Issue link: https://beckershealthcare.uberflip.com/i/307962
24 Operational Efficiency the expectation that they may work short or partial shifts to provide the nec- essary coverage at peak hours. This is ideal for nurses who do not need full- time work — who may be raising a family or who do not want the demand of a full eight hour shift. Q: is there a question that you always ask during hiring inter- views? Mr. Brock: One question I ask is: "How would hiring you benefit our orga- nization?" Often many candidates come in focusing on what they are going to get out of a job here rather than what they can bring to the organization, which is what they should be focusing on. Ms. Blankinship: I always ask them if they enjoy doing what they are doing. You can find a lot about a person from that. Ms. Young: One question I always ask is: "Have you ever had a problem with a co-worker or a boss? If so, how did you know there was a problem and how was it resolved?" Many times people will open up and spill the beans. One applicant told me, "I really don't get along with people so I keep to myself and really focus on my job." This told me she was not a fit for our facility if she couldn't get along with people. Other questions I ask are: "Why should I hire you?" and "What experience do you have that will make you a great candidate for this position?" Many times people apply to every job available not knowing what they are even applying for. Q: What are some common mistakes to avoid during the hiring process? Mr. Brock: Not doing your homework on a candidate by calling past employ- ers and doing background checks. Also be thorough in the time you spend with the candidates and get all the information you need. At times you should have certain physicians sit in on the interviews depend- ing on what position you are hiring for. Ms. Young: Never ask a person if they are married, how old they are or if they have children. If you do not hire them you could face possible charges for equal opportunity discrimination. Ms. Colen: First and foremost, do not rush to hire just to fill the position. Too often the urgency to fill the position obscures our better judgment. Hiring the wrong person for the job results in a lot of wasted time and energy on your and everyone's part. Finding the right person is much more important in the long run. Another mistake to avoid is not checking references and verifying how they know the applicant. Always get the applicant's permission to check references and speak to them directly. Finally, not evaluating the applicant's skills and abilities to do the job is a mistake. Depending on the responsibilities of the position, this may require having them demonstrate to you how they perform. If you are hiring a coder, give the person several operative reports to code. If you are hiring a sterile processing department person you may want them to come in to speak with the SPD staff about technique. n