Certified Nursing Assistant (Research Paper Sample)

Certified Nursing Assistant
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Course title:
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Certified Nursing Assistant
Introduction
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 essential 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 patients
Take vital signs of patients
Make beds, serve meals, and keep rooms clean
Set up medical equipment and help in some medical procedures
Answer calls for assistance and monitor alters in behavior or condition of a patient
Documents actions by completing logs, forms, records and reports.
1.2 Technical skills required
Adept at feeding, dressing, and bathing of residents
Attention to detail, commitment to task, and continuous learning
Proven record of collecting precise specimen
Problem solving, decision making, and resource management
Ability to provide compassionate care to residents and clients
Profound ability of providing patients with nail, hair, as well as oral care
Knowledgeable in ensuring the nutrition standards and personal hygiene of residents
Highly skilled in making use of restorative measures in patient/resident care
In-depth knowledge of taking vital signs such as pulses, blood pressure, respiration, and temperature
Ability to handle bladder and bowel and record results
It 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 competencies
The 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 competencies 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 interviews
I 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.
Summary
In 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.
Appendices
Appendix A: Job Description

Appendix B: Core competencies
Appendix C: Interview questions with linkage to technical skill and competencies

Appendix D: Scoring tool used
RATINGDESCRIPTION0: 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. 
References
Broscio, M. A. (2009). Behavioral Interviewing: Back to the Future. Healthcare Executive
Walker, L. (2010). CNA Certified Nursing Assistant. Columbus, OH: CRC Press.




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