AGENDA- Learning Collaborative Session 6February 8, 3:00-4:30pm (EST)

Health Center Highlights- 1min each What is your #1 priority this month and/or what is your #1 accomplishment since we last

met?

Interview and Selection Process- Pre/Post Interview: Selection Committee Responsibilities, Coordinating

Schedules, Ranking (Scoring Grid)- Training Interviewers

Curriculum Organizing your curriculum into a schedule

Action Period Items Progress Checklist Outline for Interview Process

Next Session:March 8th

Evaluation of the Learner

Health Center Highlights- 1min eachWhat is your #1 priority this month and/or what is your #1

accomplishment since we last met?

Interviewing and Selection Process

• Recruitment efforts: residency advertisement, residency application

and website content

• Update website to include the interview process for candidates.

Include:• Link to the online application• Application deadline• Application requirements• Number of slots available• Salary and benefits, employment

commitment post residency?• Interview dates scheduled

Interviewing and Selection Process

• Create a Selection committee- who should be on the committee? What are the responsibilities of the selection committee?

• Review application material, rank applicants for invitations to interview, conduct interviews, rank for offers

Logistics: How many applicants will you invite to interview? How many interview days will you provide? Reserve rooms for interviews Confirm video conferencing capabilities Select interviewers, Block schedules (clinical and nonclinical) Develop interviewer, interviewee and master schedules. Communication with interviewees (travel plans, interview agenda)

Interviewing and Selection Process

Interview day: Organizational presentation Residency presentation Site tour Prepare informational packets Interview agenda Names badges Photographs Refreshments • Interviewing tools (Candidate tracking sheet, scoring

grid, interview schedules) • Sample NP resident contract

Interviewing and Selection Tools

• Candidate application tracking sheet

• Application Scoring Grid- ranking for invites

• Scheduling Grid

• Master interview Schedule

• Interviewer Schedule

• Interviewee schedule

• Candidate feedback form for Interviewers • Criteria Sheet and ranking for offers

Candidate application tracking sheet

Application Scoring Grid

Master Interview Schedule

Interview Schedules

Final ranking for offers

NEXT STEPS:

How and when to communicate offers?

Develop NP residency contract

Track incoming resident credentialing, licensure certification status

Behavioral Interviewing:Successful Trainee

Selection

Overview and Learning Objectives

• Understand the characteristics of behavioral interviewing• Learn the benefits of structured, behavioral interviews• Know the strengths and weaknesses of behavioral interviewing• Learn the characteristics of a STAR interview• Learn how to create a structured interview, including writing

interview question• Understand how to evaluate a candidate’s responses using SAR

approach

Why do we have interviews? Past behavior is best indicator of future behavior.What is the purpose of interviewing candidates for a training program? Find candidates who seem like a good fit for the program and for the organization.Is conducting an interview for training program different from conducting a “regular” job interview?The goal is to identify candidates with “growth” potential.

Interviewing to Select Trainees

Structured interview with predetermined questionsAssumption: past behavior is best indicator of future behaviorJob of interviewer: surface behavioral patterns so you can determine is the candidate is a good fitAsk a candidate to describe, specific details with concrete examples from their life, how they’ve demonstrated the specific knowledge, attitudes, skills required

What Is Behavioral Interviewing?

Behavioral Successful:Traditional Successful:

55%10%

Situation: Open with a brief description / context of the “Situation” -- instruct candidate to give who, what, where, when howTask: Specific challenges/constraints Action: Specific actions – to score the interview identify desirable traitsResult: What did the person accomplish?

Resources: https://www.youtube.com/watch?v=jXLD_nsloSUhttp://smallbusinessbc.ca/article/how-conduct-effective-behavioral-interviews/

STAR Interview

1. Identify the skills and experiences required for success2. Use that list to develop the questions3. Use SAR approach to carefully evaluate answers, looking

for concrete details and a disciplined, professional approach

• What was the Situation the candidate faced?• What Actions did the candidate take?• What Result came about because of the

candidate’s actions?

3 Steps to Create and Conduct an Effective Behavioral Interview

Designing Behavioral Interview Questions• Address unique characteristics of your program –

Reflect mission / mission

• Anchor questions in job description

• Desirable characteristics of trainee• Describe ‘perfect candidate’• Identify specific qualities of perfect candidate

• Create open-ended questions

• Role play

• Communication• Team oriented• Problem solving• Initiative/leadership• Interpersonal skills• Working in challenging circumstances/ under

stress/pressure

Common Behavior-Based Question Categories:

Describe a situation… Tell me about a time…Tell me about a situation… (not “woulda, shoulda, coulda”)

“Describe …• a project or idea (not necessarily your own) that was

implemented primarily because of your efforts• an example of how you managed conflicting demands on your

time• how you handle pressure / stress”

Sample Questions:

Describe a situation… Tell me about a time…Tell me about a situation… How DID you handle it (not “woulda, shoulda, coulda”)

“Tell me about• a time when you motivated others• a time when you had to give someone bad news• a time when you missed an obvious symptom, diagnosis or

treatment• your proudest accomplishment”

Sample Questions:

Original: Tell me about a time when you adapted to a difficult situation and how you did it.Better: Tell me about a time when you faced a difficult situation?

Original: Tell me about a time when you had to successfully balance competing prioritiesBetter: Tell me about a time when you faced competing priorities?

Original: Tell me about a time when you were bored on the job and what you did to make the job more interesting.Better: Tell me about a time when you were bored on the job?

Original: Tell me about a time when you successfully persuaded someone to see things your way.Better: Tell me about a time when people didn’t see things your way?

Open-Ended or Non-Directive Questions:

Q CategoriesCommunication

Team oriented

Problem solving

Initiative/leadership

Interpersonal skill

Working in challenging circumstances/ under stress/pressure

Relating Question Categories to Desired Trainee KSA’sKSA’s

Patient Care – compassionate and effective care: screening, DX assess, procedures etc.

Knowledge for Practice – investigatory and analytic approach, bio-psycho-social scientific principles, epidemiology, etc.

Practice-Based Learning – self assessment, professional development

Interpersonal and Communication Skills – with colleagues, patients, other professionals, medical records, difficult conversations, etc.

Q CategoriesCommunication

Team oriented

Problem solving

Initiative/leadership

Interpersonal skill

Working in challenging circumstances/ under stress/pressure

Relating Question Categories to Desired Trainee KSA’sKSA’s

Professionalism – compassion, integrity, respect, respond to patients needs, etc.

System-based Practice – work effectively in various healthcare delivery systems, coordinate patient care within the system, etc.

Inter-Professional Collaboration – work with other health care professionals, understand different roles, etc.

Personal and Professional Development – Healthy coping strategies, managing conflict between personal and professional, etc.

Anchors for Interviewing Excellence

Structured, Anchored in MissionBehavior-Based Approach

Open-Ended QDeep Listening

Contact info:

Candice S. Rettie, PhDExecutive Director

Candice.rettie@nppostgradtraining.comOffice: 202-780-9651Twitter: @nppostgrad

www.nppostgradtraining.com

Questions/Wrap-Up

Action Items: Progress Checklist (make sure both tabs are

complete) Outline for Interview Process Complete the Didactic Planning Exercise Bi-Weekly Mentor Calls Use the discussion board!