C HAPTER 15: E MPLOYEE R ECRUITMENT ,
S ELECTION , P LACEMENT , AND
I NDOCTRINATION
1. The manager may be greatl y or minimall y involved with recruiting,
interviewing, and selecting personnel. What factors can determine to the
extent of the manager’s involvem ent? Select all that apply.
a. Size of the institution
b. Existence of a separate personnel department
c. Presence of a nurse recruiter within the organization
d. Centralization or decentralization of nursing management in the
organization
e. The preferences of subordina tes
ANS: A, B, C, D
Feedback:
The manager may be greatl y or minimall y involved with recruiting,
interviewing, and selecting personnel depending on (a) the size of the
institution, (b) the existence of a separate personnel department, (c) the
presence of a nurse recruiter within the organization, and (d) the use of
centralized or decentralized nursing management. The preferences of
subordinates would not normall y determine the extent of the manager’s
involvement in personnel decisions.
, PTS: 1 DIF: Moderate REF: Page: 382 OBJ: 3
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 15: Title: The
Nurse-Recruiter KEY: Integrated Process: Nursing Process
BLM: Cognitive Level: Understand NOT: Multiple
Selection
2. What t ype of interview is the best predictor of job performance and
overall effectiveness?
a. Unstructured
b. Semi-structured
c. Structured
d. Informal
ANS: C
Feedback:
As a predictor of job performance and overall effectiveness, the
structured interview is much more reliable than the unstructured, semi -
structured, or informal interviews.
PTS: 1 DIF: Easy REF: Page: 385 OBJ: 5 NAT:
Client Needs: Safe and Effective Care Environment: Management
of Care TOP: Chapter Number: 15: Title: Limitations of
Interviews KEY: Integrated Process: Nursing Process BLM:
Cognitive Level: Understand NOT: Multiple Choice
3. A nurse is preparing for a job interview. The nurse should prepare
, responses to what t ypes of interview questions because they are difficult
to respond to witho ut advance thought? Select all that apply.
a. Personal philosophy of nursing
b. Professional organizations membership
c. Individual strengths and weaknesses
d. Career goals
e. Days and times of availabilit y
ANS: A, C, D
Feedback:
It is difficult to spontaneousl y ans wer interview questions about a
personal philosophy of nursing, individual strengths and weaknesses,
and career goals without giving them advance thought. Question about
availabilit y and professional organizations are less open -ended and
likel y require les s forethought and preparation.
PTS: 1 DIF: Moderate REF: Page: 392 OBJ: 5
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 15: Title: Tips
for the Interviewee KEY: Integrated Process: Nursing
Process BLM: Cognitive Level: Appl y NOT: Multiple
Selection
4. A team of nurse-managers have finished interviewing qualified candidates
for a position and have now begun the selection process. During this
process, the managers should:
a. review the results of the applicant s’ physical examinations.
b. schedule times for induction and orientation.
S ELECTION , P LACEMENT , AND
I NDOCTRINATION
1. The manager may be greatl y or minimall y involved with recruiting,
interviewing, and selecting personnel. What factors can determine to the
extent of the manager’s involvem ent? Select all that apply.
a. Size of the institution
b. Existence of a separate personnel department
c. Presence of a nurse recruiter within the organization
d. Centralization or decentralization of nursing management in the
organization
e. The preferences of subordina tes
ANS: A, B, C, D
Feedback:
The manager may be greatl y or minimall y involved with recruiting,
interviewing, and selecting personnel depending on (a) the size of the
institution, (b) the existence of a separate personnel department, (c) the
presence of a nurse recruiter within the organization, and (d) the use of
centralized or decentralized nursing management. The preferences of
subordinates would not normall y determine the extent of the manager’s
involvement in personnel decisions.
, PTS: 1 DIF: Moderate REF: Page: 382 OBJ: 3
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 15: Title: The
Nurse-Recruiter KEY: Integrated Process: Nursing Process
BLM: Cognitive Level: Understand NOT: Multiple
Selection
2. What t ype of interview is the best predictor of job performance and
overall effectiveness?
a. Unstructured
b. Semi-structured
c. Structured
d. Informal
ANS: C
Feedback:
As a predictor of job performance and overall effectiveness, the
structured interview is much more reliable than the unstructured, semi -
structured, or informal interviews.
PTS: 1 DIF: Easy REF: Page: 385 OBJ: 5 NAT:
Client Needs: Safe and Effective Care Environment: Management
of Care TOP: Chapter Number: 15: Title: Limitations of
Interviews KEY: Integrated Process: Nursing Process BLM:
Cognitive Level: Understand NOT: Multiple Choice
3. A nurse is preparing for a job interview. The nurse should prepare
, responses to what t ypes of interview questions because they are difficult
to respond to witho ut advance thought? Select all that apply.
a. Personal philosophy of nursing
b. Professional organizations membership
c. Individual strengths and weaknesses
d. Career goals
e. Days and times of availabilit y
ANS: A, C, D
Feedback:
It is difficult to spontaneousl y ans wer interview questions about a
personal philosophy of nursing, individual strengths and weaknesses,
and career goals without giving them advance thought. Question about
availabilit y and professional organizations are less open -ended and
likel y require les s forethought and preparation.
PTS: 1 DIF: Moderate REF: Page: 392 OBJ: 5
NAT: Client Needs: Safe and Effective Care Environment:
Management of Care TOP: Chapter Number: 15: Title: Tips
for the Interviewee KEY: Integrated Process: Nursing
Process BLM: Cognitive Level: Appl y NOT: Multiple
Selection
4. A team of nurse-managers have finished interviewing qualified candidates
for a position and have now begun the selection process. During this
process, the managers should:
a. review the results of the applicant s’ physical examinations.
b. schedule times for induction and orientation.
