Hiring Interview

Interview with Bailee Thackeray, Supervisor at UVU Dining Services.

  1. What do you look for in a resume- to decide whether you will interview that person or not? I look for job experience, skills related to the job, and if their schedule will fit the needs of the job. I also look to see if the resume is well formatted and without errors.
  2. What are the top 3 character traits you look for in future employees? I look for people who are trustworthy, dependable, and motivated. 
  3. What is the hardest part of the hiring process for you, and why? The hardest part of the process for me is weeding through candidates to find people who I actually want to interview. 
  4. Do you prefer one on one interviews or group interviews? I’ve only ever done one-on-one interviews. I’ve thought of having other employees meet and talk with the interviewees but have never actually tried it.
  5. Do you have key phrases that you look for in letters of recommendation? I don’t receive a lot of recommendation letters, but when I do I like to see that the person is trustworthy and dependable.
  6. What are some red flags you watch for while conducting interviews with possible employees? I watch to see if people are late to the interview. People need to be punctual with this job and being late is not acceptable. Many of the people that apply for these jobs are international students and English is their second language. I watch to see if customers and coworkers will be able to communicate well with them. 
  7. Do you use the same type of questions with every candidate, or are the questions led by their answers? I usually ask the person to tell me a little bit about themselves at the beginning. I’ll usually ask them about how they would handle a difficult customer or coworker. Sometimes I ask about why they want this job.
  8. What prejudices do you have that make it harder to be fair to all the candidates? How do you avoid letting this impact your decision? Ageism is something that I have to watch for. Younger students that are more familiar with technology do better at learning and running the register based on my past experience. I try to avoid this prejudice by being objective about their resume and interview and recognizing that I have this prejudice. Age is not an appropriate reason to not hire someone.
  9. How do you feel about hiring friends or family? I have hired friends and family members but they were employees already working in other departments. I would hire them as new employees only if they were the most qualified person for the job out of everyone I interviewed.
  10. Do you like when candidates bring portfolios? Why or why not? I don’t think that it is necessary because this job isn’t that specialized. I do like when people bring a copy of their resume though. I can read over the application material prior to the interview and take notes. 
  11. Do you approach interviews for different positions in a different way? Can you give an example? Like I mentioned before, the jobs I hire for are not very specialized. Many of the employees cross train to different positions very quickly. When interviewing international students I have to ensure that they have a work permit already. If I am hiring a driver I have to make sure that they have a current and valid driver’s license. 

Response:

I thought that conducting this interview was very beneficial. Even though I interviewed someone who hires college students, it was still nice to see good qualities in employees. I think that hiring people with a good work ethic is a must in all positions. I thought it was interesting to hear about how interviews outside of healthcare are performed. It was also interesting to hear about someone else’s prejudices and how they overcome them when hiring.

Introduction

My name is Tara Taylor. I am originally from Alamosa, Colorado and currently live in Utah. I have been married to my husband for a little over three years. I am working as a nurse at the LDS Hospital ICU. I’ve worked there for two years and have been a charge nurse for a year. My long term goal is to become a CRNA and work in a rural community.

The purpose of this journal is to serve as a space where I can reflect on my weekly course work. These posts will allow me to critically think about the concepts that are introduced every week. I will be able to access these posts even after I have completed this course in order to better understand the leadership

Week 12 Reflective Journal

This week in class we discussed managing change. I enjoyed learning about strategies to help survive and plan for change in the unit. I liked that the presentation included examples of good reasons for change: problem solving, increasing efficiency, and reducing workload. I’ll remember to base any change off of these 3 examples to tell if the change is really necessary. We also had the power assignment this week. This assignment was based off of an article that compared leadership skill ratings between men and women on a survey. The group got to recreate the survey with our own population and compare it to the study through a video. I thought that this was a good team collaboration assignment and enjoyed seeing the results. 

Week 13 Reflective Journal

This week in class we discussed strategic planning and health policy. I was not familiar with either of these subjects prior to this week. I thought that this information was very beneficial in teaching nurses in leadership positions how to plan for the future, even though there are many changes that can occur. I thought that thinking of courses and programs to add to the UVU Nursing Program were great ways to apply some of the concepts we learned. If I’m ever in a leadership position, I will use the information from this week to plan ahead for the benefit of the employees and patients while still being able to adjust the plan for future changes. 

Week 10 Reflective Journal

This week we discussed staffing and career development. I felt like I was already pretty familiar with career development, but staffing was a new subject for me. I thought that the staffing assignment gave the group a good opportunity to practice their staffing skills and apply concepts from the lecture. If I ever become a manager, I will use the information and concepts about staffing in creating the schedule for employees. I feel like I have a better handle on staffing and that I have a foundation that I could apply if I needed to. 

Week 9 Reflective Journal

This week we focused on The Future of Nursing. I was not familiar with this group prior to the lecture this week. I think that the group has set good goals that nurses should be supporting and be involved in. The top six topics addressed in this report are improving access to care, fostering interprofesisonal collaboration, promoting nursing leadership, transforming nursing education, increasing diversity in nursing, and collecting workforce data. I think that the nursing career would be very different if the guidelines in this report were implemented nation-wide. I will try to implement this information into my own nursing career and encourage others in my unit to do the same. 

Week 8 Reflective Journal

This week we focused on budgeting. Before the assignments and lectures, I was not very familiar with budgeting for a business. I have had experience budgeting for myself and my family before but that is basically my only experience. I thought that the information shared in the lecture and the discussion was very educational. This information helped me feel confident that if I was put in the budgeting situation at work, I would be able to contribute. I need more experience, but I feel like I am at a good starting point. 

Week 7 Reflective Journal

This week we discussed organization structures and leadership differences between men and women. I enjoyed discussing the differences between men and women this week. Before I began the assignment I thought that the discussion would involve a lot of bias and stereotypes but it turned out to be beneficial. People in the discussion shared good thoughts and ideas on the subject. In my opinion, men and women have different strengths in leadership roles. Both men and women can be great leaders though. This assignment didn’t change my thoughts on men and women in leadership roles but it allowed me to do some serious reflection. If I’m ever in a hiring position, I will know that both men and women can be awesome leaders but that they will probably lead differently. 

Week 6 Reflective Journal

This week we discussed the role of a nurse leader in an ethical situation. I especially enjoyed the ethical discussion about the patient on dialysis. I thought that it was a great case study and that it let the group a possible situation. I was glad that I was able to find similar clinical situations and read about how this problem was handled. If an ethical dilemma every did arise I’m glad that I’m now able to research about it and make clinical decisions based off of that information. We also watched My Sister’s Keeper. This movie did a great job of portraying another possible unethical situation. Reflecting on this movie helped me understand the importance of dealing with unethical situations before they get out of control. This week helped me know what resources are available to me and the basic actions to take in the event of an unethical situation. 

Reflective Journal Week 5

This week we discussed how to do performance appraisals and deal with problem employees. I learned that it’s important to remain consistent and unbiased with doing performance appraisals. Performance appraisals are a good time to meet with employees and discuss how they are doing with and feeling about the job. It’s also a good time to discuss concerns. Setting goals is also a big part of performance appraisals. Dealing with problem employees can be difficult, but what I learned this week is that it’s important to be understanding of all employees. Sometimes just talking to an employee and asking them what’s going on is the best way to find the root of the problem. Documenting when you talk to the employee and what you talk about is needed to show a trail in case the employee has to be fired. I think that this information will be useful if I’m ever in a leadership position and in charge of other employees. I’ll have a foundation on how to do appraisals and deal with difficult employees.