Instead of opinions, behavioral interviewing gives the recruiter tangible information with which to compare candidates. Callaway starts by examining the requirements of the position. The most important part of the interview is identifying what skill set is needed for the job and planning applicable questions. Planning is the most important part of the interview to identify the skill set that's need. Then I'm consistent with all candidates.
Behavioral interviews can include a variety of different kinds of questions and activities.
Many employers give candidates written tests to assess their clinical knowledge. Medication and IV calculation tests are the most common, but some employers also test for basic knowledge of intensive care or home healthcare concepts. Often candidates are asked to comment on clinical scenarios or case studies that include technical information, such as ECGs or lab values. Besides checking the nurse's clinical judgement, the recruiter also evaluates communication skills and work-related attitudes. Regardless of the technique used, behavioral interviewing is designed to uncover the candidate's genuine experiences, skills, and professional values.