RN/NP Mentor Group with Bree, NP

👩‍🎤 People hire for personality over experience most of the time. You can teach technical skills but personalities are generally fixed. That’s why this is my MOST favorite question and one that I ask every single candidate.

👩‍👧‍👧 Think of it like this. As a parent, when two kids are squabbling you don’t like to be involved. If you do have to get in the middle you could care less who started it, who is in the right, etc etc. All you care about is that they BOTH show accountability and growth.

☯ The same is true for adult co-workers. The reality is we are all different people with differing values. A high achieving team is one that builds its people such that their strengths and weaknesses mitigate each other. That does not mean they will all be the same or that they will all be best friends. Therefore, your story should not necessarily involve a happily ever after. It is less impactful to hear “...and now we get along very well and actually are great friends.”

🌱 What it should include is acknowledgement of how you contributed to the issue and how you have identified weaknesses that you can improve upon. The answer should not point the finger back at the other person. Accountability and growth.

“A former nurse colleague and I had a dispute over who would take then next admission. It escalated and required mediation. I spent time reflecting on the issue and what I determined is that she becomes easily overwhelmed because she is extremely detailed and task-oriented in her work. Therefore the excess workload is difficult. I am a fast worker and therefore feel irritated when I must assume more workload than others who are less efficient. I’ve since started performing more acts of service for her, if I am checking a pt’s glucose, I will go ahead and do hers as well. She then feels valued and is less hesitant to take on more workload bc she knows I will assist. While we have differing stylistic patterns we make it work.”

I learn more from candidates by the questions they ask than the questions I ask of them. For one, it indirectly tells me how much experience they have because they already know the sticking points in this type of job. Secondly, it indirectly sells me on their personal strengths.

I suggest you pick some from two categories: good for them and good for me. Reel them in first by asking questions of them that continue to demonstrate how perfect you are for the job. I call these the "good for them questions." My favorites include things like "What are qualities of an NP who succeeds in this role?" or "What are the challenges this team is facing, and how will I contribute to this?"

Once you have them hooked it's time for you to sort out how desirable this job really is. Now you can ask them the nitty gritty details of what makes this a good fit for you. There are a LOT of variables here and you have limited time to ask (even during a shadow day). I suggest you pick the most important for your unique needs. In this downloadable PDF I have compiled a list of 52 of the best questions to ask. Categories include: money, CME, licensing, insurance, onboarding, and work flow.

Go to my website: Breenp.com and sign up for the email list to receive your FREE copy.

I'd love for you to check out my website: Breenp.com to find out more about how I can benefit you in honing your interview skills. It's a competitive market - but saturation is not the right word. There is a place for you!

https://linktr.ee/Breenp?utm_source=linktree_profile_share<sid=9f204147-1bcd-4d43-adcb-1ee1fb2d4faf

Panels can be so stressful...
The large person/panel interview usually manifests in one of two ways:
1. Highly efficient, list of questions ready to go, and lots of follow up, aka clarifying questions. This can lead to a net effect of feeling like you just got cross examined on the witness stand 😰. It is the most anxiety- inducing type of interview. The tip here is to try to relax 🛀 and realize they only are coming at you because people are different and each had something in mind they wanted to learn from your answer. It’s not intended to trip you up.

Or the opposite:

2. Highly disorganized, no prepared questions and people filling in the awkward silences with small talk. This is deceiving, you may feel relaxed and jovial even with the lack of pressure😎. Be aware, this is the worst possible type of interview (if they don’t already know you) bc you lost your opportunity for them to see you as the best job candidate. The solution is to take control. During a conversation lull suggest “Would it be helpful for me to tell you why I think I am the best candidate for this job?”

Make sure you do your 🔬research before you go in. It is helpful to know who the players are: their name and role. This gives you context when they ask questions and helps you formulate the “spin” on your answer. Ex: an executive director may ask questions about efficiency in terms of wanting to know if you finish charts on time. A medical director asking the same question may want to hear about your capacity to see patients in terms of clinical expertise.

Also ensure you take time to truly look 👀 at everyone. People do not feel 🙉heard unless they feel 🙈 seen and in a large group like this you want to address everyone at some point.

🚩 I say red flag but this could be completely innocent, perhaps a very busy practice busting at the seams. Something major could be going on in their personal life 🤷🏼‍♀️.

🍇 Overall, my concern is, if they can’t even take the 30m-hr we are going to spend getting to know each other, what will it be like once I am an employee? Will my training, support, and contribution to the practice be a low hanging fruit? Particularly for the inexperienced candidate, this would be a setup for a position in which they feel isolation and stress.

👨🏻‍⚕️ Another reason for this experience could be that they already have another candidate in mind. In that case you will need to work hard to showcase your mad mad talents.

I would absolutely:
1. Ask for a shadow day. Extend the time frame they have to see you in action. And in turn, you can assess the level of involvement they pour into staff. Win-win 🏆.
2. Try to take control of the interview and increase efficiency during this time. Ask “Would it be helpful if I told you about my background and why I think I am the best candidate for this job?”

For more questions to ask the employer and determine if this is the right fit for you, sign up for emails on the website: BreeNP.com to receive a list of 52 questions to ask the employer.

Link in bio or go to www.breenp.com

🪝Imagine yourself in the drives seat finally, negotiating your contract with confidence because you know you have them hooked.

🔌 Power in negotiation comes from possessing leverage and this is obtained when you have them so sold on your skills and talents that no one else will do.

⚖️ You gain this type of leverage by first possessing these skills, and more importantly being able to communicate the value you will bring. And in the setting of blind dates (aka formal interviews with people who do not know you) a well strategized and rehearsed interview performance is the 🎫 golden ticket.

🍎 Apples to apples, what differentiates interview candidates is their personality and this is free to shine when you do three things:

1. Identify your weaknesses
2. Prepare responses and questions
3. Practice, practice, practice

💰 And believe you me, interviewing is not some special talent only the chosen few possess - this is an easily learned skillset. The investment of time, effort, and a little money will reap dividends for years to come and should be a top priority. Your future you thanks you!

🧑‍⚕️ It's a competitive market - but saturation is not the right word. There is a place for you!

🥱 Tired of staying late at work to finish your work? Overwhelmed by the new ICU nurse practitioner on boarding? Most people underestimate the difficulty of the novice provider path to competence.

🛶 I was in this same struggle boat as a new ICU NP. I stayed late at work every day for four months until I realized the power of work automation.

🎡 It occurred to me that there was no need to keep reinventing the wheel as I acquired new info and as I began writing quality notes.

📝 So, I started saving dot phrases of specific problems I encountered often so that I could easily pull over this text the next time I wrote a similar note.

📚 It also helped me to archive research and guidelines for things I encountered rarely for easy reference.

💫 Now these books are available to the public so that you can have an easier transition than I did.

Welcome to the ICU new provider!

Visit Breenp.com to find out more about how this book can make your life easier and help you get home on time!

Link in bio under the linktree.

I'm starting to cross post my IG helpful tidbits here as well as I know many of you don't frequent that platform. Hope everyone had a blessed Thanksgiving!!

❓Any time an experienced NP is applying for a job this question is asked by my team. This is my first concern - does this candidate posses red flags of which I should be concerned. No one wants to inherit some one else’s problem.

⛳️ There are a gazillion normal and healthy reasons people leave jobs, it’s rare that
an actual major red flag is the cause. But as the employer, this is the worst case scenario, and they want to tease out this information.

🏡 This may be a very simple question to answer. I moved, my position was downsized, I reached a glass ceiling for growth academically or professionally, I am tired of commuting, my family dynamics have changed and I need a different schedule, etc.

📌 Two points to bear in mind:

1. If you are leaving for any of the above or similar reasons, just be honest and as vulnerable with information sharing as possible. If you have legitimate issues like schedule, letting them know up front highlights your transparency and honorable nature. It also sets you both up for a very rewarding and healthy working relationship. If it is a hard stop for them then consider it this way - it was not meant to be and you are saving yourself the hassle of doing this job hunt process all over again in the near future.

2. If you are leaving because of something that could appear more concerning like poor performance review, tardiness, or colleague discord I advise honesty. I would handle this with brevity and objective words. Avoid emotional diatribes. Here is an example for how I would handle the performance review issue.

“I am leaving my current job because I do not have sufficient support. I am working in a minute clinic as a new grad with limited oversight, have had to teach myself everything on my own on the job, and have almost no support staff. As such I spend a great deal of time at work reviewing guidelines to ensure that I am providing quality care. Because of this training issue in combination with a lack of support staff I function slower than others in my position. I am constantly asked to see more pts per day. I do not feel this is safe practice and now realize this type of position is not ideal for a novice provider. I desire more for my patients and my practice. Your role seems quite different and based on the job posting offers a more team based approach and this is why I have applied. I am a dedicated, efficient provider who can be a large asset to the team."

https://gastrogainesville.com/job/advanced-practice-provider/

GI group in Gainesville seeking AGACNP, prob would take inexperienced. Could have negotiating power as they need help asap.

Advanced Practice Provider – Gastroenterology Associates of Gainesville Advanced Practice Provider Full Time Gainesville, GA Posted 5 months ago Gastroenterology Associates of Gainesville, P.C. Gastroenterology Associates of Gainesville, P.C. is seeking a Physician Assistant or Nurse Practitioner. In this position, the Physician Assistant or Nurse Practitioner is respon...

I’ve never been to a conference this big. Over 3k NPs. It’s a boost of energy to meet this many professionals with such a strong passion for their careers. The highlight was meeting a mentor in person. Sarah Michelle is a fabulous NP with a passion for teaching who turned a hobby into a massive business. She helped me out when there was no reason or benefit to her doing so. Sarah Michelle NP Reviews

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