Tag : job satisfaction

You can’t “redo” an interview. Tips to get your interview right the first time

 

There are good interviews and there are great interviews.  Simply showing up on time and rehashing your resume does not constitute a good interview, much less a great one.

 

But before I can teach you how to ace your next interview let’s first be clear about the purpose of an interview.  In today’s healthcare market employers are looking for more than just the right skill set, they want the right fit.  The interview is the best method an employer has to get a glimpse into WHO you are and what you are like as a person. Interviews are an opportunity for an employer to see firsthand how you think and how you organize your thoughts and to determine whether or not you will be a good fit with the culture of their organization. 

 

I just recently sat through a round of several interviews and while the candidates said all the right things many of them still didn’t make the right impression.  I realized that even though they all were bright talented clinicians they made some errors that undermined their skills and left a poor impression.

 

These easily avoidable errors fall into the following categories.  

 

Articulation and detail: Employers appreciate that when you are asked a direct question you provide a direct answer.  Simply asserting that you are organized, flexible or caring doesn’t set you apart or make it true.  In fact, it sounds as if you are pandering and just telling your interviewer what they want to hear.  For example, many candidates dance around questions relating to conflict, leadership and teamwork with indirect answers that seem to show they understand the concepts but in the end don’t really provide a satisfactory answer to the question. What your interviewer really wants to hear from you are examples of how you have demonstrated leadership, solved a problem or worked on a team.  When you relate a real life story it also has the added benefit of humanizing you and makes you sound more natural and authentic than simply reciting some well-rehearsed talking points.   And if you really want to impress your interviewer, make sure that the example you provide is pertinent to the position you are seeking.  This will also help your interviewer to actually envision you in the position.  

 

Planning: Expect the expected.  During your interview you will inevitably be asked classic interview questions such as “where do you see yourself in 5 years?” or “what are your strengths and weaknesses?”  There is truly no good excuse for job seekers who stumble and stammer when asked “what makes you the right NP or PA for this position?”  If any of these questions ever catch you off guard during an interview the employer will assume that there has been a lack of thought and preparation on your part. Seriously, these are Interview 101 questions that employers have asked applicants since the beginning of time.  Why would anyone want to hire a clinician who failed to see the foreseeable?   

 

Self-awareness:    If you know you have performance anxiety then why didn’t you take steps to address the problem?  Some nervousness is understandable but it’s almost painful to conduct an interview when a candidate has let their nerves get the best of them.  It important that you be perceived as poised and confident, not remembered for how stressed out you were during the interview.  Strategies such as staying away from caffeine, doing some relaxation techniques and arriving early are helpful but if you really want to lick your stage fright then you need to do what performers do before a big show – practice. Find a friend to do a mock interview with you, and then rehearse over and over until your butterflies are gone.     

 

Body Language: Great candidates are also in control of their non-verbal communication.  Be the first to extend your hand, because the person who initiates the handshake is perceived as the most confident.  Good eye contact is a must.  Find something to do with your hands during the interview if you tend to be fidgety.  It can be really distracting when candidates click a pen or touch their hair repeatedly.  And, you know, like, watch the, umm, annoying verbal fillers too.  

 

Social skills: Yes, it IS possible for you to talk too much in your interview.  One of the biggest complaints I hear from hiring managers is that the candidate “hi-jacked” and took over the interview.  Let the interviewer set the agenda and the pace. The best candidates understand that interviews also involve listening.  Employers want to share information about their organization and their open position.  Your job is to be engaged, don’t interrupt, and listen politely.  When it is your turn to speak, take a second or two to gather your thoughts before you begin.  No one will notice and you will sound smarter.  

 

Manners: Interviewers also appreciate when you save your questions until the end. This is especially true if the interview is highly structured. It can be difficult for the interviewer to stay on track and organized if a candidate is repeatedly interjecting with questions.  And please, always have some questions prepared.  There is nothing that makes you look more disinterested to an interviewer than when you have no questions.  

 

Attitude: There is a saying that people may not remember what you said but they will always remember how you made them feel.  People are drawn to people who have a good attitude and a positive outlook.  Complaining is a red flag, so you should always speak favorably about your previous experiences and former colleagues and leave out the negatives.  And smile.  Your behavior during an interview is a proxy indicator to an employer of how you might behave when you are with a patient. 

 

Now go rock your next interview! 

Stress is Contagious all Year Round

 

Have you heard about “secondhand stress”?  Turns out that stress may be transmitted from one person to another as easily as germs.  Dr. Amit Sood, who is an expert on stress at the Mayo Clinic, recently told the Star Tribune that “Stress travels in social networks,” and “It is highly, highly contagious.”

 

No surprise to any of us who have experienced stress in the workplace.  All it takes is one chronically anxious or irritable co-worker to start the wheels in motion and next thing you know the whole atmosphere at work has become toxic.  Early symptoms include decreased productivity, lack of morale and general mistrust.  Eventually, if not treated will result in chaos, back-stabbing and rapid staff turnover. 

 

No one wants to work in a toxic workplace.  The problem is that like many disorders, the condition is not always apparent to the casual observer.  And some organizations have become quite skilled in hiding their dysfunction. 

 

Since there is no known vaccine to prevent secondhand stress the best defense is primary prevention. In other words, you should avoid contact with the afflicted. 

If you are searching for a new Nurse Practitioner job,
the following suggestions will help you identify a potentially troubled workplace so that you do not fall victim to secondhand stress.     

Ask questions  

 

What happened to the person who was in the job before?  Why did they leave?  If your interviewer is hesitant or stumbles over their answer this could signal a problem.  Be especially alert for signs that the previous employee left suddenly or unexpectedly for reasons other than personal illness. 

 

Are there any other new staff?  If there seems to be an awful lot of new employees it could mean the organization or clinic has recently had a mass exodus.  If that is the case then you need to know why all those folks left.  

 

How long has the clinic manager been in their position? If there is new management, it could mean the organization is currently undergoing big changes and staff is still adjusting.  Some changes might be good ones, but change is still stressful.   

 

How long has the position been open?  Some jobs are open a long time for a perfectly good reason, but it could also mean no one wants the job. 

 

Do some cyber-snooping

Google the organization.  Many healthcare websites have ratings and allow comments.  Disgruntled patients can be a sign of an unhealthy environment.  Facebook and twitter might also give you a snapshot of what employees and patients are saying about the hospital or clinic.  Granted there will always be a one or two complainers but if you see a pattern then you should start to wonder what is going on. 

See for yourself

 

If you still have that nagging feeling that something doesn’t seem quite right you might consider asking for a “Shadow day”.  It’s easy for an employer to put on a good face or talk a good game during an interview.   Spending a half or whole day shadowing is a great way to get a feel for an organization.  Stress is hard to hide.  According to the article, the source of the stress can be compared to a vibrating tuning fork that causes everything close to it to vibrate as well.  Trust me, it won’t take you long to pick up on vibrations. 

Not sure? Shadowing might be the solution.

Have you received a job offer but you just aren’t sure if you are ready to accept?

You may have left the interview feeling a little rushed, and that your questions were not fully answered. This is not unusual.

Receiving an NP or PA job offer is a bit like receiving a marriage proposal. It’s very flattering to know that you are wanted. But sometimes you can find yourself so overwhelmed by the notion that someone truly desires you that you don’t consider whether or not the feeling is mutual.

Starting a new job is not unlike a marriage, it is big commitment and shouldn’t be left to one’s emotions, because once done, it’s not easy to undo. It’s one of life’s little ironies (or jokes) that getting out of a bad relationship can be much more complicated than entering into one.  (We will leave the topic of how to gracefully “divorce” a job for another blog!)

So for those of you entertaining an offer but still feeling unsure I recommend you consider a longer engagement. Before you think I have completely gone off the rails let me explain.

Ask for a “shadow” day. This has become more and more common in recent years. Requesting to spend a shift or two with one of their current providers, “shadowing” is a good way for both parties to get to know each other better.

As a clinician, you will get a clearer idea of not only the job duties and patient flow but also the personality of the practice. Remember, an interview lasts usually no more than an hour and everyone is on their best behavior. It’s a little harder to hide dysfunction for an entire day. If there is an undercurrent of tension or disorganization you are going to pick up on it.

So what’s in it for the employer? A good fit, that’s what employers get out of the shadow. Employers are just as eager to find an employee who fits in with their practice culture as you are to find a practice that fits you. A happy employee is a long term employee. As I have said many times before, clinicians rarely leave jobs where they are happy even if they can make better money elsewhere. Great pay and benefits aren’t enough for happiness.

Now that I think about it, that is the case for many marriages as well…

From a blog originally published on Advance for NPs and PAs

Can’t we all just get along?

They say nursing “eats it’s own”. I had this recurring fantasy that when I became an NP that something would change, unfortunately this hasn’t been the case for me or many other Advanced Practice Nurses.

I have been receiving several letters lately from APRN’s all over the country expressing their frustration with their RN peers. They recount stories of the RN’s behaving like “tyrants” towards them. They accuse them of nitpicking, refusing to help and generally making the NP’s work life miserable. In some cases they tell me, RN’s are even assigned to supervise the NP’s. (This is a situation that seems wildly inappropriate at best, and downright dangerous at it’s worst.) The nurse practitioners attribute the RN’s behavior to “professional jealousy”.

Now I know there are 2 sides to every story and I am sure the nurses have their tale to tell as well. But unfortunately I too have observed and experienced some of this behavior firsthand. A few years ago I was working an assignment in which the RN’s refused to do vitals on my patients when they roomed them. Why? “Because you are a nurse” was the response. I shrugged it off because I personally liked these nurses but I must admit it really grated on me professionally.

This is a sad and disappointing side to our profession. When I teach new nursing students it’s one of the first things they ask me about in class. What does this say about us? In my years working as a recruiter I can tell you that it’s not money that leads many NP”s to search for a new job. Most Nurse Practitioners quit because they are unhappy and frustrated with their current work environment.

I’m throwing this one out to you for discussion. Do you have a story like this to tell? What have you done to resolve the problem? If you are a Physician Assistant does this happen to you as well or is this strictly a “nursing” problem? Leave me a comment.