Question 1

Which step should be taken first when recruiting and selecting nursing staff?

Accepted Answer

A)  Develop a structured interview guide. 
B)  Become familiar with the position description for the jobs available. 
C)  Develop a recruitment strategy to attract qualified applicants. 
D)  Identify potential applicants who would meet the job description. 
A)  Develop a structured interview guide. 
B)  Become familiar with the position description for the jobs available. 
C)  Develop a recruitment strategy to attract qualified applicants. 
D)  Identify potential applicants who would meet the job description.

Question 2

An OB manager is interviewing a registered nurse for a labor and delivery position. The manager asks the interviewee, "Tell me about the most challenging delivery experience in your nursing career," and learns the candidate has experienced several challenges that required quick action. Which nursing skill will this exchange best assess?

Accepted Answer

A)  Adaptability 
B)  Negotiation skills 
C)  Initiative 
D)  Decision-making skills 
A)  Adaptability 
B)  Negotiation skills 
C)  Initiative 
D)  Decision-making skills

Question 3

A nursing applicant is scheduled for an interview with the nurse manager. Prior to the day of the interview, the human resources (HR) department reports that the applicant's references would not recommend her for hire. How should the nurse manager proceed? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

A)  Have HR call the applicant and cancel the interview. 
B)  Call the applicant, tell her that the references were poor, and cancel the interview. 
C)  Conduct the interview without telling the applicant that the references were poor. 
D)  Conduct the interview and tell the applicant that the references were poor. 
E)  Conduct the interview and see if the applicant spontaneously explains why the references might be poor. 
A)  Have HR call the applicant and cancel the interview. 
B)  Call the applicant, tell her that the references were poor, and cancel the interview. 
C)  Conduct the interview without telling the applicant that the references were poor. 
D)  Conduct the interview and tell the applicant that the references were poor. 
E)  Conduct the interview and see if the applicant spontaneously explains why the references might be poor.

Question 4

A chief nurse officer (CNO) is considering a collaborative effort with a school of nursing to offer externships to students. The chief financial officer (CFO) rejects the proposal because it will entail a cost to the organization. Which statement by the CNO would influence the CFO to reconsider this proposal?

Accepted Answer

A)  "Nursing is the foundation of this hospital and we have to get nurses into the organization." 
B)  "We could hire students as nurse's aides, which would save costs." 
C)  "An externship will allow the nursing students to work with nurses, learn about the organization, and create a positive impression of our facility." 
D)  "Offering a nurse externship would allow the organization to create the types of nurses we would like to hire." 
A)  "Nursing is the foundation of this hospital and we have to get nurses into the organization." 
B)  "We could hire students as nurse's aides, which would save costs." 
C)  "An externship will allow the nursing students to work with nurses, learn about the organization, and create a positive impression of our facility." 
D)  "Offering a nurse externship would allow the organization to create the types of nurses we would like to hire."

Question 5

A medical intensive care unit has a registered nurse position open. The qualifications for the position require a minimum of 1 year of acute-care nursing experience, BLS and ACLS certification, and the ability to administer intravenous cardiac drips. Which fact in an applicant's application would be sufficient reason to decline the applicant's request for an interview?

Accepted Answer

A)  The candidate graduated from nursing school 9 months ago. 
B)  The candidate does not have ACLS certification. 
C)  The candidate does not have experience with cardiac drips. 
D)  The candidate was an LPN for 10 years prior to being an RN. 
A)  The candidate graduated from nursing school 9 months ago. 
B)  The candidate does not have ACLS certification. 
C)  The candidate does not have experience with cardiac drips. 
D)  The candidate was an LPN for 10 years prior to being an RN.

Question 6

An emergency department (ED) manager has an interview scheduled for 8:00 the next morning. The manager's usual hours are 8:00 a.m. to 4:00 p.m. This manager has been working as staff due to an increased volume of clients. What action should the manager take to prepare for this interview?

Accepted Answer

A)  Reschedule the interview to a later time. 
B)  Arrive to work early in the morning to prepare for the interview. 
C)  Arrive at the usual time and conduct the interview. 
D)  Have a human resources representative conduct the interview. 
A)  Reschedule the interview to a later time. 
B)  Arrive to work early in the morning to prepare for the interview. 
C)  Arrive at the usual time and conduct the interview. 
D)  Have a human resources representative conduct the interview.

Question 7

A nurse manager is aware that U.S. citizenship is required by a job position being filled. How should the manager handle this requirement during the job interview?

Accepted Answer

A)  Ask the applicant to provide proof of citizenship before the interview is scheduled. 
B)  Ask the applicant if he or she is a U.S. citizen. 
C)  Do not ask unless the applicant mentions citizenship. 
D)  Ask if the applicant's family is from the United States. 
A)  Ask the applicant to provide proof of citizenship before the interview is scheduled. 
B)  Ask the applicant if he or she is a U.S. citizen. 
C)  Do not ask unless the applicant mentions citizenship. 
D)  Ask if the applicant's family is from the United States.

Question 8

A new graduate nurse is preparing for an interview by the nurse recruiter. The applicant should be ready to be asked questions about which topic?

Accepted Answer

A)  General state of health 
B)  Availability of transportation to work 
C)  Previous military service 
D)  Willingness to work all shifts 
A)  General state of health 
B)  Availability of transportation to work 
C)  Previous military service 
D)  Willingness to work all shifts

Question 9

The chief nurse officer (CNO) receives a call that the candidate for a nurse opening has arrived, but that the unit manager who was to have interviewed the candidate had to work an unscheduled night shift and is unavailable. Which action by the CNO is appropriate?

Accepted Answer

A)  Inform the candidate the interview will have to be rescheduled. 
B)  Have the HR department refer the candidate to a nurse on the unit. 
C)  The CNO should conduct an initial interview and arrange for a second interview with the manager. 
D)  The CNO should call the manager and conduct an interview via a conference call. 
A)  Inform the candidate the interview will have to be rescheduled. 
B)  Have the HR department refer the candidate to a nurse on the unit. 
C)  The CNO should conduct an initial interview and arrange for a second interview with the manager. 
D)  The CNO should call the manager and conduct an interview via a conference call.

Question 10

Unrest and employee turnover have resulted in a unit being critically understaffed. The human resources department and nurse manager are attempting to recruit new nurses for the unit. How should the history of this unit be presented? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Select all that apply.

Accepted Answer

A)  The facts of the history should be presented while maintaining the confidentiality of those involved. 
B)  The history should briefly be mentioned as "some minor problems with staffing." 
C)  The history should not be mentioned. 
D)  The recruiters should focus on the positive work environment of the rest of the facility. 
E)  Steps being taken to correct problems on the unit should be outlined and explained. 
A)  The facts of the history should be presented while maintaining the confidentiality of those involved. 
B)  The history should briefly be mentioned as "some minor problems with staffing." 
C)  The history should not be mentioned. 
D)  The recruiters should focus on the positive work environment of the rest of the facility. 
E)  Steps being taken to correct problems on the unit should be outlined and explained.

Question 11

A nurse manager tells the human resources (HR) director, "I would really like to hire someone of another race to balance out the team." The HR director tells the manager recruiting and hiring based on race is in violation of which statute?

Accepted Answer

A)  The Equal Pay Act of 1963 
B)  Age Discrimination Act 
C)  Americans with Disabilities Act 
D)  Title VII of the Civil Rights Act 
A)  The Equal Pay Act of 1963 
B)  Age Discrimination Act 
C)  Americans with Disabilities Act 
D)  Title VII of the Civil Rights Act

Question 12

The human resources (HR) director is planning on attending a career fair and has asked the director of nursing to attend as well. The nursing director replies, "I really don't have time to attend. Do you really need a nurse to go with you?" Which response by the HR director is most appropriate?

Accepted Answer

A)  "Your attendance is necessary to assist me with managing the booth." 
B)  "Your attendance is necessary to answer specific nursing questions." 
C)  "I need your assistance in answering questions about our benefit package and nurses' wages." 
D)  "I would like another person from the organization to assist in representation." 
A)  "Your attendance is necessary to assist me with managing the booth." 
B)  "Your attendance is necessary to answer specific nursing questions." 
C)  "I need your assistance in answering questions about our benefit package and nurses' wages." 
D)  "I would like another person from the organization to assist in representation."

Which step should be taken first when recruiting and selecting nursing staff?

An emergency department (ED) manager has an interview scheduled for 8:00 the next morning. The manager's usual hours are 8:00 a.m. to 4:00 p.m. This manager has been working as staff due to an increased volume of clients. What action should the manager take to prepare for this interview?

A nurse manager is aware that U.S. citizenship is required by a job position being filled. How should the manager handle this requirement during the job interview?

A new graduate nurse is preparing for an interview by the nurse recruiter. The applicant should be ready to be asked questions about which topic?

The chief nurse officer (CNO) receives a call that the candidate for a nurse opening has arrived, but that the unit manager who was to have interviewed the candidate had to work an unscheduled night shift and is unavailable. Which action by the CNO is appropriate?

A nurse manager tells the human resources (HR) director, "I would really like to hire someone of another race to balance out the team." The HR director tells the manager recruiting and hiring based on race is in violation of which statute?

The human resources (HR) director is planning on attending a career fair and has asked the director of nursing to attend as well. The nursing director replies, "I really don't have time to attend. Do you really need a nurse to go with you?" Which response by the HR director is most appropriate?

Introducing Nursing Management

Designing Organizations

Delivering Nursing Care

Leading, Managing, Following

Initiating and Managing Change

Managing and Improving Quality

Understanding Legal and Ethical Issues

Understanding Power and Politics

Thinking Critically, Making Decisions, Solving Problems

Communicating Effectively

Delegating Successfully

Building and Managing Teams

Handling Conflict

Managing Time

Budgeting and Managing Fiscal Resources

Staffing and Scheduling

Motivating and Developing Staff

Evaluating Staff Performance

Feedback and Coaching, Disciplining, and Terminating Staff

Managing Absenteeism, Reducing Turnover, Retaining Staff

Dealing With Disruptive Staff Problems

Preparing for Emergencies

Preventing Workplace Violence

Handling Collective Bargaining Issues

Managing Stress

Advancing Your Career

Imagining the Future

Filters

Exam 16: Recruiting and Selecting Staff

Which step should be taken first when recruiting and selecting nursing staff?

An emergency department (ED) manager has an interview scheduled for 8:00 the next morning. The manager's usual hours are 8:00 a.m. to 4:00 p.m. This manager has been working as staff due to an increased volume of clients. What action should the manager take to prepare for this interview?

A nurse manager is aware that U.S. citizenship is required by a job position being filled. How should the manager handle this requirement during the job interview?

A new graduate nurse is preparing for an interview by the nurse recruiter. The applicant should be ready to be asked questions about which topic?

The chief nurse officer (CNO) receives a call that the candidate for a nurse opening has arrived, but that the unit manager who was to have interviewed the candidate had to work an unscheduled night shift and is unavailable. Which action by the CNO is appropriate?

A nurse manager tells the human resources (HR) director, "I would really like to hire someone of another race to balance out the team." The HR director tells the manager recruiting and hiring based on race is in violation of which statute?

The human resources (HR) director is planning on attending a career fair and has asked the director of nursing to attend as well. The nursing director replies, "I really don't have time to attend. Do you really need a nurse to go with you?" Which response by the HR director is most appropriate?

Introducing Nursing Management

Designing Organizations

Delivering Nursing Care

Leading, Managing, Following

Initiating and Managing Change

Managing and Improving Quality

Understanding Legal and Ethical Issues

Understanding Power and Politics

Thinking Critically, Making Decisions, Solving Problems

Communicating Effectively

Delegating Successfully

Building and Managing Teams

Handling Conflict

Managing Time

Budgeting and Managing Fiscal Resources

Staffing and Scheduling

Motivating and Developing Staff

Evaluating Staff Performance

Feedback and Coaching, Disciplining, and Terminating Staff

Managing Absenteeism, Reducing Turnover, Retaining Staff

Dealing With Disruptive Staff Problems

Preparing for Emergencies

Preventing Workplace Violence

Handling Collective Bargaining Issues

Managing Stress

Advancing Your Career

Imagining the Future

Filters