Certified Nursing Assistant - 550 Words

Certified Nursing Assistant (Research Paper Sample) Content: Certified Nursing AssistantStudent:Professor:Course title:Date:Certified Nursing AssistantIntroduction Behavioral interviewing is understood as interviewing that is based on finding out how the interviewee acted in particular job-related situations. In essence, the logic is simply that how a person behaved previously would predict how she would behave in future. In other words, performance of the past predicts performance of the future (Broscio, 2009). In a behavioral interview, the employer/interviewer has already decided the skills needed in the individual they hire, and would ask questions to establish if the applicant actually possesses those skills. The employer wants to find out how the applicant handled a particular situation, rather than what the applicant may do in the future (Broscio, 2009). This scholarly paper is about the behavioral interview to employ an applicant for the role of a Certified Nursing Assistant (CNA). The required technical skills and ess ential job functions for this job are identified, along with the necessary core competencies. A rating scale that would be used during the interview is adopted.1.0 Certified Nursing Assistant (CNA)Job description is at Appendix A 1.1 Job functions The job functions of CNAs are as follows:Dress, bathe, and feed patientsTake vital signs of patientsMake beds, serve meals, and keep rooms cleanSet up medical equipment and help in some medical proceduresAnswer calls for assistance and monitor alters in behavior or condition of a patientDocuments actions by completing logs, forms, records and reports. 1.2 Technical skills requiredAdept at feeding, dressing, and bathing of residentsAttention to detail, commitment to task, and continuous learningProven record of collecting precise specimenProblem solving, decision making, and resource managementAbility to provide compassionate care to residents and clientsProfound ability of providing patients with nail, hair, as well as oral careKnowledge able in ensuring the nutrition standards and personal hygiene of residentsHighly skilled in making use of restorative measures in patient/resident careIn-depth knowledge of taking vital signs such as pulses, blood pressure, respiration, and temperatureAbility to handle bladder and bowel and record resultsIt was determined that these functions and technical requirements are essential because CNAs have to take care of the daily needs of patients and residents considering that without this service the individual may require institutionalization. Moreover, these functions and skill requirements are important to help in keeping long-term care centers and hospitals working (Walker, 2010). 1.3 Core competenciesThe basic core competencies are illustrated in Appendix B. The specific competencies have been selected for this job since they reflect the basic knowledge, skills, as well as abilities for CNAs to offer high quality person-centered care to residents and patients. These core compete ncies support a philosophy of care which actually respects and honors the abilities, choices and preferences of the individual client or resident (Broscio, 2009). Organizational fit will be assessed by finding out if the mock candidate fits with the culture and values of the organization.2.0 My experiences in conducting mock interviewsI found it rather easy to keep the mock candidate focused. I kept the mock candidates focused by using probes or follow-up questions more often in order to explore further the behavior as well as work style of the candidate and probe for consistency. Moreover, in the course of the interview, I used silence to allow the mock candidate gather thoughts and also to act as a signal that I am looking for more information. I also took notes, and totally avoided theoretical questions or issues. There was a moment in which I slipped back to traditional approach and asked general questions to guide the mock candidate in telling me what I wanted to hear. In this mock interview, the STAR acronym could be applied to answers in assessing how thoroughly the candidate responds to the questions. The rating scale that was adopted for use during the interviews is at Appendix D. Basing on the mock interview, the candidate that I would actually hire is the one who meets the Advanced or Expert criteria of the rating scale. This is primarily because this person has adequate experience as well as knowledge for carrying out the job of a CNA, and is the right person for the job. SummaryIn sum, CNAs need to be adept at feeding, dressing, and bathing of residents. They should be detail oriented, and have commitment to task. I kept the mock candidate focused by using probes to explore further the behavior as well as work style of the candidate and probe for consistency. The candidate that I would actually hire is the one who meets the Advanced or Expert criteria of the rating scale.AppendicesAppendix A: Job DescriptionAppendix B: Core competenciesAppendix C: Interview questions with linkage to technical skill and competenciesAppendix D: Scoring tool usedRATINGDESCRIPTION0: Unsatisfactory Candidate failed the question1: Basic The candidate has education but does not have applicable knowledge and experience. 2: Proficient Candidate has knowledge but lacks experience. In this situation a candidate might know what to do but may not have the experience to do it. 3: Advanced The candidate has some knowledge and experience. In this situation, a candidate may know how to solve a particular problem and have experience doing it but they could have performed better than they did. 4: Expert The candidate has expert knowledge and experience. This is someone who knows how to go beyond requirements. ReferencesBroscio, M. A. (2009). Behavioral Interviewing: Back to the Future. Healthcare ExecutiveWalker, L. (2010). CNA Certified Nursing Assistant. Columbus, OH: CRC Press. PAGE \* MERGEFORMAT 8BEHAVIORAL INT...