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. B

Question 2

Which information is an example of what should be included in the position description for the RNs who will staff a newly opened hospital unit?

Accepted Answer

A)  Base salary is $22.00 per hour with a 10 percent shift differential for hours worked after 7:00 p.m. 
B)  Communicates changes in client condition to appropriate staff 
C)  Will accrue sick time at a rate of 4 hours per month 
D)  Reports directly to the nurse manager of the unit 
E)  Must maintain ACLS certification 
A)  Base salary is $22.00 per hour with a 10 percent shift differential for hours worked after 7:00 p.m. 
B)  Communicates changes in client condition to appropriate staff 
C)  Will accrue sick time at a rate of 4 hours per month 
D)  Reports directly to the nurse manager of the unit 
E)  Must maintain ACLS certification B,D,E

Question 3

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. C

Question 4

A nurse manager is interviewing a candidate who has much experience in other industries. The candidate was recently licensed and is interviewing for a registered nurse charge position. Which consideration is most important for the manager to bear in mind when regarding this candidate?

Accepted Answer

A)  Can the candidate perform the job? 
B)  Will the candidate perform the job? 
C)  Will the candidate apply past work experience? 
D)  How long will the candidate retain this position if hired? 
A)  Can the candidate perform the job? 
B)  Will the candidate perform the job? 
C)  Will the candidate apply past work experience? 
D)  How long will the candidate retain this position if hired?

Question 5

A nurse manager and a human resources (HR) manager are developing an interview guide for registered nurse positions in critical care units. How should this document be structured?

Accepted Answer

A)  The questions should be specific to the registered nurse position. 
B)  Questions should be general enough that they will guide the interview for any critical care unit. 
C)  Sufficient room should be allowed between the questions so that notes on the interview can be written directly on the guide. 
D)  Questions should require independent answers and should not be leading. 
E)  The document should allow space for demographic information such as name, gender, and age. 
A)  The questions should be specific to the registered nurse position. 
B)  Questions should be general enough that they will guide the interview for any critical care unit. 
C)  Sufficient room should be allowed between the questions so that notes on the interview can be written directly on the guide. 
D)  Questions should require independent answers and should not be leading. 
E)  The document should allow space for demographic information such as name, gender, and age.

Question 6

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 7

During an interview the candidate informs the manager of a difficult experience between a client and a physician. The nurse had to negotiate between an unhappy client and a difficult physician. Which notation by the manager would describe this situation?

Accepted Answer

A)  The candidate has good initiative. 
B)  The candidate has good conflict resolution skills. 
C)  The candidate is a client advocate. 
D)  The candidate is adaptable. 
A)  The candidate has good initiative. 
B)  The candidate has good conflict resolution skills. 
C)  The candidate is a client advocate. 
D)  The candidate is adaptable.

Question 8

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?

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 9

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 10

A new nurse manager has conducted a series of interviews, but did not use an interview guide. Why would the manager's director be dismayed that no interview guide was used?

Accepted Answer

A)  Each organization has standardized interview questions that must be used. 
B)  The director has selected questions to ask the interviewee. 
C)  A list of standardized questions allows for reliability in comparing candidates. 
D)  The director was not included in the interview process. 
A)  Each organization has standardized interview questions that must be used. 
B)  The director has selected questions to ask the interviewee. 
C)  A list of standardized questions allows for reliability in comparing candidates. 
D)  The director was not included in the interview process.

Question 11

A nurse manager lists several preferences for hiring employees. The human resources manager would advise this manager that which practices do not meet the bona fide occupational qualification (BFOQ) regulation?

Accepted Answer

A)  "I like to hire all female nurses to work in labor and delivery and postpartum." 
B)  "I hire only strong young men as transport workers." 
C)  "I prefer to hire nurses who have served in the military." 
D)  "I only hire nurses who are bilingual for work in the emergency department." 
E)  "I prefer to hire women as unit clerks." 
A)  "I like to hire all female nurses to work in labor and delivery and postpartum." 
B)  "I hire only strong young men as transport workers." 
C)  "I prefer to hire nurses who have served in the military." 
D)  "I only hire nurses who are bilingual for work in the emergency department." 
E)  "I prefer to hire women as unit clerks."

Question 12

The nurse manager is conducting an interview for a position as a full-time RN in a critical care unit. Which statements by the nurse manager would be most effective in selecting a qualified nurse for this position?

Accepted Answer

A)  "I have 20 years of experience as a critical care nurse and I am an advanced practice nurse in adult medical-surgical nursing." 
B)  "We do lots of client teaching. Do you like doing client teaching?" 
C)  "Tell me about your past work experience." 
D)  "Please tell me about your most rewarding experience as a nurse." 
E)  "Have you ever cared for a client on a ventilator?" 
A)  "I have 20 years of experience as a critical care nurse and I am an advanced practice nurse in adult medical-surgical nursing." 
B)  "We do lots of client teaching. Do you like doing client teaching?" 
C)  "Tell me about your past work experience." 
D)  "Please tell me about your most rewarding experience as a nurse." 
E)  "Have you ever cared for a client on a ventilator?"

Question 13

An emergency department (ED) manager interviews and hires a candidate who reports having several years of ED experience. Soon after hire, the nurse makes a series of errors and harms several clients. When investigating these errors, the nurse manager discovers the nurse falsified his experience and credentials. Is the hospital liable for this nurse's actions?

Accepted Answer

A)  Yes, the hospital could be liable for negligent hiring if credentials were not checked. 
B)  Yes, the hospital could be liable but only if it did not properly train the nurse. 
C)  No, the nurse is liable because information about experience was falsified in the interview. 
D)  Yes, the hospital is liable for all errors committed by nursing staff. 
A)  Yes, the hospital could be liable for negligent hiring if credentials were not checked. 
B)  Yes, the hospital could be liable but only if it did not properly train the nurse. 
C)  No, the nurse is liable because information about experience was falsified in the interview. 
D)  Yes, the hospital is liable for all errors committed by nursing staff.

Question 14

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 15

A candidate has arrived for an interview. The interview is conducted with various personnel within the organization. This is an example of an attempt to ensure which result?

Accepted Answer

A)  Interrater reliability 
B)  Intrarater reliability 
C)  Validity 
D)  Construct validity 
A)  Interrater reliability 
B)  Intrarater reliability 
C)  Validity 
D)  Construct validity

Question 16

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?

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 17

A nurse manager is conducting her first interview. The manager is provided interview guidelines by the human resources (HR) director. Which advice from the HR director is most effective?

Accepted Answer

A)  "Follow these guidelines and do not ask personal questions." 
B)  "If you are unsure of a question, ask yourself if the question applies to job performance." 
C)  "You may ask any question as long as it's stated in third person." 
D)  "You may ask only the questions that are provided." 
A)  "Follow these guidelines and do not ask personal questions." 
B)  "If you are unsure of a question, ask yourself if the question applies to job performance." 
C)  "You may ask any question as long as it's stated in third person." 
D)  "You may ask only the questions that are provided."

Question 18

Which question is considered appropriate to ask during an interview?

Accepted Answer

A)  "What is the country of your national origin?" 
B)  "Do you speak any language in addition to English?" 
C)  "Will child care be a problem if you are hired?" 
D)  "Are there any holidays on which you would not work?" 
A)  "What is the country of your national origin?" 
B)  "Do you speak any language in addition to English?" 
C)  "Will child care be a problem if you are hired?" 
D)  "Are there any holidays on which you would not work?"

Question 19

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 20

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

Exam 15: Recruiting and Selecting Staff

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

Which information is an example of what should be included in the position description for the RNs who will staff a newly opened hospital unit?

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 is interviewing a candidate who has much experience in other industries. The candidate was recently licensed and is interviewing for a registered nurse charge position. Which consideration is most important for the manager to bear in mind when regarding this candidate?

A nurse manager and a human resources (HR) manager are developing an interview guide for registered nurse positions in critical care units. How should this document be structured?

During an interview the candidate informs the manager of a difficult experience between a client and a physician. The nurse had to negotiate between an unhappy client and a difficult physician. Which notation by the manager would describe this situation?

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?

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?

A new nurse manager has conducted a series of interviews, but did not use an interview guide. Why would the manager's director be dismayed that no interview guide was used?

A nurse manager lists several preferences for hiring employees. The human resources manager would advise this manager that which practices do not meet the bona fide occupational qualification (BFOQ) regulation?

The nurse manager is conducting an interview for a position as a full-time RN in a critical care unit. Which statements by the nurse manager would be most effective in selecting a qualified nurse for this position?

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 candidate has arrived for an interview. The interview is conducted with various personnel within the organization. This is an example of an attempt to ensure which result?

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?

A nurse manager is conducting her first interview. The manager is provided interview guidelines by the human resources (HR) director. Which advice from the HR director is most effective?

Which question is considered appropriate to ask during an 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?

Introducing Nursing Management

Designing Organizations

Delivering Nursing Care

Leading, Managing, Following

Initiating and Managing Change

Managing and Improving Quality

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

Coaching, Disciplining, and Terminating Staff

Managing Absenteeism, Reducing Turnover, Retaining Staff

Dealing With Staff Problems

Preparing for Emergencies

Preventing Workplace Violence

Handling Collective Bargaining Issues

Managing Stress

Advancing Your Career

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