Selection Process Interview

Selection Process Interview

Description

The interview session will identify the most suitable candidates for the prior authorization nurse job. An ideal interview session should last for an average of thirty minutes per candidate to offer the interviewer and the interviewee ideal chances of getting to know each other and guiding the decision-making process (Stone, Cox, & Gavin, 2020). The interview session will take place in the human resource office breakout area to minimize any form of interference and to keep the process within the organization’s premises. All interview sessions will take place between 8:30 am to 1:30 am. The oral interview will focus on the behavioral and situational aspects of the prospective candidates. The candidates will be asked to describe in detail how they have dealt with certain situations in the past to gauge how they will deal with similar situations. Our assignment writing help is at affordable prices to students of all academic levels and academic disciplines.

Case interviews will also be issues to determine how the candidates will be dealing with specific problems and gauge their leadership, teamwork, and decisiveness capabilities at their workplaces (Azizi et al., 2021). Each interviewee will face a panel of different interviewers asking specific questions that will help determine their ability to offer solutions to specified problems. The lead human resource manager and other interviewers from the HR department will be among the panelists, asking questions to determine the interviewees’ soft skills. The selection process is essential because it will be based on the ability of the interviewee to demonstrate an optimal understanding of the duties, possession of ideal soft skills, and the commitment to serve as a skilled prior authorization nurse.

Testing Option

The selection process will rely on the job knowledge test when settling on the ideal candidate for the prior authorization nurse job. The job knowledge testing option is ideal for the task as it will enable the selection panel to measure the candidates’ ability to deliver the required services in the organization. Besides, the job knowledge testing option is ideal in the selection process in the healthcare sector as it sets the foundation for better service delivery (Boon, Den Hartog, & Lepak, 2019). The test also allows the interviewing panel to evaluate the candidate’s knowledge of terminology, techniques, and skillset relating to the prior authorization nurse job. Besides, the job knowledge test option allows the hiring managers to ensure that they hire candidates familiar with the role and can complete prior authorization nursing duties with ease.

The job knowledge testing option is also suitable for selecting a diverse array of employees as it primarily focuses on the skills one has in handling specific tasks. For instance, the nursing profession requires unique skills and personality traits. Optimal satisfaction at healthcare centers requires the nurses to have the requisite skills to enable the employees to deliver the required duties (Furtado et al., 2022). Besides, the job knowledge test option is an ideal predictor of training success ad job performance in different openings as it primarily focuses on the skill and the knowledge one has in a given organizational department. The nursing department requires competent employees who have adequate knowledge and skillsets to offer quality services to the patients for the desired patient outcomes. Using the job-specific knowledge tests is more effective in selecting a wide array of employees than the generalized job knowledge tests. The choice of job knowledge test will be ideal for the prior authorization nurse position as it falls under the complex category of jobs.

Situational Interview Questions

Describe a situation in which you assisted UR and IP nurses in authorizing specific medications, treatments, and minor surgeries in the absence of the UR nurse. Were you satisfied with the patient outcomes from your assistance? Elaborate.

Provide an example of your experience dealing with an emergency case in reviewing urgent medical records and documents and developing a filing system to enable ease of access and sharing across the department on request.

Explain one scenario where you applied your nursing capacity to further review the non-urgent requests and identify the decision you took to communicate such urgency to the UR and IP nurses.

Briefly explain a situation where you directly provided training and development support to users on services and benefits utilization and related processes.

Behavioral Interview Sessions

Organizations often encounter a few incidences of conflicts between employees. Describe a situation in which you had a conflict with your colleague and explain how you solved it. Were you satisfied with the outcome? Elaborate.

What are some of the necessary characteristics you have established to define and build a strong team as a prior authorization nurse?

Briefly describe a change management exercise that you have been part of and state the lessons you had from the experience.

Provide an example of a scenario where you set expectations and monitored the performance of your performance in line with your organization’s culture and work ethic.

References

Azizi, M. R., Atlasi, R., Ziapour, A., Abbas, J., & Naemi, R. (2021). Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), e07233.

Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management, 45(6), 2498-2537.

Furtado, K., Lopes, T., Afonso, A., Infante, P., Voorham, J., & Lopes, M. (2022). Content Validity and Reliability of the Pressure Ulcer Knowledge Test and the Knowledge Level of Portuguese Nurses at Long-Term Care Units: A Cross-Sectional Survey. Journal of Clinical Medicine, 11(3), 583.

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

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Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization.

Selection Process Interview

For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):
• A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
• At least one testing option to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees.
• A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.)
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.