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Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. The facts of the history should be presented while maintaining the confidentiality of those involved.
2. The history should briefly be mentioned as “some minor problems with staffing.”
3. The history should not be mentioned.
4. The recruiters should focus on the positive work environment of the rest of the facility.
5. Steps being taken to correct problems on the unit should be outlined and explained.
Correct Answer: 1,5
Rationale 1: The facts should be presented honestly and as completely as possible without breaching
confidentiality.
Rationale 2: Unrest and employee turnover cannot honestly be categorized as minor problems with staffing.
Rationale 3: It would not be fair to hire a nurse into this unit without providing some history.
Rationale 4: Focusing on the rest of the facility is not a fair representation of the work environment a nurse could
expect on this unit.
Rationale 5: Candidates should be made aware of the problems and what is being done to correct them.
Global Rationale:
Cognitive Level: Analyzing
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Implementation
Learning Outcome: 15-1: Describe how to recruit applicants.
Question 24
Type: MCSA
An emergency department (ED) manager interviews and hires a candidate who reports having several years of ED
experience. Soon after hire, the nurse makes a series of errors and harms several clients. When investigating these
errors, the nurse manager discovers the nurse falsified his experience and credentials. Is the hospital liable for this
nurse’s actions?
1. Yes, the hospital could be liable for negligent hiring if credentials were not checked.
Sullivan, Effective Leadership and Management, 8/e Test Bank
2. Yes, the hospital could be liable but only if it did not properly train the nurse.
3. No, the nurse is liable because information about experience was falsified in the interview.
4. Yes, the hospital is liable for all errors committed by nursing staff.
Rationale 2: The candidate will probably perform the job to some degree but likely does not have sufficient
nursing experience to do the job well.
Rationale 3: The candidate will apply his or her previous work experience because it brings knowledge to the job.
Rationale 4: How long a candidate will retain a position is uncertain, no matter what his or her qualifications and
past work experience.
Global Rationale:
Cognitive Level: Analyzing
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Evaluation
Learning Outcome: 15-5: Determine how to make a hiring decision.
Question 26
Type: MCMA
A nursing applicant is scheduled for an interview with the nurse manager. Prior to the day of the interview, the
human resources (HR) department reports that the applicant’s references would not recommend her for hire. How
should the nurse manager proceed?
Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. Have HR call the applicant and cancel the interview.
2. Call the applicant, tell her that the references were poor, and cancel the interview.
3. Conduct the interview without telling the applicant that the references were poor.
4. Conduct the interview and tell the applicant that the references were poor.
5. Conduct the interview and see if the applicant spontaneously explains why the references might be poor.
Rationale 4: The applicant should not be told the references were poor.
Rationale 5: The applicant may explain situations that could have resulted in poor references.
Global Rationale:
Cognitive Level: Applying
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Implementation
Learning Outcome: 15-2: Discuss how to select candidates.
Question 27
Type: MCMA
A nurse manager and a human resources (HR) manager are developing an interview guide for registered nurse
positions in critical care units. How should this document be structured?
Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. The questions should be specific to the registered nurse position.
2. Questions should be general enough that they will guide the interview for any critical care unit.
3. Sufficient room should be allowed between the questions so that notes on the interview can be written directly
on the guide.
4. Questions should require independent answers and should not be leading.
5. The document should allow space for demographic information such as name, gender, and age.
Rationale 5: Asking about age and making decision based on gender is not legal.
Global Rationale:
Cognitive Level: Applying
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Implementation
Learning Outcome: 15-4: Distinguish between appropriate and inappropriate questions to ask during an
interview.
Question 28
Type: MCMA
A nurse manager lists several preferences for hiring employees. The human resources manager would advise this
manager that which practices do not meet the bona fide occupational qualification (BFOQ) regulation?
Note: Credit will be given only if all correct choices and no incorrect choices are selected.
Standard Text: Select all that apply.
1. “I like to hire all female nurses to work in labor and delivery and postpartum.”
2. “I hire only strong young men as transport workers.”
3. “I prefer to hire nurses who have served in the military.”
4. “I only hire nurses who are bilingual for work in the emergency department.”
5. “I prefer to hire women as unit clerks.”
Cognitive Level: Analyzing
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Planning
Learning Outcome: 15-6: Discuss the legal issues involved in hiring.
Question 29
Type: MCSA
A nurse manager is aware that U.S. citizenship is required by a job position being filled. How should the manager
handle this requirement during the job interview?
1. Ask the applicant to provide proof of citizenship before the interview is scheduled.
2. Ask the applicant if he or she is an U.S. citizen.
3. Do not ask unless the applicant mentions citizenship.
4. Ask if the applicant’s family is from the United States.
Client Need: Safe Effective Care Environment
Client Need Sub: Management of Care
Nursing/Integrated Concepts: Nursing Process: Implementation
Learning Outcome: 15-4: Distinguish between appropriate and inappropriate questions to ask during an
interview.
Question 30
Type: MCSA
During an interview, the manager has a strong impression that the applicant is a good “fit” for the position. How
should the manager proceed?
1. Offer the applicant the job.
Sullivan, Effective Leadership and Management, 8/e Test Bank
2. Cancel the remaining interviews for the position.
3. Keep this feeling in mind but do not make a hasty decision.
4. Tell the applicant that he or she is the strongest candidate for the position.
