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Management, staff collaborate on hiring
Peer interviewing team includes CMs, SWs
At Carolinas Medical Center, the management team and a panel of case managers and social workers interview all potential employees and collaborate on who will fit best in the department.
"The staff has a big part in the hiring process. We value their input and usually end up hiring the people they recommend," says Chris Walsh, RN, CCM, director, clinical care management.
When the hospital's human resources department forwards information about a potential employee to the management team, the team identifies candidates for an interview, looking at education, past experience, and any certifications.
The candidates meet with the management team first and then the peer interviewing team.
Peer interview team
The three-member peer interview team is a combination of case managers and social workers, part of a group of six employees who have attended classes to learn interview techniques.
The team has come up with a series of seven questions that describe a situation and ask the employees for examples of how they have responded to the situation.
"We use the behavioral interviewing technique and ask them to give us an example of situations that would help us identify characteristics and qualities that would make a successful case manager," says Kim Blok, BSN, CCM, case manager and member of the peer interviewing team.
For example, one question asks employees if they have assisted their team in becoming more productive. Another asks how the employee handled it when a customer had goals and beliefs that differered from his or her own.
After the team asks questions, the potential employee has an opportunity to ask questions. One of the first questions that everyone asks is what a typical day is like, Blok says.
"When they talk with us, the candidates get a good feel for what the department is like. As their peers, we can tell them first hand because we are on the patient care units day in and day out. We tell them what the job entails so they don't come to work and find out that they may have to work holidays or something else that would make them unhappy with the job," Blok says.
After the interview, each member of the interviewing team rates the prospective employee on a scale of 1 to 5 for each question and adds up the points.
Using the tool, the team makes recommendations to the management team on which people seem to be the best fit for the job.
"Peer interviewing provides insight within the hospital's shared governance model, promoting retention and success of case managers and social workers who are new to the department," Walsh says.