Topic 3: Employee Pre-Employment Assessments, Interviewing, and Selection Essay

Topic 3: Employee Pre-Employment Assessments, Interviewing, and Selection Essay

Topic 3: Employee Pre-Employment Assessments, Interviewing, and Selection

The selection process involves selecting and shortlisting suitable candidates with the required job qualifications and skills set to fill a job vacancy in an organization. The recruitment and selection process aims to identify and employ the most suitable candidates for the job vacancy (Gill, 2021). An interview helps to assess a candidate’s verbal fluency and sociability. Besides, it offers the interviewer an opportunity to solicit more information from the candidate about their knowledge on the job. On the other hand, the candidate gets an opportunity to inquire more about the organization from the interviewer to make an informed choice on whether to accept the job offer if selected (Gill, 2021). The purpose of this paper is to develop the interview strategy for the position of an RN-Certified Diabetes Educator at VA Health Care System and outline the testing options and interview questions.


The Interview Process

The interview for the RN- Certified Diabetes Educator job will start at 0800hrs at the VA Health Care boardroom. A structured interview with a standardized set of questions will be employed. A structured interview has been selected because it provides the interviewers with a consistent approach to documenting information and standardizing the rating of the interviewees’ qualifications (Doll, 2018). Studies show that the structured interview is almost two-fold as reliable as an unstructured interview. The structured interview allows the interviewers to accurately compare candidates and make a suitable decision based merely on data (Roulin et al., 2019). The structured interview will measure candidates’ job knowledge, personality, general intelligence, social skills (communication and interpersonal), and fitness to the job and organization. Candidates will be interviewed by a panel consisting of the Deputy Director of Nursing Services, Human Resource Manager, Medical-Surgical Clinical Nurse Manager, and Diabetic Clinic Supervisor.

Testing Options

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The selection process will incorporate three pre-employment assessment methods: Job knowledge test, Personality test, and Emotional intelligence test. The job knowledge test will contain questions developed to assess the candidates’ technical and professional expertise in Diabetes and Diabetes Education (Amaral & Behrens, 2021). The test will be developed based on the tasks that constitute the RN-Certified Diabetes Educator role. Besides, the Job knowledge test will inform the interviewers of what a candidate knows about the job. It will take a multiple-choice question format for easy grading.

The Personality test will help determine if the candidate fits within the organization’s culture and the expected job performance. The tests will also assess if the candidate’s personality will increase productivity in their job. It will assess candidates’ characteristics such as emotional adjustment, attitude, interests, motivation, and interpersonal relations (Campion et al., 2019). The personality test will help to reveal more information about a candidate’s interests and abilities in the RN-Certified Diabetes Educator role and identify personality traits required for the job.

An emotional intelligence test will be carried out to assess a candidate’s knowledge of emotions and relationship-building skills. The test will also assess a candidate’s empathy, adaptability, and teamwork skills, crucial in the Certified Diabetes Educator role (Campion et al., 2019). The role requires the RN to handle their interpersonal skills and the emotions of patients, and thus the emotional intelligence test is crucial. Furthermore, emotional intelligence is vital in the healthcare workplace to minimize conflict and promote a stable and effective patient care environment.

Four Situational and Four Behavioral Interview Questions

Situational interview questions ask interviewees how they would respond to hypothetical case scenarios. On the other hand, behavioral interview questions utilize information about what the candidate has done previously to predict potential behaviors (Doll, 2018).

Situational Interview Questions

  1. Which qualities do you think a Diabetes Nurse Educator should demonstrate in their line of work?
  2. What personality strengths make you a suitable candidate for the Diabetes Nurse Educator role?
  3. Lack of adherence to treatment and lifestyle modification is a major concern for diabetic patients. How would you foster adherence to a patient?
  4. How will you evaluate your success as a Diabetes Nurse Educator?
  5. Diabetes is associated with adverse health outcomes and high morbidity and mortality rates. How will you ensure interdisciplinary team members are well-versed with the current management of diabetes to promote better patient outcomes?

Behavioral Interview Questions

  1. A Diabetes Nurse Educator is expected to collaborate with the interdisciplinary team in the care of patients. Can you tell us about your most recent experience working with an interdisciplinary healthcare team? What was your role?
  2. Tell us about a time when challenges arose when working as a team. What role did you play in resolving the challenges?
  3. Give us an example of a time when you set a goal when caring for a Diabetic patient and achieved it.
  4. Diabetes Nurse Educators have a role of advocating for patients and ensuring they receive the appropriate treatment based on their specific needs. Tell us about a time when you advocated for a patient’s care. What was the issue, and which steps did you take in advocating for the patient?


A job interview entails examining a candidate to evaluate how compatible they are for the job role. The job interview for the RN-Certified Diabetes Educator will be a structured interview question conducted by an interview panel. Pre-employment assessment tests that will be used include a Job knowledge test, Personality test, and Emotional intelligence test. The tests will establish if a candidate is suitable for the job and fit for the organization’s culture.


Amaral, T., & Behrens, A. (2021). Cultural Fit of Assessments to Detect Curiosity for Weak Signals Among Employees. Journal of Innovation Management9(1), I-X.

Campion, M. C., Campion, E. D., & Campion, M. A. (2019). Using practice employment tests to improve recruitment and personnel selection outcomes for organizations and job seekers. Journal of applied psychology104(9), 1089.

Doll, J. L. (2018). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review3(1), 46-61.

Gill, N. S. (2021). Recruitment and Selection Procedures in Human Resource Management.

Roulin, N., Bourdage, J. S., & Wingate, T. G. (2019). Who is conducting “better” employment interviews? Antecedents of structured interview components use. Personnel Assessment and Decisions5(1), 2.


Topic 3: Employee Pre-Employment Assessments, Interviewing, And Selection

Selection Process

Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization.
For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):
• A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
• At least one testing option to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees.
• A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.)
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite.

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