Why the Right Questions Make All the Difference in Nursing Interviews
As an HR professional, you know that hiring the wrong nurse can be costly – both financially and for patient care quality. With the nursing shortage creating intense competition for qualified candidates, asking the right questions to ask in a nursing interview becomes absolutely critical. The truth is, nursing interviews aren't just about checking credentials anymore. They're about finding someone who can handle the emotional demands, work collaboratively in high-stress situations, and adapt to the ever-changing healthcare landscape. Getting this right can mean the difference between hiring a nurse who thrives in your environment versus one who burns out in the first semester.
The statistics paint a clear picture of what we're working with. Most nursing students are 25-35 years old, often single mothers with young children who were working minimum-wage jobs before entering nursing school. About half were high school dropouts who completed their GED, and the dedication required is intense – successful students spend 10-20 hours per week preparing for class, studying, and completing assignments. Here's the reality check: when sixty students are admitted to a nursing class, typically only twelve graduate, with most dropouts happening in the first semester. This means the candidates sitting across from you have already demonstrated remarkable resilience and commitment.
Today's healthcare environment demands more from nurses than ever before. Hospitals and clinics no longer need to take any warm body with a license that appears at their doorstep – they can be selective. The nursing shortage paradoxically gives you both challenges and opportunities. While nurses are among the most in-demand people in the workforce, this also means you can attract candidates who are truly passionate about the role. Modern questions to ask in a nursing interview have evolved beyond basic clinical knowledge to focus on behavioral scenarios, adaptability, and teamwork capabilities.
The interview process itself has become more sophisticated, with many healthcare organizations moving toward behavioral-based interview questions that use the STAR method (Situation, Task, Action, Result). Research shows that nursing interview questions should revolve around three core areas: patient care competency, teamwork ability, and adaptability to change. Remember, interviews are a two-way street – candidates should also be asking questions about orientation programs, working environment, and management structure. Smart hiring managers know to expect follow-up thank-you notes within 24-48 hours and look for candidates who demonstrate genuine interest in the specific role and organization.
Now that we understand the landscape and stakes involved, let's dive into the 210 best practice questions to ask in a nursing interview for 2024. These questions are designed to help you identify candidates who not only have the clinical skills but also possess the emotional intelligence, adaptability, and team collaboration abilities essential for success in today's healthcare environment.
Because you're reading this article, you might be interested in the following article as well: Self Paced Video Interview: Tips for Employers.
🏆 The list of TOP 210 questions to ask in a nursing interview in 2025
How would you describe the position within this unit?
This is a valuable screening question used during interviews for nursing or healthcare positions. It helps both the candidate and the hiring manager get on the same page about what the job actually involves.
From a recruiter's point of view, a great answer shows the candidate has either done their homework or is genuinely curious about fitting into the team and contributing in the right way.
Look for responses that ask for or reflect:
- Clarity on day-to-day responsibilities
- How this role interacts with others in the unit
- Whether the unit is fast-paced, specialized, or general care
- Expectations related to shifts, teamwork, and patient volume
Best practice approach: Encourage hiring managers to notice if a candidate tailors their response or questions to match the unit's reputation or known challenges. This shows initiative and alignment with the role — both key indicators of a good fit.
This question also opens the door for two-way communication, allowing the candidate to understand if they’re truly the right match, and helps recruiters assess how candidates think about their place in a team.
What are you looking for in a new team member?
Asking this question gives candidates the chance to understand what really matters to your team — not just the job description, but the personality, attitude, and work ethic you're aiming to bring in.
Best practice: Be specific in your expectations to attract aligned applicants. Are you looking for strong communication, adaptability, or technical experience? Highlight both skills and soft traits.
Use the answer to gauge:
- If the candidate’s own values match your team culture
- Whether their strengths align with the role
- How well they understand collaborative work in healthcare
Tip: Frame your expectations around real scenarios. For example, “We value team members who stay calm under pressure and share responsibilities fairly during busy shifts.” This sets clear, realistic expectations for candidates and helps filter out poor fits early.
This helps nurses understand what qualities and skills the employer values most in potential hires.
Do you have any advice for succeeding in this unit?
This question gives candidates an opportunity to show they understand the demands and dynamics of the specific unit you're hiring for. It opens the door for them to share what they've observed or learned from experience, and how they would approach success in this role.
Look for answers that reflect:
- Understanding of the unit’s pace, patient population, and challenges
- Insight into teamwork, communication, and adaptability
- A proactive attitude or examples of past approaches that worked well
Best practice: Candidates who give detailed responses or mention asking for mentorship, supporting the team, or prioritizing patient care tend to do well in clinical environments. It also helps you see if their mindset fits with your unit culture.
Do you have programs in place to help orient new hires?
Asking this question helps you understand whether the facility has a structured onboarding process for new employees. This is especially important in roles like nursing, where proper orientation can directly impact patient care and employee retention.
What to look for in a good response:
- A clear, step-by-step onboarding process
- Mentorship or buddy systems
- Access to resources and training materials
- Ongoing support during the first few months
Best practice: Facilities that invest in strong orientation programs tend to have higher employee engagement and faster ramp-up times. If a candidate values structured training, their eyes should light up at this question. It also sets expectations about how well-supported they will feel during their transition.
Do you offer relocation reimbursement?
Relocation can be a big deal, especially for qualified candidates like nurses who are willing to move for a job. Asking if relocation reimbursement is part of the offer helps set clear expectations early in the hiring process.
Why it matters: Nurses and healthcare professionals are often in high demand, and some of the best candidates may live out of state or even across the country. Providing relocation support can make your offer more competitive.
Best practice approach:
- Be upfront if relocation assistance is available.
- If it varies, explain the conditions (e.g., only for certain roles or distances).
- Mention if the reimbursement covers partial or full expenses like travel, moving services, or temporary housing.
This question also helps you gauge how serious the candidate is about the role and whether they’ve considered the logistics of moving. Make sure it's discussed early to avoid surprises later in the hiring process.
What do you like most about working here?
This question gives nurses insight into the positive aspects of the workplace from an employee's perspective.
It helps candidates picture themselves in the role and gives them a feel for team culture, daily routines, and shared values. As a hiring manager, this is your chance to highlight the strengths of the job that go beyond what's written in the job description.
Best practice: Encourage current team members to answer authentically. Whether it’s a strong support system, great leadership, or work-life balance—candidates want real answers. Genuine responses build trust and positively impact their decision-making process.
Look for these highlights in responses:
- Team collaboration and support
- Leadership style and accessibility
- Opportunities for learning and growth
- Culture of respect and inclusion
Candidates want to know they’ll be appreciated and supported. Let your team’s enthusiasm do the convincing.
How would you describe the culture here?
This question helps candidates get a real feel for the workplace. It tells them what to expect beyond the job description—like how people interact, the pace of work, management style, and shared values.
Best practice: Encourage interviewers to be honest and specific, not just say “positive” or “collaborative.” Explain what that actually looks like day-to-day. For example:
- "We value teamwork, so nurses often help each other during busy shifts."
- "Decisions are made quickly—we’re a fast-paced environment where flexibility is key."
Be sure to include both the strengths and challenges. This gives nurses a chance to see if they’ll thrive in your setting and reduces future turnover.
Tip for hiring managers: Observation is everything. Make sure your culture matches what your staff actually experiences—authenticity wins.
How would you describe a typical day in this unit?
This question helps candidates, especially nurses, understand what to expect on a day-to-day basis. It allows them to imagine themselves working in the environment and prepares them mentally for the pace and flow of responsibilities.
Best practice: Ask this early in the interview to set the context. A clear, honest answer helps weed out candidates who may not be a good fit for the unit's tempo or patient population.
What to listen for:
- Descriptions of shift structure, patient load, and team interaction.
- Types of procedures or cases frequently seen.
- Any time-sensitive tasks or high-pressure situations they regularly handle.
By encouraging the candidate to envision their day, you're also indirectly gauging how their past experiences align with your workplace needs.
What are some of the main challenges you face working here?
Asking this question helps uncover the real-life hurdles in the role or environment. It’s a valuable way to set expectations early and gives candidates—especially nurses—a better idea of what they’re signing up for.
Why this works:
- It reveals team dynamics, workload expectations, or administrative stresses.
- Helps recruiters assess how honest and self-aware the organization is.
- Shows candidates you value transparency.
Best practice: Encourage honest, specific answers from current team members if a candidate asks this in return. It builds trust and can attract applicants who are up for the challenge.
What sort of shifts or schedule can I expect working here?
This is a key question candidates ask to understand if the job aligns with their personal life and availability. For nurses, in particular, knowing the shift pattern—day, night, or rotating—is crucial for maintaining work-life balance.
Best Practice: Be transparent about shift types, weekend expectations, and how far in advance schedules are posted. Candidates appreciate clarity and honesty up front, especially in demanding roles like nursing where schedules impact physical and mental wellbeing.
Good responses to look for:
- Flexibility with different shift types
- Willingness to work weekends or holidays when needed
- Appreciation for advance notice and clear scheduling policies
Look for candidates who stay calm when discussing tough schedules or are open to rotation—this shows reliability and dedication.
Are there overtime or weekend requirements?
Asking this question helps candidates know if the job may cut into their personal time or if flexible availability is a must. Nurses often work long hours, and some roles frequently require weekends or extended shifts—so being upfront about this is key.
Best practice: Set clear expectations so candidates can self-assess if the schedule aligns with their lifestyle. This reduces early turnover and ensures alignment from the start.
Use this question to also evaluate their willingness and ability to adapt to fluctuating schedules:
- Are they open to working weekends or holidays?
- Do they have prior experience handling night shifts or extended hours?
- How do they manage work-life balance under these conditions?
Their answers can reveal adaptability, commitment, and how well they’ve handled high-demand environments in the past.
How many nurses would I be working with regularly?
This question helps candidates understand the team's size and how often they'll interact with other nurses. It shows if the work environment is more independent or team-based. Many nurses value collaboration, so knowing the size of the regular team gives insight into workload sharing, support, and communication on the floor.
Best practice: Give a clear number or range (e.g. "You'd be working closely with 5–7 nurses each shift") and highlight how collaboration happens day-to-day. This gives the candidate a clearer picture of the job dynamics and helps set expectations.
How many emergent cases do you normally see?
This question helps nurses understand the pace and intensity of the work environment. It's especially useful in emergency departments, urgent care centers, and hospitals with high patient volumes.
By asking this, you're getting insight into how familiar the candidate is with high-pressure situations. Are they used to a few critical cases per shift, or are they accustomed to a fast-paced, high-acuity environment?
What to listen for:
- Specific numbers or averages they handled daily or weekly
- Types of emergent cases they’ve managed (traumas, cardiac arrests, etc.)
- Their role in those situations—were they leading or assisting?
- Emotional and physical readiness for that kind of pace
Best practice: Follow up with situational questions like: “Can you tell me about a time you had to manage multiple critical patients at once?” This helps validate their experience and problem-solving capabilities under stress.
Remember, this question doesn’t just show you their experience—it reveals if they’ll thrive in your environment or feel overwhelmed.
What type of medical records or programming systems do you utilize?
Understanding the technology nurses will use daily is key for job satisfaction and successful onboarding. This question helps candidates know if they’re familiar with the systems used in your facility or if they'll need additional training.
Best practice: Be specific. Mention systems like Epic, Cerner, Meditech, or any proprietary platforms you use.
What to listen for:
- Candidates who have worked with your system or a similar one.
- Willingness to learn new tools.
- Examples of how they’ve used digital systems in past roles.
Why it works: It sets the right expectations while letting you assess technical readiness. A nurse comfortable with your systems can often get up to speed faster and avoid errors due to unfamiliarity.
How would you describe your company values?
This question helps nurses determine if their personal values align with the organization’s values. When hiring for healthcare roles, especially nurses, cultural fit is just as important as clinical skills.
Look for answers that are:
- Clear and genuine
- Centered around patient care, teamwork, and integrity
- Supported by real examples from the company culture
Best practice: The candidate’s values should naturally align with the company’s mission. If you emphasize compassion and accountability in your organization, the response should mention those elements.
Avoid vague or overly corporate responses that don’t reflect the day-to-day experience in the role. This gives candidates a peek into your culture—and helps them decide if it's the right place for them.
Are there mentorship or research opportunities available?
Asking candidates if mentorship or research opportunities matter to them is a smart way to gauge their interest in professional development. This is especially important for roles like nursing, where continual learning and career advancement are crucial.
Why it matters: Candidates who ask about mentorship or research opportunities typically want to grow in their career. It signals they're not just looking for a job—they’re looking for a place to thrive and get better at what they do.
Best practice: Look for responses that mention a desire to:
- Learn from senior professionals
- Participate in new clinical studies or research
- Stay current with medical trends
- Contribute to knowledge sharing within the team
These are signs of a motivated and growth-focused candidate. It's a good idea to highlight any structured mentorship programs or research affiliations your organization offers to attract top talent.
Is there room for advancement in this position?
Asking this question helps nurses understand the growth opportunities within your organization. It shows you're looking for candidates who are thinking long term and want to build a career—not just collect a paycheck.
Why it matters:
- Ambitious candidates want to know they won't be stuck in the same role forever.
- It opens up a conversation about training, leadership paths, and internal promotions.
What to listen for:
- Candidates who ask follow-up questions about the promotion process, mentorship programs, or leadership training.
- Genuine curiosity about how others have moved up internally—it shows they care about a future with your company.
Best practice tip: Be honest and clear. If your organization supports advancement, explain how. If growth opportunities come slowly, set the right expectations. Either way, transparency builds trust.
Do you offer tuition reimbursement for continuing education, training, and certification?
Let candidates know if your organization supports staff with tuition reimbursement or funding for professional development, such as:
- Continuing education (CE) courses
- Specialized training programs
- Certifications like ACLS, BLS, or specialty-specific credentials
Why this matters: Nurses are committed to growing professionally. Knowing whether your company invests in their development can make a major difference in their decision to join you. Offering reimbursement shows you're serious about supporting long-term career growth.
Best practice: Be clear on eligibility, what’s covered, and any commitment required post-training. Candidates appreciate transparent answers.
Are there opportunities to gain additional training at this facility?
Asking this question can tell you a lot about how invested a facility is in staff growth. It shows that the candidate is focused on learning and improving their skills — a great trait in healthcare.
Why it's important to ask: Facilities that offer regular training or continuing education often have higher employee satisfaction and lower turnover. It also reflects a culture of growth.
How to assess the answer: Look for specifics. Good responses might mention:
- In-house workshops
- Paid certifications
- Tuition reimbursement
- Mentorship programs
If the response is vague or non-committal, it might suggest that training is not a priority there.
Best practice tip: Always check if the facility supports development plans or has a dedicated education budget. That’s a strong sign of long-term investment in their nurses.
What is your favorite part of nursing?
This simple question reveals a lot about a candidate’s values, passion, and how they align with your team. You’re looking for a response that shows genuine commitment and a love for patient care—not just someone clocking in for the paycheck.
Best practice is to listen for:
- Mentions of patient interaction, advocacy, or team collaboration
- Specific examples of rewarding moments
- Insight into what keeps them going during tough shifts
If their favorite part aligns with your facility’s core values—like patient-centered care or teamwork—it’s a good sign they’ll be a cultural fit. Candidates who light up when talking about helping patients or mentoring others often bring strong morale and leadership to the team.
How did this unit respond to the challenges of the COVID-19 pandemic?
This question gives valuable insight into how the healthcare team managed during one of the most difficult times in modern medical history. It helps candidates understand what kind of support, flexibility, and leadership they can expect in high-pressure situations.
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Why it matters:
- Nurses want to know how much support they'll get in a crisis.
- Reveals if safety, communication, and teamwork are taken seriously.
- Shows the unit’s ability to adapt and continue delivering quality care.
What to listen for in responses:
- Clear examples of teamwork, adaptation, and support systems.
- How staffing, PPE access, and patient load were managed.
- Any long-term changes or improvements made post-pandemic.
Best practice: Units that communicate openly, offer mental health support, and involve staff in decision-making should be highlighted. These responses often reflect a strong and resilient team culture.
What is the management style?
Understanding the company's management style helps you know what kind of team culture and leadership you’ll be walking into. This question gives insight into how decisions are made, how communication flows, and how employees are managed on a daily basis.
Best practice: Look for candidates who’ve worked under similar styles or show flexibility in adapting. For hiring managers, explaining the style clearly helps set realistic expectations and filters for culture fit.
For example, if a company encourages autonomy, but a candidate prefers close supervision, it may not be the ideal match. Use this question to determine alignment in work approach and expectations.
Who will I be reporting to?
Asking "Who will I be reporting to?" is a smart and strategic question from a candidate. It shows they’re already thinking about how they’ll fit in and who they'll be working closely with.
This question helps you gauge whether the candidate is comfortable with the reporting structure and understands the chain of command. It also gives you a chance as a hiring manager to set expectations about leadership style, communication flow, and decision-making hierarchy.
Best practice: Use this moment to assess if the candidate asks follow-up questions about the person they’ll report to. That curiosity often signals accountability and initiative—traits you want in your team.
How is my success measured in performance reviews?
Understanding how your performance will be evaluated helps you align with the company’s goals from day one. This question shows candidates want to succeed and are seeking clarity on expectations.
Best practice: Look for candidates who ask this question early in the interview process. It demonstrates they’re proactive and care about doing a great job.
What to listen for:
- Interest in key performance indicators (KPIs) or metrics
- Clarification on how goals are set and reviewed
- Questions about feedback frequency and areas of focus (quality, speed, collaboration, etc.)
- Curiosity around growth opportunities tied to performance
Red flag: If the candidate doesn’t respond well to structured reviews or seems defensive when discussing evaluations, they may struggle with constructive feedback.
As you screen, this question is a strong sign the candidate is performance-driven and wants to meet or exceed expectations.
How many nurses currently work overtime?
Asking how many nurses are working overtime helps you understand current staffing levels and potential burnout risks. If overtime is common, it may indicate short staffing, poor scheduling, or high patient volume. These are important red flags for long-term retention and job satisfaction.
Best practice tip: Listen carefully to whether the candidate knows specific numbers or just gives a general idea. A detailed answer shows they stay informed and are likely engaged with their team’s wellbeing.
You can also follow up with questions like:
- "Is overtime typically voluntary or required?"
- "How is overtime usually handled or compensated?"
This helps gauge how organized and fair their current workplace is, and if the candidate is accustomed to high-pressure environments.
Are there on-call requirements?
Some hospitals require nurses to be on-call during specific shifts, weekends, or holidays. It’s important to ask about the on-call expectations upfront, so candidates understand what’s required outside of their regular working hours.
Ask follow-up questions like:
- How often are staff expected to be on-call?
- What’s the average response time for on-call situations?
- Is there additional compensation or time-off for on-call duties?
Best practice: Be transparent about the on-call schedule in the job description and during the screening call. This helps avoid surprises later and ensures candidates are comfortable with the arrangement.
What are your current staffing ratios?
When you ask about staffing ratios, you're trying to get a clear picture of how many team members are supporting operations at any given time. This is especially important in healthcare, hospitality, or customer service roles where being understaffed can lead to burnout and poor performance.
Why it matters:
- It gives you insight into workload expectations
- You can assess if they’re heavily reliant on new hires
- It reveals how well their team is resourced and supported
Best practice tip: If they mention low staffing ratios, follow up with, “How do you ensure quality and support for staff under those conditions?” This adds depth and helps you judge how well they manage tight resources.
This question also helps you understand whether you’re stepping into a high-pressure environment or a well-oiled system.
What are the next steps in the interview process?
This is a great question to ask at the end of an interview. It shows you're engaged, serious, and want to stay informed about what happens next.
From a hiring manager’s perspective, a candidate who wants to know what’s coming shows motivation and genuine interest. This can help separate proactive applicants from those who aren't fully invested.
Best practice tip: Use this question to also evaluate how organized the company’s recruitment process is. A clear and structured answer reflects well on their internal processes. If they can't give you a straight answer, it may indicate disorganization or delays ahead.
The response you receive may provide:
- How many interview rounds are left
- Whether any assessments or tasks are coming
- A possible decision timeline
You’ll also get a sense of the urgency behind the role and where you stand. It’s a polite, professional way to stay informed and maintain engagement.
Tell me about yourself
This question sounds simple, but it's one of the most important parts of any candidate screening. It's your chance to see how well a candidate can tell their story, tie in their experience, and show motivation for the role.
Comment:
Don't just summarize your resume or daily responsibilities. Aim to connect with your interviewer and describe your big achievements. Refer to your origin story and make a quick link to your career goals and what motivated you to enter the nursing field.
What to listen for:
- A clear, confident narrative that connects personal background with professional experience
- Highlights of key achievements, not just duties
- A sense of why they chose nursing and what drives them
- Communication skills – are they concise, engaging, and relevant?
Best practice: Look for authenticity. If the story sounds rehearsed or generic, dig deeper with follow-up questions. Candidates who connect their values and goals to the role show stronger long-term potential.
Why do you want to work here?
This question gives candidates the chance to show they've done their homework. It’s one of the most important questions to ask, especially in roles like healthcare and nursing, where culture fit and motivation truly matter.
Best practice: Look for answers that reflect specific knowledge about your facility—like your values, mission, or recent achievements. Generic answers like “I need a job” or “this is close to my house” should raise flags.
Strong candidates will say things like:
- “I read about your patient-first approach and commitment to ongoing training—this aligns with my passion for continuous learning in nursing.”
- “Your facility has a great reputation for supporting career growth and teamwork, which is a culture I'd love to be part of.”
What to listen for: Genuine interest, some research they’ve done about your organization, and a clear idea of how your facility fits into their long-term career goals. You want candidates who aren’t just job hunting—but truly see themselves growing with your team.
💡 Remaining 180 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-World Success Stories from Nursing Interview Experts
Healthcare organizations across the country have been refining their approach to questions to ask in a nursing interview based on insights from experienced professionals. Trusted Health, a leading healthcare staffing platform, relies on experts like Audrey McCollough, RN, BSN - a pediatric critical care nurse with eight years of critical care experience. McCollough now uses her expertise to support healthcare professionals internally, helping shape how interview questions are structured and delivered.
UCSF Hospitals in San Francisco has long been recognized for their rigorous interview process. One veteran nurse shared their 1980 interview experience where clinical questions were central to the evaluation process. While the healthcare landscape has evolved significantly since then, the emphasis on thorough questioning remains. Kaiser San Francisco similarly maintains high standards in their Adult ICU/CCU hiring process, focusing on both clinical competency and behavioral assessment. Industry experts like Derek Dicamillo, District Director of Clinical Operations, emphasize that behavioral-based interview questions have become the gold standard, with resources available through The Nurses Lounge to help healthcare organizations improve their interviewing techniques.
Building a stronger nursing pipeline? Complement this guide with role-specific sets like nursing interview questions and medical assistant interview questions to round out your healthcare screening.
Why Video Screening Software is Revolutionizing Nursing Recruitment
The nursing shortage has pushed healthcare organizations to modernize their screening process beyond traditional face-to-face interviews. Video screening software is becoming the preferred method for initial candidate evaluation, allowing recruiters to assess more candidates efficiently while maintaining quality standards.
Time efficiency is the biggest driver - instead of scheduling dozens of in-person interviews, hiring managers can review video responses to standard questions to ask in a nursing interview at their convenience. This technology also helps eliminate geographical barriers, enabling hospitals to tap into talent pools from different regions without the expense of travel.
Consistency in evaluation is another major benefit. Every candidate answers the same core questions, making it easier to compare responses objectively. Video screening also allows multiple team members to review candidates, ensuring collaborative decision-making in the hiring process.
Ready to streamline your nursing recruitment process? Discover how Candidate Screenings can transform your hiring workflow and help you identify the best nursing talent faster than ever before.