25/12/2018
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Even the most experienced nurses suffer from interview nerves. The more you research the role and prepare, the more confident you will feel and the better you are likely to perform. Don’t just focus on what you hope will come up, think about how you will answer questions that you hope won’t be asked.
We’ve teamed up with Cathy Taylor, careers advisor for the Royal College of Nursing (RCN), to help you answer five difficult interview questionsI
1. What’s your greatest weakness?
If asked to name a weakness, think in terms of having a ‘developmental need’ that you are addressing. ‘For example, if delegation is an issue, describe how you have already made improvements and how you feel the period of mentorship offered by the new role will further develop your confidence,’ says Cathy.
‘If you lack experience with a particular procedure, give details of the short course you plan to take to improve your technique. This way, you show self-awareness and turn a negative into a positive.’
For example: “In the past I had a tendency to take on too much but since attending a short course on time management, I now spend ten minutes at the start of each shift planning and prioritising tasks. I’ve also learnt how to delegate and feel much more confident supervising health care assistants.”
2. Name a national initiative in nursing/health care that you feel passionate about.
Employers don’t expect you to be aware of every healthcare initiative out there, but it’s a good idea to research one or two recent developments in healthcare policy. Information is available online, including at http://www.rcn.org.uk/, and you should be aware of major initiatives, such as the NMC’s revalidation project.
Cathy says: ‘NHS employers are now working on Value Based Recruitment (VBR) following the Francis inquiry. Familiarise yourself with how your values and behaviours fit with the NHS organisational values.
‘You should feel comfortable talking about the Chief Nursing Officer’s 6Cs initiative (care, compassion, courage, communication, commitment and competence) and be prepared to give examples of how you put these into practice.’
3. What do you understand by the term ‘diversity at work’?
Sometimes, it’s the simple-sounding questions that trip up candidates. If you’re asked about your understanding of diversity at work, the interviewer is looking for more than just “treating everybody in the same way.”
‘Don’t think just in terms of answering questions. Instead, prepare a number of “stories,” which you can use to talk about different issues. In this case, most employers will expect you to discuss equality of access to services (it helps to have a general awareness of relevant legislation) and the importance of treating colleagues with support and respect,’ says Cathy.
‘You may also want to talk about a time that you witnessed or demonstrated diversity awareness on the wards. Or, if relevant, you could talk about how your own background, upbringing and culture may affect your interactions with those who are different to you.’
4. Name a work situation where you made a mistake or things didn’t go to plan.
When an interviewer asks about a work situation that didn’t go well, they are looking for a candidate to demonstrate three things: 1) self-awareness, 2) an ability to learn and improve, and 3) an indication of their communication style/team work and attitude.
‘The importance with these kinds of questions is to focus on the positive,’ says Cathy. ‘Take an example from your current or a previous role, and focus on what you learnt from the experience and how you would do things differently now.’
For example: “When I started out as a staff nurse, I didn’t fully appreciate the importance of advocating for the patient. One day, a junior doctor was struggling to find a vein when taking blood from a patient. Eventually a more senior doctor was called. I could see that if the junior doctor had used a pillow to support the patient’s arm, he would have found it much easier. If the same thing happened now, I would have the confidence to halt the procedure and take the doctor to one side to share the benefit of my training and experience – and so save the patient any more distress.”
5. How do you explain your gap in employment?
Hiring managers are trained to spot inconsistencies and gaps on your CV. Don’t leave employers guessing. If you haven’t worked for a period of several months include a line to explain what you were doing, for example “full-time carer to my mother” or “extended period of maternity leave.”
‘You should be prepared to talk about any gaps in employment, and indeed any other issues an employer might pick up on from your CV, such as only staying in a post for a short time,’ warns Cathy.
‘If you’ve been job hunting for a while, you should make it clear that this has been your decision, rather than an inability to find work. For example, you might say: “My work is very important to me. I don’t want to take any nursing job, I’m looking for a position where I can use the skills and experience I have gained and continue to develop in the future.”’
If you can turn negatives into positives when answering difficult questions and have several stories to draw upon for “tell me about a time when…” questions, you will be in a good position to perform well.
Compassion and communication, respect and resilience, accountability and adaptability – a good nurse possesses a daunting set of qualities. If you’re newly qualified, how can you convince employers you have what it takes?
We asked those responsible for hiring band five nurses to tell us how they identify the right candidates. Here, they reveal some of the most common interview questions, as well as tips on how to answer them.
Why do you want this job?
The first question is usually broad. Candidates shouldn’t go into lots of detail but obviously shouldn’t give an answer that’s too short. If they’re newly qualified, they should think about what brought them into nursing in the first place. Why that specific branch of nursing … did they work there on a placement?
Wendy Preston, head of nursing practice, Royal College of Nursing
Why do you think you’re a good nurse and how can you evidence this?
They have got to show integrity and honesty, and also courage – we want to know they’re going to be a good advocate for their patients. They need to show they work according to the values of the six Cs – care, compassion, competence, communication, courage and commitment.We incorporate scenario question during the interview that will assess a nurse’s integrity. For example: “If you witnessed a nurse administering an incorrect drug, what would you do?” We ask for examples and to provide evidence from their career to date. Their answer will show their thinking processes and whether they know the right procedures to follow.We also understand the value of a happy team, so we want someone who can demonstrate they work well in a team and have a positive, can-do attitude. We want enthusiasm to shine through – you can see when someone’s energised by the work they do.
Ann Duncan, matron, Royal Marsden hospital, London
What does compassionate care mean to you and how do you deliver it?
I’m looking for someone who wants to care. I can teach you any skill, with help from my team, but caring and compassion is inherent. Answers often include kindness, empathy, treating the person as I would want myself or my family to be treated, listening to what it is the patient perceives as the problem and addressing that issue (often different from the clinical issues requiring nursing care).
Jo Thomas, director of nursing and quality, Queen Victoria hospital, Sussex
It is often good to ask a nurse if there has been a time they felt they were unable to give compassionate care and explore their answers. This can give us a good insight at interview. Examples staff have given include exhaustion, abnormally busy, low morale, poor skill mix/staffing levels, poor teamwork, challenging or abusive patients or relatives. Clearly we do not want this to be the norm for a nurse but understand there may be barriers to giving compassionate care all the time. We are looking for honesty and self-awareness. It is important to listen to what they say and how they say it.
Ann Duncan, matron, Royal Marsden hospital, London
How have you dealt with conflict in the past?
Interviewers are looking to see that the nurse can de-escalate a situation, that they know some basic conflict resolution strategies – such as taking people away from the area, sitting them down, finding out the root of the problem – and that they know when they need to escalate to a senior member of staff.
Wendy Preston, head of nursing practice, Royal College of Nursing
What makes a good shift?
We want to hear about the delivery of safe, effective care, and we want it to be documented and evidenced. We don’t want them to believe that high numbers of staff always equates to the best care. Some days, you will be short, but that doesn’t mean they are the worst shifts. It’s good when they say they know the importance of breaks and having catch-up time with staff.
Ann Duncan, matron, Royal Marsden hospital, London
There’s usually a question on resilience. We have to bear in mind that retention of staff is difficult and we want to encourage nurses to stay in the profession. Interviewers will want to know how they manage their time, cope with stress, stay hydrated. The best answer would be about work-life balance.
Wendy Preston, head of nursing practice, Royal College of Nursing
What are you most proud of in your nursing career to date?
Even though some of them have been student nurses they will have moments they are proud of, and we ask them to give an example of when they went above and beyond for a patient. We want to hear a personal story and we want them to be illustrating that they are kind, caring and compassionate, and that they are prepared to do everything they possibly can to ensure safe and effective care.
The stories can vary from nurse to nurse, but we will be able to hear and see if a nurse has genuine pride in their work, and we’ll gain an understanding of what is important to them.
Ann Duncan, matron, Royal Marsden hospital, London
Tell us about a mistake you have been involved with
Often they will talk about someone else’s mistake, not theirs. It’s good if they talk about their mistake, what they’ve learned from it, what they’d do differently, how they have changed their practice, how they have worked with others to change their practice. Interviewers will be looking for how they use evidence in their practice and how they learn from things.
Wendy Preston, head of nursing practice, Royal College of Nursing
What would others say about you in three words?
This is an end-of-interview question. I’m looking for someone who is self-aware, but also whether the three-word description matches the answers and examples they have given to the other questions. Some answers I’ve had in the past include loyal, compassionate and fair; genuine, caring and professional; equitable, passionate and reliable.
The point of the question is to assess how effective the individual is in seeking feedback and reflection, and whether they can articulate this in single words. Being able to answer can demonstrate that you have the insight and maturity to seek the opinions of others. A follow-up question, depending on the seniority of the role, might be: have you changed your practice as a result of feedback from others?
Jo Thomas, director of nursing and quality, Queen Victoria hospital, Sussex
Do you have any questions for us?
Often people are flummoxed and say no, but it’s good to be prepared with a couple of questions. A good question to ask, if it hasn’t come up, is about what kind of preceptorship programme, or learning and development, can they offer. If you have got any holidays booked, this is the time to say it.
Wendy Preston, head of nursing practice, Royal College of Nursing
