TRN Creativity & Employment Center

To be developed alongside and/or in Alignment with the Creative Ideas of Nurses who join the TRN Healthcare Division of the Creativity and Education Association (TRNCEA).

Mission

The mission of the TRN Creativity & Employment Center for Nurses is to provide a Virtual Employment Hub that empowers nurses and individuals who wish to advocate along with them in good faith to support creative, productive, and meaningful change in the field of nursing.

Key intersubjective (Fred Kerlinger, 1997) terms:

• Mission
• Creativity
• Employment Center
• Virtual Employment Hub
• Empowers
• Nurses
• Advocates of Nurses
• Good Faith
• Productive
• Meaningful
• Field of Nursing

Vision

The vision of the TRN Creativity & Employment Center for Nurses is to spark and further ignite positive change in the field of nursing.

Key intersubjective (Fred Kerlinger, 1997) terms:

• Vision
• Creativity
• Employment Center for Nurses
• Spark
• Further Ignite
• Positive Change
• Field of Nursing

The practice interview questions can be found in Appendix A.
Critical incident mini-scenarios with questions can be found in Appendix B.
The free/low-cost trainings can be found in Appendix C.

To paraphrase our "wonderful, Universe-saving friend Darth Vader"… "……Come with us at the TRN (https://trnurses.com), and, together, we shall defeat the evils of unemployment (that should never be happening with a competent, compassionate nurse) and we shall "rule the skies" of healthcare employment…."

Let us pool our knowledge, skills, and contacts into a collective job search ecosystem that works on your behalf.

Dr. Morfopoulos will be leading both the brainstorming questions related to "filling in" (accompanying content and months 9-12 (September- December) and facilitating the twelve (12) topic areas that follows with corresponding discussion questions.

1. January: A "How to" for Being Recruited
2. February:Interview Skills and Resume Writing for Nurses
3. March: Job Analysis and Job Descriptions: A Comprehensive Analysis
4. April: Nurses in Faculty Positions
5. May: Nurses in Indirect Job Fields
6. June: Nurses and Networking Skills Part I
7. July: Nurses and Networking Skills Part II
8. August: Nurses Working for Themselves: Nurses and Entrepreneurial Leadership
9. September: Opportunities in Telenursing

We will start in September. Discussion to include but not necessarily to-be-limited to the following questions:

1. What is a job analysis? What is the importance of a job analysis?
2. What is a job description? What is the importance of a job description?
3. Define Telenursing: what are some of their uses, advantages, and disadvantages?
4. Which method(s) of forming job analysis do you think you prefer? Why?
5. Which interview question(s) in Appendix A do you wish to have us emphasize in future trainings?
6. How would you redesign the typical Registered Nurse job position as they are most typically devised for tele-nurses?
7. What question(s) should we have asked about telenursing here that we did not?

10-12. October-December. TBA To be selected mainly by the nurses who are our organization’s inaugural TRNCEA members

Employment here refers to recruitment and selection services for both employers and/or employees (recruitment and selection in healthcare - Bing images, Retrieved from www.google.com on 12/25/2022).

-It is proposed that planning, preparing and then implementing employment agency-oriented services to essential healthcare workers be of paramount concern to the Transformational Registered Nurses, Inc. These services should be free of charge to the essential healthcare worker and/or referring college/training school. The "fee" should be paid for the prospective employer.

-Telehealth should be considered a team effort that triangulates the initiatives of essential healthcare employers, essential healthcare employees and the Transformational Recruiters Network. This teamwork refers to the appropriateness of both prospective employees as well as what personnel we leverage along with TRN efforts "to make this happen."

Prospective fields that the TRN is conducting needs analyses include:

1. Healthcare Administrators.
2. Healthcare Recruiters/HR Directors.
3. Registered Nurses with an emphasis on tele mental wellness services.
4. Telenursing in a range of positions initially determined by supply and demand/financial viability for the TRN employment Agency.
5. We are willing to consider job positions that plausibly lead to a career path that includes the nursing field.

Key Links:

What is a Job Description?

A job description is a written narrative that describes the general task, duties and responsibilities of a position, Based on job analysis.

Job descriptions can help identify the particular skill or abilities that are necessary for a position or the environmental pressures that apply to the position. A good job description tells that the applicant what the position is or required.

What are job description used for?

A Job description tells the candidate the position and company that provide the information needed.

What are the different components to a job’s descriptions?

1. Job Summary
2. Task and Responsibilities
3. Qualifications
4. Supervisions
5. Working Conditions
6. Salary and Benefits: What specific types of job analysis information methodologies can be found?

There are typically 8 methods of job analysis. Here’s a breakdown of the eight methods:

1. Observation Method:
   This method involves directly observing employees as they perform their job duties. It provides firsthand information about the tasks, behaviors, and work environment.
2. Interview Method:
   This involves one-on-one or group interviews with employees and supervisors to gather detailed information about job tasks, responsibilities, and required skills.
3. Questionnaire Method:
   This method uses structured questionnaires to collect data from a large number of employees. Questionnaires can be tailored to specific job roles and can gather information on tasks, skills, and knowledge requirements.
4. Daily Log Method:
   Employees record their daily activities and tasks in a log or diary. This method provides a detailed record of work activities over time and can be useful for identifying recurring tasks and time allocation.
5. Functional Job Analysis (FJA):
   FJA focuses on the functions and activities of a job, categorizing them based on their relationship to data, people, and things. This method helps in understanding the complexity and skill requirements of a job.
6. Job Inventories:
   This method uses checklists or inventories to systematically collect information about job tasks, equipment, and working conditions. It is often used for large-scale job analysis efforts.
7. Job Performance Method:
   This method involves having the analyst perform the job themselves to gain firsthand experience and understanding of the tasks and responsibilities. It is often used for jobs that are relatively simple and easy to learn.
8. Critical Incident Technique:
   This method focuses on identifying critical incidents or events that lead to either successful or unsuccessful job performance. This helps in understanding the key behaviors and skills that are critical for job success.

These methods can be used individually or in combination to provide a comprehensive understanding of a job’s requirements and demands. (Retrieved from the Web (A/I Generated) at 1:09 p.m. on 06/14/2025).

Advantages of job Analysis

• Provide with first-hand job-related information.
• Help in creating Right job employee fit.
• Guide through performance evaluation and appraisal.
• Helps in Analyzing training & development needs.
• Help in deciding compensation & benefits.

Disadvantage of Job Analysis

• Time consuming.
• May involve personal biases.
• Source of data Extremely small.
• Involve lots of human efforts/
• Mental abilities cannot be directly observed.

Appendix A

In this workshop we briefly consider what is the nature of a job description before practicing a series of interview questions…

What is a Job Description?

Job descriptions are the products of job analyses. Job analyses, for all intents and purposes, are the blueprints of organizations (Morfopoulos and Roth, 1996). As such, they provide the foundations for individual explanations of specific job functions within an organization, otherwise known as job descriptions. Job descriptions are, "as they sound," the descriptions of a job based on:

• The correct title of the job.
• The general summary of the position.
• The tasks, responsibilities and/or functions of the position: most notably in relation to persons with disabilities this includes the "essential functions" of the position.
• The knowledge, skills, abilities and other attributes associated with or required for the position (KSAOs). This could include required licenses, degrees and/or other credentials.

There are a variety of differing techniques to developing job descriptions (e.g., Sidney Fine’s Functional Job Analysis (FJA) of 1974).

Example of a Job Description

How does a Recruiter use a job description?

There is a great deal of variance on how recruiters do or do not use job descriptions during the hiring process: the more experienced recruiters tend to do so to satisfy compliance or legal issues (Ghorpade, 1988).

Recruiters often start by sorting resumes by title alone- so it pays to have several versions of your resume if you are conceivably interested in several types of job positions. To go one step further, it is worth your while as a job applicant to accompany these different titles with job objectives tailored to each specific title.

Aside from the title, recruiters want to know which direct or even indirect, transferable experiences that may be related to the position. This probably requires you as a beginning applicant to &qyuot;sell" such transferable experience as your retail, class project and portfolio, internship and/or other related experiences while aligning these experiences according to the specific job position you are applying for.

Additional avenues for employability include building a formidable internship and/or portfolio collection from undergraduate work. Any documentable community service or even scholastic service-learning initiatives will invariably count in your favor. Unusual accomplishments, such as publications or awards, will also be helpful. Any licenses you acquire, especially relative to office technology:
(e.g., Quickbooks 101 )
or human resources
(e.g., https://www.hrci.org/our-programs/our-certifications/ ),
can also only help your cause to become employed. Joining other professional trade organizations
(e.g., https://www.ama.org/ )
and/or civic organizations
(e.g., https://e-clubhouse.org/sites/rockypoint/ )
is also helpful as well.

Selection and the Interview Process

Make Sure:

1. Your cover letter is well-written, to the point and states which job you are applying for at the outset of your letter.
2. There are no typos in either your cover letter or your resume.
3. You have and/or are showcasing your qualifications relative to the job you are seeking to be considered for.
4. Ideally, your experiences are backed up by accomplishments with "quantitative" credentials (e.g., sold $250,000 worth of merchandise and/or supervised ten (10) people).
5. You have references you can count on and who have been forewarned that they may be contacted and by which likely sources.
6. Even in a "virtual" or "remote" interview, you will most probably be visually assessed. That means "dressing sharp" even if you are only being assessed via a webcam!
7. Follow up and "stay connected" with the interviewer shortly after the interview takes place with a thank you card or note, or at least an email (Harwood et al., Your Career: How to Make it Happen, 2017, page 308).

What follows are a random list of key interview questions. While the list is not inclusive, we suggest you prepare answers for all these questions in relation to the specific job that you are applying for (Yate CPC, 2012):

1. Tell me about yourself?
2. Tell us about your previous job experience and how it relates to this job?
3. What was your last job like? What did you like most about the job?
4. What was your least favorite aspect of your last job?
5. What are your greatest strengths?
6. What is your greatest weakness?
7. How would you rate your computer skills? Be specific when making this assessment.
8. Tell us about a time you handled pressure well: why did you act as you did?
9. What previous decision in the workplace would you do differently? Why?
10. Why are you the best candidate for this job? Do you realize there are more experienced candidates, some of whom have graduated from more prestigious schools than the one you graduated from?
11. Can you provide us with an example of how you are creative?
12. What do you know about this company?
13. What specifically do you know about the job that you are applying for?
14. Who was your favorite previous supervisor? Why?
15. Who was your least favorite supervisor? Why?
16. What type of supervisor would you be? Please explain.
17. What other questions should we have asked you? Why?
18. What questions do you have for us?

It is doubtful that all of this will be covered in one (1) session. Resume review will need its own session.

Sincerely,
Richard Morfopoulos PhD, M.S, with distinction
Cell: (302) 416-0629
EMail: richardmorfopoulosphd@gmail.com

Member of the Nursing & Education Advisory Committee for Meridian West Central College
Website: https://meridianwestcentral.college
Ambassador of the Congolese American Women for Peace, Justice, & Prosperity
Website: https://www.cawpjp.org
Founder and Co-CEO Transformational Recruiters Network
Website: https://trnurses.com
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