1. Portfolio due 2. Cover letter and Application Letter , 2 different letters. 3. CV (Curriculum Vitae)
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Use the interview process to evaluate
potential employment opportunities.
Prepare an effective “Resume & Nursing
Summarize the employment process.
◦ The choice of the first nursing position deserves study.
◦ Consult an instructor, a job counselor, or a trusted
nursing mentor for objective input.
◦ Review general interests, abilities, and strengths.
◦ Consider physical and emotional stamina.
◦ Consider energy level and responsibilities to others.
◦ Consider long-term goals.
◦ Manifest a philosophy of clinical care, emphasizing
quality, safety, interdisciplinary collaboration, continuity
of care, and professional accountability.
◦ Recognize the value of nurses’ expertise as it relates to
clinical care quality and patient outcomes.
◦ Promote executive level nursing leadership.
◦ Empower nurses’ participation in clinical decision making
and organization of clinical care systems.
◦ Demonstrate professional development support for
◦ Maintain clinical advancement programs that are based on
education, certification, and advanced preparation.
◦ Create collaborative relationships among members of the
health care team.
◦ Apply technologic advances in clinical care and
◦ Research potential employers by networking at school,
community sites, and student nurse organizations.
◦ Explore websites of health care facilities; many have jobs
posted and provide on-line applications.
◦ Question faculty, other nurses, employees, former
employees, and alumni of one’s own school.
◦ Talk with nurses and other employees of potential
◦ Review employment sections of newspapers, job fairs, and
◦ Listen to family members, neighbors, and friends who
have been patients in facilities.
◦ Provides an opportunity to sell oneself and make the recruiter
look forward to meeting an attractive candidate
◦ Reflects the nurse’s own style of writing—not copied from a
◦ Should be a clean, direct, and perfect letter on a single page
of heavyweight bond paper
◦ Addressed to a specific person
◦ Single-spaced and three to four paragraphs, skipping a line
Paragraph One: statement of purpose
Paragraph Two: emphasizes writer’s suitability
Paragraph Three: requests an interview appointment and
gives a range of dates
◦ Follow up by telephone 1 week later to make sure the letter
was received. Be very courteous.
◦ Should compress education and employment history into an
attractive, easy-to-read summary
◦ Three essential sections
Work experience and employment history
◦ Optional information may include professional objectives,
honors, achievements, and professional organization
◦ References do not need to be included but should be
prepared and ready for presentation when requested.
◦ Produce the résumé neatly and inexpensively.
Allows nurse to showcase credentials
Provides concrete examples of professional competence
◦ Supervisor evaluations from nonnursing positions
◦ Clinical evaluations
◦ Papers and other student projects
◦ Letters of recommendation
◦ Honors, awards
◦ Evidence of professional community activities
Be informed of available positions and minimum
Apply for available position for which he or she is
Be seriously and fairly considered.
Have an interview and be shown a job description.
Be informed of the benefits package.
See the nursing unit, and meet the manager if one
is being seriously considered.
Be made aware of the orientation program.
Be given an expected time when a decision will be
◦ Business-style clothing: neat dress, suit, or pant suit for
women; tie and suit or sport coat for men
◦ Jeans and clothes that are too tight, short, or trendy are
◦ Facial makeup should be light; avoid fragrances.
◦ Avoid large, distracting jewelry.
Arrive on time.
Bring a résumé even if one has already been submitted.
What positions interest you?
Tell me about your work history.
How did you choose to apply for a job here?
Do you want a full-time or a part-time position, and what
shift are you looking for?
What are your strengths and weaknesses?
What would you do if…?
Why should we hire you?
What questions do you have?
• The recruiter should inform applicants of basic
human resource policies regarding job descriptions,
compensation, benefits, and staff development.
• Examples of appropriate questions to ask:
May I see the job description?
How many patients are on the unit?
How many patients will I be responsible for?
How long is the orientation program?
How will my performance be evaluated?
What will my salary be?
What other benefits are there?
What type of nursing is practiced (e.g., team, primary)?
What will my schedule or shift be?
Assess the climate of the work environment.
◦ Is a tone of respect and pride used by the organization?
◦ In the hallways, do people acknowledge each other?
◦ Read in-house publications that are available to you.
Ask for a tour:
◦ Ask to meet the person who will be the immediate
◦ Pay attention to the pace, staff interactions, and morale.
◦ Is the manager accessible to the staff?
◦ How do people seem to be getting along?
◦ Note bulletin boards and public displays of staff
◦ Opportunities for the applicant to meet with the staff may
Assessment tool for decision making
◦ Standards of nursing practice are evident and are
integral to patient care.
◦ Nurse-patient ratio is adequate and is adjusted for
◦ Orientation is structured, individualized, and adequate
for new graduates.
◦ Opportunities for horizontal transfer and advancement
◦ Salary is competitive and reasonable.
◦ Benefits are competitive.
◦ Continuing education is available.
◦ A nurse administrator is responsible for delivery of
◦ Send a thank-you letter to the recruiter after the interview.
Reminder of the applicant’s interest in receiving a
◦ Avoid impulse decisions.
Do not feel pressured to accept a position while still
Offer to telephone the recruiter with an answer within
an agreed-upon time.
Compare other job offers.
◦ Weigh options:
Does the position match the nurse’s qualifications?
What are the actual responsibilities of the job?
Does the position lead the nurse in the direction of
projected career goals?
How will the work be compensated?
◦ Meets the minimum requirements for the position?
◦ Suitable for contributing to the mission of the health care
◦ Any evidence that the nurse is impaired in terms of
providing safe nursing care
Incompetence or unprofessional conduct
Unreliability in attendance
Validate applications: Work history and references will be
checked to ensure accuracy.
Preemployment physical examination
◦ Done at the employer’s expense
◦ Assures protection for patients
◦ Assures that the person can carry out the necessary
physical responsibilities of the job
◦ Even after a job offer is made, start dates might be
contingent on final screenings, reference checks, and
Preemployment skills testing: varies but may include a
pharmacology test and clinical skills test
◦ Once the applicant has been selected, the agency has
committed to costly training and orientation.
◦ A thorough selection process indicates a desirable
employer for a committed professional.
When the job applicant is asked to identify
weaknesses, one appropriate reply for the
novice nurse might be:
A. “I have no weaknesses.”
B. “Are you trying to set me up?”
C. “Delegating to peers.”
D. “Caring requires weakness.”
When preparing a portfolio, the nurse should
include (Select all that apply.)
A. copies of diplomas awarded by
B. copies of college transcripts.
C. a personal photograph, if not included with the
D. letters of recognition for scoring high on
national achievement tests while in nursing school.
E. a copy of her voter’s registration card.
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