1. The Value of Admission Interviews
Wednesday, April 15, : :00 am
The Value of Admission Interviews
Lisa Rosenberg, PhD, RN
Associate Professor
Rush University College of Nursing

2. Overview
Do interviews provide relevant data in making admission decisions?
Are attrition rates affected when interviews are conducted?

3. Times Have Changed Qualified applicant pools Waitlists
Expanding enrollments
Faculty shortages
Overflowing clinical sites
Full classrooms

4. Attrition Rates
General pre-licensure attrition reported in literature from 10-44%
Accelerated pre-licensure attrition, 10-20%
Rush Generalist Entry Master’s program, < 5% thus far
Other Rush graduate programs (specialty Masters, DNP, PhD)

5. Why It Matters More nurses will enter the workforce
Fiscal implications for school and student
Effect on morale of faculty and student body

6. What Does the Literature Tell Us Are Predictors of Academic Performance
GPA
Standardized Tests
Environmental variables, e.g., child care, family crisis
Working full or part-time
Personal problems
Professional incompatibilities
Behavioral anomalies

7. Cost-Benefit of Interviewing
# of hours to interview applicant pool, file review and interviewer training
Average faculty salary per hour
Tuition for a single student over total program
If the data provided from just one interview led to the denial of an applicant who was believed less likely to succeed and was replaced by an applicant who was ultimately successful, then the financial cost of interviewing was immediately recovered, as well as the
projected revenue.

8. Admission Interview Reliability
Demonstrable rating criteria
Standardized interview guide
Interviewer training
Paired faculty interviews
“Post-Mortem” review to guide revisions to the interviewing process

9. The Interview Process Experienced teachers in relevant program
Two faculty, 25 min. interview, 5 min. post-discussion
Interview guide followed, standard information gathered, addl. questions as needed
One faculty records during interview
Evaluation form completed in post-discussion

10. The Interview Guide Five questions + related probes 1 – 5 rating scale
Interviewers assess:
The candidate’s motivation to enter nursing and capacity for empathy
Ability to describe what nurses do
Suitable personal characteristics and readiness
Ability to manage a full-time program
Academic/life inconsistencies

11. Interview Guide cont. Summary comments
An overall rating of highly recommend, recommend, recommend for waitlist or deny is required
For each rating there is a standardized detailed description

12. The Post-Mortem
Important to review the files of those students who, especially early on, did not complete the program.
Could these student outcomes have been predicted from their applications or interview information?
Data that was either overlooked by the interviewers or not viewed as significant by the admissions committee gave indication to potential difficulties ahead.

13. But Does It Work? Attrition comparison from regular to accelerated BSN
Anecdotal experience – applicant who “looked good on paper” but in interview presented with obvious behavioral anomalies
The professional and fiscal benefits of interviewing do not rely on making many good decisions, just one

14. Interviewing for MSN Specialty, DNP and PhD Programs
MSN Specialty - Specific advanced practice specialty requirements, understands specialty practice role of interest, possible case scenarios
Post-Master’s DNP – Leadership context and ability to complete a large scope change project
PhD – Research phenomena of interest appropriate fit with institution and faculty
Always assessing for problematic behavioral or interpersonal characteristics

15. Summary
Done well, interviewing applicants is in their best interest as well as that of the faculty, student body and institution.
Though a time commitment is necessary, even minimally improved attrition rates make interviewing a fiscally prudent decision.