient populations?
d) How would you rate your perspective on appropriate nurse leadership style?

Conclusion

The interview is a critical aspect of the selection and employee hiring process for healthcare organizations. As such, effective preparation requires the interview panel to get all resources, including time and place, and select an appropriate interview type. Through this approach, healthcare organizations will recruit and hire the right providers with values and expertise that align with the organization’s vision and provision of quality care outcomes.

References

Carnahan, B. (2023 May 25). Interview Strategies to Connect with a Wider Range of Candidates.

Harvard Business School. Retrieved from

https://www.hbs.edu/recruiting/insights-and-advice/blog/post/interview-strategies-connect-wider-range-candidates

King, R., Taylor, B., Talpur, A., Jackson, C., Manley, K., Ashby, N., … & Robertson, S. (2021).

Factors that optimise the impact of continuing professional development in nursing: A

rapid evidence review. Nurse education today, 98: 104652.

DOI: 10.1016/j.nedt.2020.104652

Simes, T., Levett-Jones, T., & Harreveld, B. (2023). Pre-assessment judgement framework for

judging nursing students’ performance in clinical placements: A qualitative case study.

Nurse Education in Practice, 73: 103743. https://doi.org/10.1016/j.nepr.2023.103743

Pueyo-Garrigues, M., Pardavila-Belio, M. I., Canga-Armayor, A., Esandi, N., Alfaro-Díaz, C., &

Canga-Armayor, N. (2022). Nurses ‘ knowledge, skills, and personal attributes for

providing competent health education practice, and its influencing factors: a cross-

sectional study. Nurse Education in Practice, 58, 103277. https://doi.org/10.1016/j.nepr.2021.103277

The Wall Street Journal (WSJ) (2025 August 29). Want to Hire Better Amid the ‘Great

Realization’? Focus on Skills.

https://partners.wsj.com/indeed/leading-the-way-on-talent/want-to-hire-better-amid-the-great-realization-focus-on-skills/

Varghese, L., & Shkrabak, S. (2025). Seamless transition: Strategies for effective new nurse

orientation and practice integration. Nurse Leader, 23(1): 58-61.

https://doi.org/10.1016/j.mnl.2024.09.024

Williamson, L., Burog, W., & Taylor, R. M. (2022). A scoping review of strategies used to

recruit and retain nurses in the health care workforce. Journal of Nursing Management,

30(7): 2845-2853. DOI: 10.1111/jonm.13786

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Assessment Description

Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging the employee process you have already been working on during this course. The interview process is an important step in hiring qualified diverse individuals for your organization.

For this assignment, develop an interview strategy you would consider using to interview and select a diverse pool of qualified candidates for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about preassessment options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):

A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
At least one preassessment tool to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees.
A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.)

Cite and reference a minimum of three scholarly sources with at least one from the Wall Street Journal to support the ideas presented.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

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Selection Process – Rubric

Rubric Criteria

Total110 points

Criterion	1. Unsatisfactory	2. Insufficient	3. Approaching	4. Acceptable	5. Target
Detailed Description of Interview Process Paper includes description for the interview process that addresses the requirements for the entire interview process, incorporating research based on observations conducted.	0 points There is no detailed description for the interview process.	20.35 points A detailed description for the interview process is included but is incomplete or lacks details.	21.73 points A detailed description for the interview process is included. The description minimally addresses the requirements according to the assignment.	23.93 points A detailed description for the interview process is included. The description addresses the requirements according to the assignment with detail and research based on observations conducted.	27.5 points A thorough description for the interview process is included. The description accurately addresses the requirements for the entire interview process, incorporating research based on observations conducted.
Testing Options Paper includes multiple testing options with justification for using them during the interview process.	0 points There are no testing options included in the interview process.	16.28 points Testing options are included, but are incomplete or lack details.	17.38 points One testing option is included in the interview process. There is a minimal explanation for selecting the testing option for the interview process.	19.14 points Multiple testing options are included in the interview process. There is a detailed explanation for selecting the testing options for the interview process.	22 points Multiple testing options are included with a detailed justification for using them during the interview process. There is a detailed explanation for selecting the testing options for the interview process based on observations conducted in the organization.
Interview Questions Paper includes interview process covering four behavioral and four situational questions.	0 points There are no behavioral or situational questions for the interview process.	20.35 points The interview process includes both behavioral and situational questions, but they are incomplete or lack details.	21.73 points The interview process includes four behavioral and four situational questions.	23.93 points The interview process includes four behavioral and four situational questions. The questions relate to the job descriptions developed in previous assignments.	27.5 points The interview process includes four behavioral and four situational questions. The questions are well developed and there is a clear connection to the job descriptions developed in previous assignments.
Thesis, Position, or Purpose Communicates reason for writing and demonstrates awareness of audience.	0 points The thesis, position, or purpose is not discernible. No awareness of the appropriate audience is evident.	5.7 points The thesis, position, or purpose is discernable in most aspects but is occasionally weak or unclear. There is limited awareness of the appropriate audience.	6.08 points The thesis, position, or purpose is adequately developed. An awareness of the appropriate audience is demonstrated.	6.7 points The thesis, position, or purpose is clearly communicated throughout and clearly directed to a specific audience.	7.7 points The thesis, position, or purpose is persuasively developed throughout and skillfully directed to a specific audience.
Development, Structure, and Conclusion Advances position or purpose throughout writing; conclusion aligns to and evolves from development.	0 points No advancement of the thesis, position, or purpose is evident. Connections between paragraphs are missing or inappropriate. No conclusion is offered.	6.51 points Limited advancement of thesis, position, or purpose is discernable. There are inconsistencies in organization or the relationship of ideas. Conclusion is simplistic and not fully aligned to the development of the purpose.	6.95 points The thesis, position, or purpose is advanced in most aspects. Ideas clearly build on each other. Conclusion aligns to the development of the purpose.	7.66 points The thesis, position, or purpose is logically advanced throughout. The progression of ideas is coherent and unified. A clear and plausible conclusion aligns to the development of the purpose.	8.8 points The thesis, position, or purpose is coherently and cohesively advanced throughout. The progression of ideas is coherent and unified. A convincing and unambiguous conclusion aligns to the development of the purpose.
Evidence Selects and integrates evidence to support and advance position/purpose; considers other perspectives.	0 points Evidence to support the thesis, position, or purpose is absent. The writing relies entirely on the perspective of the writer.	4.07 points Evidence is used but is insufficient or of limited relevance. Simplistic explanation or integration of other perspectives is present.	4.35 points Relevant evidence that includes other perspectives is used.	4.79 points Specific and appropriate evidence is included. Other perspectives are integrated.	5.5 points Comprehensive and compelling evidence is included. Multiple other perspectives are integrated effectively.
Mechanics of Writing Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc.	0 points Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout.	4.07 points Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent.	4.35 points Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted.	4.79 points Few mechanical errors are present. Suitable language choice and sentence structure are used.	5.5 points No mechanical errors are present. Skilled control of language choice and sentence structure are used throughout.
Format/Documentation Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline.	0 points Appropriate format is not used. No documentation of sources is provided.	4.07 points Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident.	4.35 points Appropriate format and documentation are used, although there are some obvious errors.	4.79 points Appropriate format and documentation are used with only minor errors.	5.5 points No errors in formatting or documentation are present. Selectivity in the use of direct quotations and synthesis of sources is demonstrated.

Criterion

1. Unsatisfactory

2. Insufficient

3. Approaching

4. Acceptable

5. Target

Detailed Description of Interview Process

Paper includes description for the interview process that addresses the requirements for the entire interview process, incorporating research based on observations conducted.

0 points

There is no detailed description for the interview process.

20.35 points

A detailed description for the interview process is included but is incomplete or lacks details.

21.73 points

A detailed description for the interview process is included. The description minimally addresses the requirements according to the assignment.

23.93 points

A detailed description for the interview process is included. The description addresses the requirements according to the assignment with detail and research based on observations conducted.

27.5 points

A thorough description for the interview process is included. The description accurately addresses the requirements for the entire interview process, incorporating research based on observations conducted.

Testing Options

Paper includes multiple testing options with justification for using them during the interview process.

0 points

There are no testing options included in the interview process.

16.28 points

Testing options are included, but are incomplete or lack details.

17.38 points

One testing option is included in the interview process. There is a minimal explanation for selecting the testing option for the interview process.

19.14 points

Multiple testing options are included in the interview process. There is a detailed explanation for selecting the testing options for the interview process.

22 points

Multiple testing options are included with a detailed justification for using them during the interview process. There is a detailed explanation for selecting the testing options for the interview process based on observations conducted in the organization.

Interview Questions

Paper includes interview process covering four behavioral and four situational questions.

0 points

There are no behavioral or situational questions for the interview process.

20.35 points

The interview process includes both behavioral and situational questions, but they are incomplete or lack details.

21.73 points

The interview process includes four behavioral and four situational questions.

23.93 points

The interview process includes four behavioral and four situational questions. The questions relate to the job descriptions developed in previous assignments.

27.5 points

The interview process includes four behavioral and four situational questions. The questions are well developed and there is a clear connection to the job descriptions developed in previous assignments.

Thesis, Position, or Purpose

Communicates reason for writing and demonstrates awareness of audience.

0 points

The thesis, position, or purpose is not discernible. No awareness of the appropriate audience is evident.

5.7 points

The thesis, position, or purpose is discernable in most aspects but is occasionally weak or unclear. There is limited awareness of the appropriate audience.

6.08 points

The thesis, position, or purpose is adequately developed. An awareness of the appropriate audience is demonstrated.

6.7 points

The thesis, position, or purpose is clearly communicated throughout and clearly directed to a specific audience.

7.7 points

The thesis, position, or purpose is persuasively developed throughout and skillfully directed to a specific audience.

Development, Structure, and Conclusion

Advances position or purpose throughout writing; conclusion aligns to and evolves from development.

0 points

No advancement of the thesis, position, or purpose is evident. Connections between paragraphs are missing or inappropriate. No conclusion is offered.

6.51 points

Limited advancement of thesis, position, or purpose is discernable. There are inconsistencies in organization or the relationship of ideas. Conclusion is simplistic and not fully aligned to the development of the purpose.

6.95 points

The thesis, position, or purpose is advanced in most aspects. Ideas clearly build on each other. Conclusion aligns to the development of the purpose.

7.66 points

The thesis, position, or purpose is logically advanced throughout. The progression of ideas is coherent and unified. A clear and plausible conclusion aligns to the development of the purpose.

8.8 points

The thesis, position, or purpose is coherently and cohesively advanced throughout. The progression of ideas is coherent and unified. A convincing and unambiguous conclusion aligns to the development of the purpose.

Evidence

Selects and integrates evidence to support and advance position/purpose; considers other perspectives.

0 points

Evidence to support the thesis, position, or purpose is absent. The writing relies entirely on the perspective of the writer.

4.07 points

Evidence is used but is insufficient or of limited relevance. Simplistic explanation or integration of other perspectives is present.

4.35 points

Relevant evidence that includes other perspectives is used.

4.79 points

Specific and appropriate evidence is included. Other perspectives are integrated.

5.5 points

Comprehensive and compelling evidence is included. Multiple other perspectives are integrated effectively.

Mechanics of Writing

Includes spelling, capitalization, punctuation, grammar, language use, sentence structure, etc.

0 points

Errors in grammar or syntax are pervasive and impede meaning. Incorrect language choice or sentence structure errors are found throughout.

4.07 points

Frequent and repetitive mechanical errors are present. Inconsistencies in language choice or sentence structure are recurrent.

4.35 points

Occasional mechanical errors are present. Language choice is generally appropriate. Varied sentence structure is attempted.

4.79 points

Few mechanical errors are present. Suitable language choice and sentence structure are used.

5.5 points

No mechanical errors are present. Skilled control of language choice and sentence structure are used throughout.

Format/Documentation

Uses appropriate style, such as APA, MLA, etc., for college, subject, and level; documents sources using citations, footnotes, references, bibliography, etc., appropriate to assignment and discipline.

0 points

Appropriate format is not used. No documentation of sources is provided.

4.07 points

Appropriate format is attempted, but some elements are missing. Frequent errors in documentation of sources are evident.

4.35 points

Appropriate format and documentation are used, although there are some obvious errors.

4.79 points

Appropriate format and documentation are used with only minor errors.

5.5 points

No errors in formatting or documentation are present. Selectivity in the use of direct quotations and synthesis of sources is demonstrated.