Why Getting Your Nursing Interview Questions Right Makes All the Difference
As a hiring manager, you know that one bad hire in nursing can ripple through your entire unit. When you're sitting across from a potential nurse, those nursing interview questions you ask aren't just conversation starters – they're your crystal ball into how this person will handle a code blue at 3 AM or comfort a grieving family. The reality is, nursing interviews have evolved far beyond asking about clinical skills. Today's healthcare environment demands nurses who can juggle multiple patients, adapt to constant changes, and communicate effectively under pressure.
The Modern Nursing Landscape Demands Strategic Questioning
The nursing shortage has fundamentally changed how we approach hiring. Nurses are being asked to do more with less, and your interview process needs to identify candidates who can thrive in this reality. Behavioral interview questions have become the gold standard because they reveal how candidates have actually performed in real situations, not just how they think they might respond. The STAR method (Situation, Task, Action, Result) has proven invaluable for structured responses that give you concrete insights into a candidate's problem-solving abilities and clinical judgment.
Healthcare organizations are increasingly leaning on behavior-based nursing interview questions because they predict future performance more accurately than traditional clinical questioning alone. With the U.S. Bureau of Labor Statistics projecting 6% growth in registered nursing employment between 2021 and 2031, competition for quality candidates is fierce. Your interview questions need to not only assess competency but also determine cultural fit and long-term retention potential.
Most successful healthcare organizations focus their nursing interview questions around six core themes: teamwork, patient care, adaptability, time management, communication style, and motivation. These areas directly correlate with the daily realities nurses face – from managing multiple patient loads to collaborating with interdisciplinary teams during crisis situations. The nursing profession operates in an environment of constant urgency and uncertainty, making it crucial to identify candidates who can maintain composure and clinical excellence under pressure.
Now that we understand the strategic importance of thoughtful interview design, let's dive into 162 best practice nursing interview questions that will help you identify exceptional candidates and build a stronger nursing team for 2024.
Because you're reading this article, you might be interested in the following article as well: Asynchronous Video Interview: Main Characteristics.
🏆 The list of TOP 162 nursing interview questions in 2025
Tell me about a time you dealt with an unhappy or difficult patient or family member.
This question is key when hiring for roles in healthcare or customer service-oriented positions. It helps you evaluate how a candidate handles conflict, communication, and empathy — traits that are essential, especially in high-pressure environments.
What to listen for:
- A calm, respectful approach to conflict
- Clear communication and active listening
- Empathy and a focus on resolution
- Following proper protocols or policies
Comment on Response:
This is a solid, well-rounded answer. The candidate shows they were calm under pressure and confident in their knowledge without being defensive. They took the essential next step: explaining the reason behind their actions in simple terms and checking for understanding. That’s a best practice approach in healthcare — educating family or guardians to build trust.
Also, they acknowledged the mistake in communication (the order not being relayed), apologized, and offered further support. That shows accountability, compassion, and professional maturity.
What makes this response effective:
- Demonstrates clinical knowledge and confidence
- Highlights strong interpersonal skills
- Shows emotional intelligence and professionalism
Use this question in interviews to uncover how candidates act not just when things go smoothly, but when they don’t. That’s where their real skills show.
How do you explain medications, treatments, or healthcare situations without using a lot of medical or healthcare jargon?
Comment: Clear communication is key, especially in healthcare roles. Patients often have different levels of understanding, so avoiding complex medical jargon is a best practice. Candidates should be able to explain conditions and treatments in simple, relatable ways. Look for answers that show empathy, adaptability, and strong communication skills.
A great candidate might mention they use everyday language substitutes — for example:
- Saying "swelling" instead of "edema"
- Using "high blood pressure" instead of "hypertension"
- Saying "acid reflux" instead of "gastroesophageal reflux"
You want to hear that they also check for understanding — like asking patients to repeat the information back to confirm clarity. This shows attention to detail and a commitment to patient care.
Best practice tip: Look for examples where the candidate adjusted their communication to suit the audience, not where they just simplified for the sake of it. Strong communication is about connection as much as it is about clarity.
Describe a time a patient was really happy with your care or a time you went above and beyond for a patient?
This behavioral question is a great way to assess both empathy and initiative. Look for detailed, specific examples that show how the candidate exceeds basic job duties. You want to hear how they notice patient needs, take action without being asked, and follow through to get results.
In the response provided, the candidate clearly demonstrates critical traits:
- Listening and understanding the root of the problem: Realized the patient didn’t understand her dietary restrictions.
- Taking initiative: Educated the patient, documented the instructions, and coordinated with the physician for extra support.
- Long-term impact: The patient remained out of the hospital and expressed gratitude—a strong sign of effectiveness.
Best practice: Always look for candidates who explain not just what they did, but why they did it. Also, outcomes matter—did their actions lead to a positive patient result? This story shows both compassion and practical follow-through, making it a strong answer.
Describe a situation when you had to work with a difficult coworker. What was the problem, and how did you resolve it?
This question helps you see how candidates deal with conflict and how well they communicate under pressure. The best answers will show emotional intelligence, problem-solving skills, and a willingness to collaborate—even when it's uncomfortable.
Look for responses that show:
- Self-awareness and professionalism
- A calm, respectful approach to conflict
- A clear resolution that benefited both parties or the team
Comment:
“I had a coworker who worked the opposite shift of me, who would rush me when she gave report during the handoff. Often, she would only give me partial information about a patient, and sometimes I received no information at all. It was frustrating to me, and it caused tension between us. One day, I came to work ten minutes early. I politely informed her that her handoffs often caused misinformation about our patients. I suggested we do walking rounds so that there was no miscommunication about patients and we didn't miss anything. She agreed that it was a good resolution. That situation taught me how to speak up for myself and confront a problem head-on.”
This is a strong response. It shows the candidate recognized a communication gap and handled it proactively. They took initiative by arriving early, addressed the issue respectfully, and proposed a simple, effective solution—walking rounds. This reveals strong interpersonal skills and a solution-oriented mindset.
Best practice tip: Always prioritize candidates who can turn interpersonal challenges into opportunities for better collaboration. It’s a sign they’ll contribute positively to your team culture.
Describe a situation where you displayed teamwork.
Comment: This is a strong example that showcases true teamwork under pressure. The candidate recognized a colleague in distress during a demanding day and proactively stepped in without being asked. Helping with complex tasks like admission and discharge paperwork demonstrates accountability, empathy, and initiative—all vital in high-stress environments like long-term care.
For hiring managers, look for answers that highlight:
- Situational awareness — Did they notice a teammate was overwhelmed?
- Initiative — Did they offer help or wait to be asked?
- Balance — Did they manage their own duties while supporting others?
Best practice: Strong team players don’t just talk about teamwork—they give real examples of being dependable in difficult moments. This response shows a candidate who values team success over individual boundaries—a key trait for healthcare and other fast-paced industries.
Are you comfortable communicating with other members of the healthcare team? Describe a time there was a conflict with another member of a patient's healthcare team.
This question assesses a candidate’s communication skills, ability to handle workplace conflict, and their commitment to patient advocacy. It's essential in healthcare roles, where teamwork is critical and miscommunication can affect patient outcomes.
Best practice: Look for answers that show composure, professionalism, and a focus on patient care even during difficult situations.
The candidate’s response is a strong example. They demonstrated:
- Advocacy: They prioritized the patient’s needs and feelings.
- Courage: They addressed unprofessional behavior directly and calmly.
- Accountability: They clearly communicated their actions to their supervisor.
- Emotional intelligence: Instead of reacting emotionally, they remained assertive and respectful.
This type of response shows resilience and professionalism, two crucial traits in healthcare. It also points to the candidate's ability to navigate complex interpersonal dynamics while staying focused on their core responsibility—ensuring quality care for the patient.
When screening for this role, check if the candidate:
- Kept their cool under pressure
- Acted ethically in the patient's best interest
- Resolved or escalated the conflict appropriately
- Learned something valuable from the experience
Look for real-life examples like this one—it shows the candidate can truly handle challenging real-world scenarios.
What do you do when you don't know an answer to a patient's question or how to address a situation?
This is an excellent screening question to evaluate how a candidate handles uncertainty, pressure, and patient safety. Healthcare professionals often face moments when they encounter a question or situation they're not immediately sure how to handle. The key is whether they know how to respond safely, ethically, and with good judgment.
Here's what to look for in an ideal answer:
- The candidate takes initiative to research or ask questions
- They show awareness of their professional limitations
- Patient safety and accurate information are their top priorities
- They display a collaborative mindset (e.g. consulting pharmacists, supervisors, or other experts)
Best practice: Candidates should never “guess” in a medical setting. Admitting when they’re unsure and seeking help through the right channels is not just okay—it’s expected.
Candidate's Response Highlights: This response is strong. The candidate clearly follows a responsible process:
- Starts by preparing for their shift through research
- Acknowledges limitations and always seeks accurate information
- Proactively reaches out to other professionals (e.g. pharmacist or supervisor)
- Prioritizes safe, informed care over appearing knowledgeable
This kind of answer shows maturity, a commitment to learning, and, most importantly, a strong focus on patient safety.
How do you handle changes to your assignment, the unit, schedule, etc.?
Comment: This is a great example of adaptability—a crucial trait in healthcare and other fast-paced environments. The candidate demonstrates flexibility, initiative, and teamwork. Not only did they adapt to a major change quickly, but they also helped others succeed.
Best practice when screening for this type of question is to look for:
- A calm and open attitude toward change
- A clear example of adapting quickly
- Willingness to support others through the transition
This answer checks all the boxes. It shows leadership potential and a proactive mindset.
Describe a time you were under a lot of pressure. How did you handle it?
Why this question matters: This question helps you see how a candidate handles stress, prioritizes tasks, and stays calm under pressure. You're looking for signs of planning, quick thinking, and the ability to keep things moving—even in tough times.
What to look for in a strong answer:
- A specific situation with a clear challenge
- Actions taken to manage workload or stress
- Results or lessons learned
- Professionalism and composure under pressure
Comment on candidate’s response: This is a great example of taking initiative and staying organized in a high-pressure situation. The candidate was not just dealing with emergency calls but also holding a secondary leadership role. That’s a lot to juggle. What stands out here is how they created a system—having nurses leave reports and triaging issues based on urgency. This shows strong problem-solving skills and the ability to set boundaries while still being reliable.
The decision to arrive 10 minutes early each day is a small but smart strategy that reflects excellent time management and dedication. Overall, this response shows resilience, adaptability, and leadership. It's a solid behavior-based answer worth noting during the screening process.
Tell me about yourself.
This is one of the most common interview openers, and it helps set the tone for the rest of the conversation. It may seem casual, but it gives deep insight into the candidate’s ability to stay focused, communicate clearly, and present themselves professionally.
Comment:
When candidates answer this question, you're looking for a balance between personal and professional. Ideally, they’ll walk you through a brief background—like where they’ve worked, their key strengths, and what they’re currently looking for.
Best practice approach:
- Look for a structured response, like “past-present-future” format
- They should avoid repeating their resume line by line
- A strong candidate will tailor their answer to align with the job they’re applying for
Be mindful of overly long or vague answers. If a candidate rambles or focuses too much on personal details unrelated to the job, it could signal poor communication or lack of preparation. You're hoping to hear confidence, relevance, and a sense of where they’d fit in your company.
What do you like most about being a nurse?
This question helps you uncover a candidate’s true motivation and passion for nursing—two things that don’t always show up on a resume.
Look for answers that go beyond generic replies. A strong candidate will share genuine, personalized reasons that show they connect emotionally to the work. For example, they may mention the ability to help others during vulnerable times, building patient relationships, or working in a fast-paced team environment.
Best practice is to follow up by asking for an example. If they say “I love helping people,” ask them to tell you about a time they really felt they made a difference. This helps you assess how deeply they’re connected to patient care and how they apply empathy on the job.
Avoid candidates who provide very vague or surface-level responses without any emotion or real-world examples—this might suggest a lack of passion or burnout.
What do you find most difficult about being a nurse?
This question helps you understand the candidate’s self-awareness, emotional resilience, and how they handle the challenges of the nursing profession. Listen carefully to see if they acknowledge the emotional and physical demands of nursing—and more importantly, how they manage them.
Best answers often touch on:
- The emotional toll of patient suffering
- The struggle to stay positive through tough cases
- Dealing with patients or families making harmful choices
- Physical exhaustion from long or intense shifts
What to look for: Candidates who express empathy and emotional awareness, while also showing coping skills and a strong sense of purpose in their role. You want to see if they can manage the difficult parts and still find motivation in their work.
Red flag: If the candidate only talks about external issues (like complaining about coworkers or management), it could signal a lack of self-awareness or teamwork.
Best practice: Let them reflect without interrupting. Then ask how they cope with those difficulties to dig deeper.
Why are you leaving your current position?
This is a key question to evaluate a candidate’s motivation and professional goals. It gives insight into their decision-making, values, and how they view their current role.
Comment:
"I am leaving my current nursing position because I am looking for a new challenge, and want to find a job that will allow me to use my skills and knowledge in a different way. I am also hoping to find a position that offers more opportunities for growth and development."
This is a strong and positive response. It reflects a forward-thinking mindset and the desire for career progression. The candidate isn’t blaming their current employer or focusing on negative experiences. Instead, they highlight their goals:
- Seeking growth and professional development
- Want to leverage existing skills in a new environment
- Motivated by challenges and change
This is the kind of response hiring managers want to hear. It’s focused on the future—not the past—and shows a proactive mindset.
Best Practice Tip: Look for candidates who frame this answer with ambition and professionalism. Avoid those who focus solely on negative reasons like workplace conflict or toxic environments without any reflection or forward focus.
Why do you want to work here?
This question helps you understand a candidate’s motivation and whether they’ve done their homework about your company. Look for responses that show genuine interest, alignment with your mission, and knowledge of your culture.
A great answer often mentions:
- Specific details about your company values, goals, or culture
- A clear connection between the candidate’s strengths and your workplace
- Genuine enthusiasm for the role or industry
Best practice: Ask follow-up questions to dive deeper on what parts of your organization appeal most to the candidate.
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Candidate Response Example:
“I was impressed by the focus on quality patient care and the collaborative environment that I saw during my tour of the facility. I really believe that this is the kind of setting where I can thrive as a nurse and provide the best possible care for my patients.”
What to look for:
- Awareness of the company’s strengths: They highlight quality patient care and collaboration.
- Personal connection: They see themselves thriving in the environment.
- Patient-centered mindset: Shows commitment to providing top-level care.
This is a strong, thoughtful answer. It not only reflects the candidate’s values aligning with yours but also demonstrates their long-term interest in contributing to a high-performing healthcare team.
What are your strengths and weaknesses as a nurse?
This is a classic behavioral interview question that gives insight into a candidate’s self-awareness, emotional intelligence, and fit for the role. The best responses show honesty, professionalism, and a willingness to grow.
The sample answer:
> "My greatest strength as a nurse is my ability to connect with patients and provide them with compassion and care. I am also very patient and efficient in my work. My greatest weakness is that I sometimes have trouble dealing with the emotional aspects of the job. Seeing people suffer can be difficult for me, but I am getting better at handling it over time."
What we like:
- Shows strong interpersonal skills, which are critical in nursing.
- Highlights patience and efficiency, key traits in a clinical setting.
- Admits a real weakness, but frames it with a growth mindset and ongoing improvement.
Best practice tip: Look for specific examples when candidates mention their strengths. On the weakness side, beware of overly vague or cliché answers. They should offer real challenges they’ve faced and how they’re actively managing them.
Red flags to watch out for:
- Weaknesses that directly conflict with core job requirements (e.g., “I have trouble staying calm under stress” in a high-intensity ER role).
- Overly generic strengths like “I work too hard” with no supporting example.
This question is valuable for screening not just skill but also attitude and capacity for learning—key qualities in long-term employees.
Why did you choose nursing as your chosen profession?
Asking this question helps uncover the candidate's motivation and emotional connection to the field. It's not just about skills—nursing requires genuine compassion, resilience, and commitment.
What to look for:
- A personal connection or specific experience that inspired the choice
- Passion for helping others or making a difference
- Awareness of the demands and challenges of nursing
Example of a strong answer:
“My passion for helping and caring for others is what drew me to nursing. I knew that as a nurse, I would have the opportunity to make a real difference in people's lives – and that's something that's always been important to me.”
This kind of answer shows clear intention and emotional alignment with the role. It's a good sign when candidates speak from the heart and can articulate their 'why.'
Best practice tip: Look for authenticity. Candidates who share a story or personal experience often have a deeper understanding of what nursing really involves.
What do you think are the most important qualities of a successful nurse?
This question helps you assess a candidate’s understanding of what it truly takes to thrive in a nursing role. You're looking for responses that go beyond just technical skills.
Best practice: A strong candidate should mention core soft skills like:
- Patience – Nurses deal with patients in pain or distress. Staying calm is essential.
- Empathy – The ability to understand and share the feelings of others helps in caring and connecting with patients.
- Strong desire to help others – Nursing requires a genuine drive to support and care for people.
- Excellent communication – Nurses must clearly interact with patients, families, and other healthcare staff.
- Staying calm under pressure – Emergencies are common in healthcare. Reacting efficiently is critical.
Look for candidates who give specific examples of how they’ve shown these qualities. That shows self-awareness and real-life application, which are great signs of a reliable nurse.
What do you think are the biggest challenges facing nurses today?
This question is a smart way to gauge a candidate’s awareness of industry trends and their ability to reflect on real-world challenges. It helps you understand whether they’re engaged with the field beyond just their job duties.
What to look for in a strong answer:
- Awareness of systemic issues in healthcare
- Personal insight or experience that relates to the challenge
- Emotional intelligence and resilience
Best practice approach: Look for candidates who not only identify key challenges like burnout, short staffing, or high patient acuity but also show how they cope or contribute to positive change.
Sample comment evaluation:
> “I think one of the biggest challenges facing nurses today is the increasing demands placed on us. We're being asked to do more with less, and it can be difficult to provide the high level of care that our patients need and deserve. In addition, the nursing shortage is also a major challenge that we're facing. There simply aren't enough nurses to meet the growing demand, which can lead to burnout and compassion fatigue.”
Why this is a solid answer:
- It shows the candidate understands the reality of the healthcare environment.
- Highlights empathy and passion for quality patient care.
- Recognizes the emotional toll and systemic issue of understaffing.
- Great conversation starter to ask follow-up questions like “How have you handled burnout in the past?” or “What support would help you manage these stressors better?”
Use this question to dig into what motivates the nurse and how they stay committed even when the job gets tough.
Can you describe a time when you had to advocate for a patient?
This question helps you understand how a candidate prioritizes patient care, communicates with others on the healthcare team, and navigates challenging situations. A strong answer includes a real example, shows empathy, and highlights problem-solving skills.
What to listen for:
- A clear situation where advocacy was necessary
- Actions taken to support the patient’s needs
- Collaboration with others to reach a resolution
- A positive outcome that benefited the patient
For example: "In one instance, a patient was scheduled for a procedure they were not comfortable with. I took the time to discuss their concerns, gathered additional information, and presented it to the medical team. We were able to find an alternative approach that satisfied the patient's needs."
This kind of response shows initiative, strong communication skills, and a patient-first mindset—all critical traits in healthcare roles. Best practice here: look for candidates who consistently act as a voice for their patients, even in difficult situations.
How do you prioritize your tasks during a busy shift?
Comment: This question helps you understand how a candidate handles pressure and manages time, especially when demands are high. Look for answers that show structured thinking, situational awareness, and communication skills.
A strong answer might sound like this: "I prioritize my tasks by first identifying what's most urgent and important. In previous roles, I handled high-pressure shifts by quickly scanning my to-do list and tackling tasks that impacted others the most — like patient needs or client deadlines. I also use tools like checklists or digital task managers to stay organized. Regular check-ins with my team help ensure we're aligned and nothing slips through the cracks."
Best practice tip: Candidates who mention both task assessment and teamwork usually handle busy environments well. Prioritization is not just about what gets done first — it's about managing workload smartly.
If you're looking to see more in the meantime, if you're looking to see more nursing school interview questions, check out this article: Medical School Interview Questions
How do you ensure accurate and timely documentation?
This question is designed to gauge a candidate’s attention to detail, organizational abilities, and understanding of workflow efficiency.
A strong response should highlight:
- Commitment to accuracy
- Time management strategies
- Familiarity with tools like EHRs or CRM systems (depending on the role)
- Habits that support consistency and reliability
Best practice: Look for candidates who give a specific process they follow, rather than just saying they’re “detail-oriented”.
Example of a strong answer: “I ensure accurate and timely documentation by making it a priority right after each interaction. I’ve developed a habit of using digital systems, like EHR or project tracking tools, efficiently. I always take a few moments to double-check entries before submitting and stay organized using task lists, so nothing slips through the cracks.”
What to listen for: Responses that reflect proactive planning and consistency. Candidates who mention cross-checking their work or using checklists often bring a methodical approach to their documentation responsibilities. That’s a great indicator of reliability.
What is your approach to patient education?
Comment: This question reveals how well the candidate communicates complicated medical information in a patient-friendly way. You want to see clear, empathetic communication skills and a patient-centered approach.
Look for candidates who mention strategies like:
- Assessing the patient’s current knowledge
- Using simple, non-medical language
- Adapting their explanation based on the patient's learning style
- Visual aids or hands-on demonstrations
- Encouraging questions and checking for understanding
Strong answers often sound like this: "My approach to patient education involves first understanding the patient’s current knowledge and concerns. I simplify complex medical terms, use visual aids when needed, and ask questions to make sure they really understand. I also tailor my communication to match their comfort level and learning pace."
Best practice tip: Look for responses that show the candidate values not just informing the patient, but making sure the patient feels confident and involved in their care.
How do you stay current with medical advancements and nursing practices?
This question helps gauge a candidate's commitment to lifelong learning and staying up-to-date in a fast-evolving field like healthcare. The best responses will show a proactive approach to professional development.
A strong answer might sound like this:
"I stay current with medical advancements by attending regular nursing workshops and accredited conferences whenever possible. I also complete continuing education courses annually and subscribe to a few trusted nursing journals. In my free time, I participate in online forums and am a member of a local nursing association that helps me stay connected to industry updates and peer insights."
What to look for as a hiring manager:
- Active participation in continuing education
- Use of professional resources like journals or associations
- Engagement in peer discussions or professional networks
- Examples of recent learning or certifications
Best practice: Look for candidates who show initiative in keeping their knowledge current without waiting for their employer to require it.
Provide an example of a time when you had to quickly adapt to a change.
This question helps you understand how well a candidate can handle unexpected changes or disruptions. It's especially useful for roles that require flexibility and quick thinking.
Look for a response that includes:
- A clear real-life example
- The challenge or change that happened
- The actions they took to adapt
- The result of their quick thinking
Best practice approach: Candidates who can break this down using a simple STAR format (Situation, Task, Action, Result) usually provide clearer, stronger answers.
Example of a strong response: "During a shift change, we had an unexpected influx of patients due to an accident in town. I quickly adapted by reassigning tasks, coordinating with other departments, and ensuring all critical patients received immediate attention. Even though it was chaotic, we managed to handle the situation without delays in care."
What to listen for:
- Quick decision-making
- Willingness to take initiative
- Team coordination under pressure
- A clear outcome that shows success
Avoid vague responses with no specific details or outcomes.
How do you manage working long shifts and dealing with physical demands?
This question helps you understand whether a candidate is prepared for the physical and mental challenges of the role. It's especially important for jobs that involve manual labor, healthcare, hospitality, or any role requiring extended working hours.
What to look for:
- Healthy coping strategies
- Time management and self-care habits
- Mental resilience and awareness of burnout
- Ability to plan rest and recovery
Red Flags:
- No clear stress-management approach
- Unrealistic confidence with no plan
- Signs of burnout already present
Best practice: Listen for a balanced answer that shows both preventive and reactive strategies.
Example Strong Answer: "I manage long shifts by staying physically active, eating nutritious meals, and ensuring I get adequate rest. During shifts, I take short breaks to stretch and stay hydrated. Mentally, I practice mindfulness and a few quick breathing exercises throughout the day."
This type of answer shows the candidate understands how to maintain their performance without compromising their health.
What do you do if you notice a coworker making a mistake with patient care?
This is a key question when hiring for roles in healthcare. The goal is to understand how a candidate balances teamwork, communication, and accountability—while putting patient safety first. You're looking for someone who doesn't ignore the issue or pass blame, but instead takes responsible, compassionate action.
Best practice response should include:
- Immediate concern for patient safety
- Calm and professional communication with the coworker
- Willingness to collaborate and assist, not just criticize
- Knowing when to escalate the situation to a supervisor or manager
Example of a strong response:
"If I notice a coworker making a mistake that could affect patient care, I act immediately. Patient safety is always the top priority. I would speak to the coworker privately and respectfully to understand their side and bring it to their attention. If it’s something urgent or if the issue continues, I’d report it to the appropriate supervisor. I see it as a shared responsibility to keep our patients safe and support each other professionally."
Red flags to watch for:
- Avoiding responsibility or saying, "That's not my job"
- Showing fear of conflict rather than concern for safety
- Not mentioning communication or escalation steps
Ask follow-up questions if a candidate is vague in their answer or overly critical of coworkers. You want someone who protects patients AND maintains a collaborative, respectful environment.
How do you handle patient confidentiality?
Maintaining patient confidentiality is crucial in healthcare roles. A strong candidate should demonstrate a clear understanding of HIPAA regulations and show a commitment to protecting sensitive information.
Look for responses that mention:
- Strict adherence to privacy laws like HIPAA
- Limiting access to patient data to only authorized personnel
- Secure handling and storage of medical records
- Proper practices for digital and physical document disposal
Best practice: The candidate should give a specific example or routine they follow that shows they take confidentiality seriously.
Example answer to look for: "I handle patient confidentiality by strictly following HIPAA guidelines. I never discuss patient information without proper authorization and ensure all records are stored securely, both digitally and in print. I also make sure to log out of systems when stepping away and shred any documents no longer needed."
What are your weaknesses, and how are you working to improve them?
This question helps you see if the candidate has self-awareness and a growth mindset. Everyone has flaws—what matters is how they handle them. When candidates are honest and can explain how they're improving, it's a good sign they’re open to learning and development.
What to look for:
- Specific weakness, not a disguised strength.
- Clear steps they’re taking to improve.
- Shows accountability and personal growth.
Red flags:
- Answers that sound too perfect or fake (like “I work too hard”).
- Avoiding the question or giving a vague reply.
- Blaming others for their weakness.
Best practice: Look for someone who is reflective and actively working on themselves. Progress, even if slow, is better than denial.
Example of a strong response: "One area I'm working on is delegating tasks more effectively. I tend to take on too much myself, which can be overwhelming. To improve, I've been practicing better delegation by trusting my colleagues' abilities and providing clear instructions."
This shows the candidate is self-aware, takes initiative, and values teamwork. Keep an eye out for this kind of honest and actionable answer.
How do you handle feedback and criticism?
This question helps gauge a candidate’s emotional intelligence, maturity, and capacity for growth. You're looking for someone who sees feedback as helpful, not a personal attack.
Best practice: Look for responses that reveal open-mindedness, self-awareness, and a willingness to learn.
A strong answer might sound like: “I handle feedback and criticism by listening carefully, reflecting on it without defensiveness, and making changes when appropriate. I see feedback as an opportunity to keep improving and perform better in my role.”
Red flags to watch out for:
- Getting defensive or blaming others
- Avoiding feedback or seeing it as unnecessary
- Indicating they don't take action based on feedback
Tip: Candidates who give you a clear example of how they applied past feedback show they’ve got the right mindset for improvement.
Where do you see yourself in five years?
This classic question helps assess a candidate’s long-term intentions, motivation, and alignment with your company’s growth path. Look for responses that show realistic ambition, commitment, and how the candidate’s goals can tie into your business needs.
What to look for:
- Clearly defined career goals
- Alignment with company or role trajectory
- Willingness to grow within the organization
Best practice approach: Encourage candidates to be honest yet thoughtful. A strong response could sound like:
> “In five years, I see myself advancing in my nursing career, possibly taking on a leadership or specialized role within this institution. I am committed to lifelong learning and professional growth, and I aim to contribute to improving patient care and outcomes.”
This kind of answer shows initiative, stability, and a growth mindset. Be cautious of overly vague responses or goals that don't align with your company's direction.
💡 Remaining 132 questions...
The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.
Download E-Book here 👉
Real Success Stories: How Proper Interview Preparation Changes Careers
Portia Wofford's Journey from Bedside to Business Success
Portia Wofford stands as a shining example of how mastering nursing interview questions can transform a career trajectory. This award-winning nurse, writer, and digital marketer started her journey like many others - dedicating her nursing career to creating content and solutions for employers that directly affected patient outcomes.
What set Portia apart was her strategic approach to career development. After years of hands-on nursing experience, she leveraged her expertise to empower health practices in a completely different way. Today, Portia helps healthcare organizations increase growth opportunities and become the number one providers in their communities through engaging content that connects and converts.
Her transition from clinical practice to digital marketing wasn't accidental - it was built on a foundation of understanding what healthcare employers really want to hear during interviews. This deep insight into both sides of the hiring process has made her invaluable to the healthcare industry.
Nurse Sarah's Impact: Transforming Interview Anxiety into Job Offers
The power of proper preparation for nursing interview questions becomes crystal clear when looking at the testimonials surrounding Nurse Sarah's interview coaching. Multiple nurses have shared their success stories, highlighting how targeted preparation can make the difference between rejection and immediate job offers.
"Sarah you've helped me since the beginning. I never thought I'd see the day where I got to watch this particular video. Thank you so much. Millions of new nurses every year will never forget you." - Emily Paille
Megan Braun's experience shows just how effective proper preparation can be: "Amazing, I just had my interview. They used all of these questions. So happy i had watched this video and prepared beforehand! Got offered a job on the spot! Thanks for everything Nurse Sarah."
Perhaps most touching is this testimonial from another successful candidate:
"From studying courses in college, to reviewing the board exam. I can't believe you are now helping me for an interview. Thank you so much and I'm happy to tell you that I was hired."
These success stories demonstrate a crucial truth: when candidates prepare thoroughly for common nursing interview questions, they don't just perform better - they often receive job offers immediately.
Why Video Screening Software is Revolutionizing Healthcare Recruitment
The Modern Hiring Challenge
Healthcare organizations are facing unprecedented staffing challenges. With nursing shortages reaching critical levels, recruiters need tools that can efficiently identify the best candidates while saving valuable time. Traditional phone screenings and lengthy in-person interviews are becoming impractical when dealing with high volumes of applicants.
The Video Screening Advantage
Video screening software is rapidly gaining adoption among recruitment professionals for several compelling reasons:
- Time efficiency: Recruiters can review multiple candidate responses at their convenience
- Consistent evaluation: Every candidate answers the same nursing interview questions in the same format
- Better candidate experience: Nurses can record their responses when they're most prepared and comfortable
- Improved decision-making: Visual cues and communication skills are preserved for review
- Cost reduction: Eliminates travel costs and scheduling conflicts for initial screenings
Real Results for Healthcare Recruiters
Healthcare organizations using video screening report significant improvements in their hiring processes. They're able to identify top nursing talent faster, reduce time-to-hire, and make more informed decisions about which candidates to bring in for final interviews.
The technology particularly excels at evaluating responses to critical nursing interview questions about patient care scenarios, ethical dilemmas, and communication skills - areas where tone, facial expressions, and confidence levels matter just as much as the words spoken.
Ready to Transform Your Nursing Recruitment Process?
Don't let outdated screening methods slow down your hiring when qualified nurses are in such high demand. Video screening technology can help you identify the best candidates faster while providing a better experience for everyone involved.
Discover how CandidateScreenings.com can streamline your nursing recruitment process and help you find exceptional healthcare professionals who are truly ready to make a difference in patient care.