Interview Sheet for Certified Nursing Technicians (CNT)

Behavioral Interview Paper
Name
Institution
Behavioral Interview Paper
Introduction
The modern work environment has become competitive owing to the technological advancements. Today, organizations seek to employ the best candidates who are able to adapt to the organizational culture and use their competencies to deliver the desired outcome (Klas et al., 2010). As far as employee recruitment is concerned, organizations have shifted from the traditional normal interviews to ‘behavioral interviewing’ commonly referred to as ‘competency-based interviewing.’ This type of interviewing focuses on an individual’s experiences and past situations, and this has proven to be effective in identifying the best candidates that can take up position in an organization. The idea behind the concept is that a person’s behavior in the past is likely to indicate his/her behavior in the future (Klas et al., 2010). In order to conduct a successful competency-based interview, it is important that the interviewer prepare sufficiently the questions to be asked relating to the specific details of the particular job.
A Sample of an Interview Sheet for Certified Nursing Technicians (CNT)
Job Description for CNT
A CNT is a trained healthcare worker that plays an important role in supporting nursing staff in healthcare institutions such as hospitals and elderly care facilities. Much of a CNT’s work is to provide patients with their most basic human needs that include preparing meals, eating, toileting, bathing, and dressing (Health, 2014).
Accordingly, a CNT should have certain basic technical skills necessary to enable them provide utmost level of care to patients. Basic nursing skills are essential to enable the provision of basic nursing care such as administering medicine and dressing wounds. Skills on nutrition are also important, as a CNT would be required to know the nutritional requirements for patients suffering certain diseases. Skills on anatomy and physiology are necessary especially where physiological therapy is to be provided to a patient (Health, 2014). It is also vital that a CNT possesses other technical skills on working on certain simple nursing procedures such as first aid and operating simple technological equipment in order to be in a good position to provide diversified operations and healthcare services when need be.
The Core Competencies for A CNT and How Organizational Fit Will Be Assessed
When interviewing a candidate for a CNT position, managers look for a person who is compassionate caregiver and can tolerate providing dirty services such as toileting, to patients (Health, 2014). A candidate should have excellent observation skills and attentive to details to ensure of cautious service provisions especially to those patients who need careful monitoring and handling. A CNT should be initiative and committed to provide care when needed without the need for supervision. One should have good relationship management capabilities based on respect and good communication skills to foster good interaction and cooperation with patients from different cultural backgrounds.
In order to ensure a candidate fits an organization’s culture, it would be necessary to evaluate the organization’s culture and values and match the organizational demands to the competencies of the interviewees. Learning about a candidate’s personality and working style would establish a good hallmark for determining if the candidate fits to be absorbed into the organization or not. The use of reference checks can be employed in the interview process to crosscheck whether a candidate meets the required values of the organization.
The Mock Interview
My Experience in Conducting the Behavioral Interview
During my mock interviews, I had an easy time keeping the candidates focused. Before starting, I asked open-ended questions that made them felt at ease with me. Sometimes I could slip to traditional form of interviewing in order to introduce easy questions that would make the candidates relax a bit. By sticking to some of my predetermined questions, I managed to apply Problem Action and Result approach (PAR) in order to produce a clear understanding and description of the candidates’ competencies. However, I encountered difficulties in accurately completing the scoring tool, as I could not be able to link certain competencies with the right score, for example, determining whether a certain evidence skill was above average or average.
Qualified Candidate
Based on the mock interview, the candidate whom I would hire is the one who demonstrated high level of competence by scoring the highest in the score tool. He/she should also have strong personality that fits the organizational culture (Klas et al., 2010). By hiring such an employee, the organization would have acquired an asset and a facilitator for the realization of the organization’s objectives and vision.
Summary
It is a challenging task for an organization to find the candidate who can best fit its culture. The process requires the organization to critically assess its culture and later evaluate the work style and personality traits of the candidates in order to pick the best among them. In this regard, it is recommendable that the organization develops a list of the values and competencies it seeks, to be used to pinpoint the best candidate for their organizational needs. A competency-based interviewing can facilitate this process.
References
Health, A. H. S. D. (2014). Long-term care services in the united states, 2013 overview. S.l.: Health And Human Services.
Klas Eric Soderquist, Papalexandris Alexandr...