Directors of Nursing (DON), are registered nurses who assume responsibility in overseeing clinical operations. This position advises medical staff and administrators in matters related to nursing services while coordinating administrative tasks like budgeting and record keeping.
When looking for potential director of nursing candidates, you should be looking at both their nursing experience and their managerial acumen. It’s vital that they’re an RN; that’s truly where the search should begin. Most suggest requiring managerial experience and a Master of Science in Nursing.
Customize your job listing
Start with a short overview of the job. Depending on your facility, you will want to bridge the gap in your expectations for their experience/personality with your work culture. Include basic responsibilities and requirements.
Here is a template for outlining your job posting. Remember, that you’re way more likely to attract top talent if your listing is personalized. While it’s okay to start from a template or a previous description, always update it to increase relevancy.
Are they the right fit?
Nurses can receive Nurse Executive Certification (NE-BC) through the American Nurses Credentialing Center and Director of Nursing Services through The American Association of Directors of Nursing Services. If you’re in a niche like Senior Living, these areas typically require their own certifications that need to be listed in the job description. The National Association of Directors of Nursing Administration in Long Term Care offers exams to get a Certified Director of Nursing (CDON).
Aside from the experience and educational requirements, make sure your candidate is a clear fit and possess the personality characteristics you’re looking for. Qualifications are important, but in a people-centric industry, you need to make sure they seamlessly blend into your organization.
Background questions:
What is your greatest career accomplishment?
How have you motivated your team members in your previous position?
Give an example of how you improved clinical operations in your last role?
How do you delegate tasks?
What do you do to make sure you reach your goals?
Do you have a process for preparing financial reports?
Tell me about a time you were short-staffed.
What’s your experience in evaluating staff?
When you were a nurse, what kind of patients did you have?
Situational questions:
What do you do when staff members don’t follow your instructions?
How would you ensure compliance with current health and legal regulations across all units?
What would your approach be to resolve a conflict with a nurse?
How would you handle a conflict with an angry patient?
How would you prioritize clinical quality measures?
Behavioral questions:
What do you do to create a respectful working environment for all nurses and medical staff?
What qualities do you look for when you’re hiring a nurse?
Can you provide examples of situations when you went to stand up for your nursing staff?
Tell me about a situation where you went above and beyond to help a resident, family member, or colleague?
For a more in-depth look at specific questions, you can check out this article.