1. Resume and Interview Tips
Susan Hrvatin, SPHR
Human Resource Manager
Crossroads Hospice & Palliative Care

2. Topics Resume overview and formats References
Preparing for the interview
Interview process
Interview questions
Interview close
Questions & Answers

3. Basic Elements of a Resume
Objective – are your career goals aligned with the organization?
Experience
Education
Licenses, Certifications, Professional Affiliations, Skills, Awards
Make sure the content tells your story – accomplishments consistent with your professional identity/brand
Create formatted and text version of resume
(you may or may not want to include your address on public sites)

4. Types of Resumes – Select the Best Format
Chronological (most widely used)
Functional
Combination / Hybrid
Emphasizes employment history
Emphasizes skills, competencies and expertise rather than employers and dates
Emphasizes skills and experience in chronological work history
Lists positions in reverse chronological order
Effective for career changers and recent graduates
Incorporates the best of the chronological and functional formats

9. Resume Red Flags Job Hopping Vague statements Static careers
Sloppy resumes

10. References Prepare a separate page provided upon request
Ask permission
Send references your resume & marketing plan
Coach references on skills to highlight
Ask them to tell you when they are called
Consider all references as networking contacts – share results

11. Resume Guidelines DO DO NOT Use concise and active writing (1-2 pages)
Do not include salary history or requirements
Check spelling and grammar / professional address
Do not list references
Make sure your resume is easy to read and scan
Do not leave gaps in employment
Focus on the skills and experience that are recent & relevant to your desired role
Do not use abbreviations (acronyms)
Use language you use in your business communication
Do not include a photo or personal information such as age, marital status, hobbies etc.

12. Prepare for the Interview
Company
mission, vision, values, strengths, differentiation, competitors
Position
Job description, requirements, education, skills
How can you solve their problem?
Salary
Be prepared to answer the question about salary expectation
Prepare questions you may ask at the close of the interview.

13. Prepare to Talk about your Accomplishments
Situation
Obstacles
Actions
Results

14. The Interview
The interview format should be explained (Phone or in person, how many rounds? How many interviewers and who are they? Time?)
Opening build rapport
Body evaluate candidate’s suitability for the job through questions designed to learn about qualifications, skills, understanding, experience.
Close – allows candidate to ask questions, follow-up procedure

15. Types of Interview Questions to Expect
Close-ended
Open-ended
Situational or hypothetical
Competency-based or behavior
Probing question

16. Interview Questions
Close-ended questions – one word or short answers, confirm facts quickly. Warm up questions.
Confirms the candidate does or does not meet the position requirements.
Example:
“When did you receive your post graduate qualification?”

17. Interview Questions
Open-ended questions – full, multi-word answers. Used to gather information to set up other questions, get candidates talking, encourage discussion.
Examples:
“What do you think makes an exceptional nurse?”
“What do you feel has been your greatest work achievement to date”
“How do you think your role fits into this company?”

18. Interview Questions
Situational or hypothetical questions– seek to find out how candidates would behave in a fictitious situation related to the job requirements. Use to assess a candidate’s reasoning, thought processes, attitude, creativity and approach to work.
Examples:
“What would you do if you were managing a team and were facing a deadline, and then discovered that half your team was off sick?
“Imagine you were confronted with a patient who was angry and believed they were given the wrong medication – what would you do?

19. Interview Questions
Competency-based or behavioral questions -these questions ask candidates to describe past work experiences that relate to requirements of the position.
Examples:
“Tell me about a difficult patient you had to deal with, the problem, and how you handled it.”
“What do you feel has been your greatest work achievement to date”
“How do you think your role fits into this company?”

20. Interview Questions
Probing questions –used to obtain further information from the answers of previous questions.
Examples:
“What do you think caused you to run over deadline?
“How would your supervisor describe your attempt to diffuse the patient’s complaint?”

21. Effective Communication

22. Closing the Interview
Ask questions about responsibilities, performance measurements, corporate culture or to uncover business needs
Match your skills to the company’s need
Express interest in the position
Ask about next steps in the interview process
Write Thank You notes
Highlight how your skills match the position
Follow-up as agreed during the interview

23. Questions and Answers