Tell me about yourself and why you want to work as a nurse here.

Start with a quick snapshot of your nursing background, your current unit or clinical focus, and one or two strengths that match what they need, like patient education, time management, or calm communication. Then connect your next step to this specific role, such as the patient population, teamwork culture, or opportunities to grow. A simple structure is: where you are now, what you are known for, and why this job makes sense. For example, you might say you are a med-surg nurse who enjoys complex discharges and teaching, and you are drawn to their hospital because of shared governance and strong preceptor support. Keep it to about two minutes and make it easy to follow. Avoid telling your full life story or listing every job, and do not criticize a past employer even if you had a tough experience.

Why did you become a nurse?

Answer in a way that shows maturity and staying power, not only emotion. Share what drew you to nursing, then add what keeps you in it now, like problem-solving, patient advocacy, teamwork, and continuous learning. You can ground it in a real moment. For example, you might describe seeing a nurse explain a scary diagnosis in a calm, human way, and realizing you wanted to combine science with direct patient support. Avoid answers that sound like you expect constant gratitude, because real nursing can be thankless and stressful. Also avoid sounding vague, because hiring teams want to hear values plus realistic expectations.

What is your greatest strength as a nurse?

Choose one strength that is clearly relevant to safe patient care, then show how you practice it on shift. Strong options include prioritization, communication with providers, patient education, de-escalation, or noticing subtle changes in condition. Give a specific example so it is not just a claim. You could describe noticing a trend in vitals and urine output, escalating early with a clear SBAR, and preventing deterioration by getting timely orders and interventions. Do not pick a strength that is actually a red flag, like “I am a perfectionist” without any reflection. Also avoid listing five strengths, because it can sound unfocused and rehearsed.

What is your biggest weakness, and what are you doing about it?

Pick a real weakness that will not put patient safety at risk, then explain the concrete steps you take to improve. Good choices are something like getting more comfortable with a certain device, building confidence in giving report, or learning to delegate earlier. For example, you might say you used to hold onto tasks too long because you wanted to be helpful, and it sometimes stretched your time. Now you use a quick “prioritize and delegate” check at the top of the hour and ask a coworker for help sooner when acuity changes. Avoid naming a critical safety issue, like skipping double checks, ignoring policies, or not speaking up. Do not give a fake weakness either, because experienced interviewers can tell when you are dodging the question.

How do you handle a difficult patient or family member?

Show that you stay respectful, set boundaries, and focus on safety and clarity. Explain that you first assess what is driving the behavior, such as pain, fear, confusion, or unmet expectations, and then use calm communication while keeping the care plan moving. A practical approach is: validate feelings, state what you can do, set limits, and loop in the team when needed. For example, you might say, “I hear you are worried, I can explain the plan and get an update from the provider, and I need us to keep voices down so I can safely care for your loved one.” Do not blame the patient or describe them as “crazy” or “noncompliant.” Also avoid promising things you cannot control, and remember to document key interactions per policy.

Describe a time you made a mistake. What did you do?

Pick a scenario that is honest but not disqualifying, then focus on accountability, patient safety, and what you changed. Your answer should show you act quickly, notify the right people, monitor the patient, and learn so it does not repeat. For example, you might describe catching that you almost administered a medication at the wrong time, stopping, rechecking the MAR, confirming with a second nurse when required, and notifying your charge nurse. Then explain the process change you made, like a consistent “pause point” before administration and fewer interruptions during med pass. Avoid shifting blame to the system without taking responsibility, even if the system contributed. Also avoid oversharing details that sound like reckless behavior, because the goal is to show safe judgment and integrity.

How do you prioritize when you have multiple high-acuity patients?

Explain a clear prioritization method that centers on safety, airway, breathing, circulation, mental status changes, and time-sensitive treatments. Mention that you reassess priorities constantly, cluster care when appropriate, and communicate early if the assignment becomes unsafe. You can give a quick example: two patients need pain meds, one has new shortness of breath and falling O2 sat, and another is due for insulin. You would assess the respiratory change first, intervene and escalate, then handle the time-critical insulin, and then address pain while rechecking stability. Avoid saying you “just multitask” without a framework, because that can sound like you rely on chaos. Also avoid acting like you never ask for help, because safe nurses know when to involve the charge nurse or rapid response.

How do you communicate with providers, especially when you need to escalate care?

Share a structured communication style that reduces errors, such as SBAR, and emphasize being concise and prepared. Explain that you bring current vitals, trends, relevant labs, focused assessment findings, and a clear request. A strong example is describing a patient with increasing confusion and hypotension. You would call with SBAR, report the trend, state your concern for sepsis or bleeding, and request specific next steps, such as evaluation at bedside, fluid orders, labs, or higher level of care. Avoid vague statements like “I just tell them something is wrong.” Also avoid sounding confrontational, because you want to show confident advocacy with respectful teamwork.

How do you ensure patient safety and prevent errors?

Focus on repeatable habits and teamwork practices. Mention things like following the rights of medication administration, using two patient identifiers, doing appropriate double checks, maintaining infection prevention steps, and speaking up when something looks off. You can add a brief scenario, like noticing an order that conflicts with an allergy or renal function, and pausing to clarify before administration. You can also mention using read-backs for verbal orders when policy requires it, and documenting clearly so the team has accurate information. Avoid sounding like safety is only your personal responsibility, because healthcare is a team environment. Also avoid claiming you never make mistakes, because a safer message is that you build systems to catch them early.

Why should we hire you for this nursing role?

Tie your skills to their needs and show what you will contribute on day one. Choose two to three points, such as strong assessment, calm communication, reliable documentation, patient teaching, or experience with their patient population. For example, you might say you are known for clear handoffs and catching early deterioration, and you enjoy mentoring newer staff while staying open to feedback. Then connect it to their unit, like high turnover of post-op patients, complex discharges, or a focus on patient experience. Avoid generic claims like “I am hardworking and caring” without proof. Also do not focus only on what you want, because they are listening for how you will support safe, consistent care for their patients.

Tell me about a time you had a conflict with a coworker. How did you handle it?

Situation: During a busy shift, a coworker and I disagreed about who would take a new admission, and the tension started affecting communication at the nurses’ station. Task: I needed to keep patient care moving and address the conflict in a way that protected teamwork and reduced the risk of missed information. Action: I asked to step aside for a quick, private conversation and used specific facts, not accusations. I clarified my current workload, listened to their concerns, and we agreed to involve the charge nurse to rebalance assignments fairly. After the shift, I followed up to reset expectations and agree on how we would communicate next time. Result: The admission was completed without delays, and our communication improved on later shifts. The charge nurse noted fewer handoff issues between us after that conversation.

Describe a time you advocated for a patient when you felt something was being missed.

Situation: I cared for a post-op patient whose vital signs were borderline but trending worse, and they looked more pale and fatigued compared to earlier in the day. Task: I needed to make sure the team took the change seriously, even though the numbers were not yet in a critical range. Action: I completed a focused assessment, reviewed the trend in vitals and output, and gathered recent labs. I called the provider using SBAR, clearly stated my concern for possible bleeding, and asked for bedside evaluation and repeat labs. I also updated the charge nurse and prepared for potential escalation, including ensuring IV access was patent and monitoring more frequently. Result: The provider evaluated the patient quickly, new labs showed a significant drop in hemoglobin, and the patient received timely treatment. The patient stabilized, and the early escalation likely prevented a more severe deterioration.

Tell me about a time you were overwhelmed on a shift. What did you do?

Situation: I had an assignment with a sudden increase in acuity, including a patient with uncontrolled pain and another with new oxygen needs, plus a discharge that required extensive teaching. Task: I needed to stay organized, keep care safe, and communicate clearly so nothing important was missed. Action: I paused to reprioritize using time-sensitive and safety needs first, then I asked the charge nurse for help with the discharge teaching and requested a tech assist with vitals and transport. I clustered care where appropriate, set expectations with patients about timing, and documented in real time to avoid end-of-shift gaps. Result: All critical needs were addressed on time, the discharge was completed with proper education, and I gave a clear handoff without scrambling. I also reflected afterward and started using a quick hourly check-in list to spot overload earlier.

nurse Interview Questions: Complete Guide

Nurse interviews usually mix standard questions with clinical scenarios, safety and teamwork prompts, and a few values-based questions about why you chose nursing. You should expect follow-ups that test how you think under pressure, how you prioritize, and how you communicate with patients, families, and the care team. You do not need to have every answer memorized, but you do need a clear structure for how you respond. If you prepare a few strong stories and review common patient care situations, you will feel more steady and confident in the room.

Common Interview Questions

Behavioral Questions (STAR Method)

STAR Method: Structure your answers using Situation, Task, Action, and Result to tell compelling stories about your experience.

Questions to Ask the Interviewer

Show your interest by asking thoughtful questions

•How do you support nurses when patient acuity increases or staffing changes mid-shift?
•What does a successful nurse on this unit look like after 30, 60, and 90 days?
•How are preceptorship and ongoing training structured for this role, especially for high-risk scenarios?
•How does the team handle escalation, like rapid response criteria, provider communication expectations, and chain of command?
•What quality or safety priorities is the unit focused on right now, and how would I contribute in the first few months?

Interview Preparation Tips

Practice answering nurse interview questions out loud using SBAR and STAR, because structure helps when you feel nervous.

Prepare 4 to 6 stories that show safety, teamwork, conflict resolution, and patient education, then adjust the details to fit different questions.

Review common clinical priorities like ABCs, sepsis red flags, and medication safety checks, so scenario questions feel familiar.

Before the interview, scan the job posting and pick three skills you can prove with examples, then weave them into multiple answers.

Interview Preparation Checklist

## Pre-interview — 1 week out

•Research the employer
•Read the facility website (mission, patient population, units). Note 3 specific programs (e.g., stroke program, NICU) to reference.
•Review recent news or quality reports and the unit’s patient census trends if available.
•Research the role
•Re-read the job posting. Identify 4 required skills (e.g., telemetry, ventilator care, EMR: Cerner).
•Match each skill to a concrete example from your experience.
•Research the interviewer
•Look up names on LinkedIn or the hospital directory. Note titles and one shared connection or background detail to mention.

## Practice — 1 week out

•Prepare 3 STAR stories (Situation, Task, Action, Result) tied to: patient safety, communication, and a time you managed competing priorities.
•List technical knowledge to review: common meds/doses, code blue steps, ACLS/BLS protocols, infection-control procedures.
•Do 2 mock interviews with a peer or mentor; record one and time answers (goal: 45–90 seconds for behavioral answers).

## Logistics — 1 day out

•Print 3 copies of your résumé, license, certifications (RN license, BLS/ACLS), list of 5 references, and a 1-page portfolio (audit scores, unit projects).
•Plan route and parking; aim to arrive 15–20 minutes early.
•Dress: choose clean, conservative professional attire — business casual or scrubs only if specified.

## Day of

•Charge your phone; bring pen, pad, portfolio, and masks if required.
•Do a 5-minute breathing exercise; review your 3 STAR stories.
•Arrive early, introduce yourself confidently, and turn your phone to silent.

## Mental preparation

•Visualize the 60–90 minute flow: greeting, clinical questions, situational scenarios, questions from you.
•Use positive cues: remind yourself of 2 clinical successes and one improvement you made.

Actionable takeaway: Complete the 1-week tasks first, then use the day-before and day-of steps to reduce stress and present confidently.

Common Interview Mistakes and How to Fix Them

•Example: Saying you don’t know what units the hospital has.
•Why it’s problematic: Shows lack of interest and preparation.
•Correct approach: Reference 2 programs or quality initiatives and why they matter to you.

•Example: "I handled conflict well" without specifics.
•Why: Interviewers need measurable actions and outcomes.
•Fix: Use 3 STAR stories with numbers (e.g., reduced med errors by 15%).

•Example: Rattling off abbreviations the interviewer may not use.
•Why: Can confuse non-clinical interviewers.
•Fix: Explain acronyms briefly and tie them to outcomes.

•Example: Folding arms, avoiding eye contact, looking at phone.
•Why: Nonverbal cues affect perceived confidence.
•Fix: Maintain open posture, steady eye contact, and lean slightly forward.

•Example: Shows up 5 minutes late or an hour early.
•Why: Late suggests unreliability; too early can disrupt staff.
•Fix: Arrive 15–20 minutes early.

•Example: Unable to state ACLS sequence or common drug doses.
•Why: Questions clinical competence.
•Fix: Review protocols and bring brief notes if allowed.

•Example: Complaining about unit leadership.
•Why: Raises red flags about teamwork.
•Fix: Frame negatives as learning experiences and focus on improvements you made.

•Example: "No, I don’t have any questions."
•Why: Looks uninterested.
•Fix: Prepare 5 questions about training, metrics for success, shift mix, and mentorship.

•Example: Not sending a thank-you note within 24 hours.
•Why: Missed chance to reiterate interest.
•Fix: Send a short, specific thank-you email referencing one interview detail.

Interview Success Stories

Story 1 — ICU nurse moving into a step-down role

Background: A 5-year ICU RN with strong technical skills but limited leadership examples.

Preparation approach:

•She prepared 4 STAR stories focused on triage, family communication, a near-miss she prevented, and a time she led a small change project.
•She practiced with her nurse manager twice and timed answers to 60–90 seconds.

Challenging moment:

•During the interview, the panel asked a scenario about managing three unstable patients overnight.
•She prioritized patients using ABCs, delegated tasks, and described how she escalated to the physician and documented handoff using SBAR.

Why she succeeded:

•She used clear priorities, cited a past example with exact outcomes (patient stabilized, no code, 24-hour reduced ICU stay), and showed leadership.

Lesson: Quantify results (e. g.

, "I reduced ICU transfers by one patient that night") and show structured thinking.

Story 2 — New grad securing a med-surg position

Background: New RN with strong clinical grades but little real-world experience.

Preparation approach:

•Completed 3 mock interviews with a clinical educator and attended one simulation lab to refresh meds and IV starts.
•Compiled a one-page portfolio with clinical rotation highlights and two preceptor recommendation notes.

Challenging moment:

•Interviewer asked about handling a medication error she hadn’t experienced.
•She admitted she hadn’t faced one, then described step-by-step what she would do: immediate patient assessment, notify charge nurse and provider, document, participate in root-cause analysis, and propose a process change.

Why she succeeded:

•Honesty plus a credible plan demonstrated judgment and accountability. Her portfolio and preceptor notes reinforced credibility.

Lesson: If you lack direct experience, present a clear, stepwise plan and back it with supporting documents.

Story 3 — Travel nurse negotiating shift flexibility

Background: Experienced travel RN interviewing for a 13-week contract with variable nights.

Preparation approach:

•Researched unit turnover rates and average patient acuity. Prepared 2 STAR stories on adaptability and quick onboarding.
•Practiced negotiation language for orientation length and floating expectations.

Challenging moment:

•The hiring manager pushed for immediate start and minimal orientation.
•The nurse requested a 3-day orientation with competency checklists; she explained how that reduced errors and improved productivity based on prior contract data (1-week faster full assignment when orientation used).

Why she succeeded:

•She proposed a reasonable, evidence-based solution and negotiated professionally without anger.

Lesson: Prepare negotiation points backed by outcomes and remain collaborative.

Recommended Resources for Interview Prep

•Glassdoor — Use interview question threads and company-specific reviews to practice real questions and understand common themes. Check 5–10 recent reports before each interview.

•LinkedIn Learning — Take 2–3 short courses on communication, conflict resolution, and interviewing (each course is 1–3 hours). Use before mock interviews.

•Nurse.com — Read nursing-specific career articles and sample interview answers. Good for clinical scenario refreshers and continuing education.

•American Nurses Association (ANA) Career Center — Find role descriptions, professional development resources, and ethical guidance. Use for aligning answers with professional standards.

•Local simulation lab or hospital educator — Schedule 1–2 60-minute mock-scenarios for hands-on practice with IV starts, codes, and documentation. Simulated practice builds muscle memory.

•Big Interview or InterviewBuddy — Use live mock-interview platforms to record practice sessions and receive feedback. Aim for 2 recorded mocks before the real interview.

•CDC and AHA guidelines (online) — Review up-to-date infection control and BLS/ACLS protocols the week before the interview.

•Peer communities (Facebook groups, hospital nurse forums) — Post one mock question and get 5–10 real-world responses about culture and typical interview questions.

Actionable tip: Combine 1 reading resource, 1 hands-on practice, and 1 mock interview in the final 7 days before your interview.

nurse Interview Questions: Complete Guide

Emily Thompson

Common Interview Questions

Behavioral Questions (STAR Method)

Questions to Ask the Interviewer

Interview Preparation Tips

Interview Preparation Checklist

Common Interview Mistakes and How to Fix Them

Interview Success Stories

Recommended Resources for Interview Prep

Common Interview Questions

Build your job search toolkit

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nurse Interview Questions: Complete Guide

Emily Thompson

Common Interview Questions

Q1Tell me about yourself and why you want to work as a nurse here.

Q2Why did you become a nurse?

Q3What is your greatest strength as a nurse?

Q4What is your biggest weakness, and what are you doing about it?

Q5How do you handle a difficult patient or family member?

Q6Describe a time you made a mistake. What did you do?

Q7How do you prioritize when you have multiple high-acuity patients?

Q8How do you communicate with providers, especially when you need to escalate care?

Q9How do you ensure patient safety and prevent errors?

Q10Why should we hire you for this nursing role?

Behavioral Questions (STAR Method)

B1Tell me about a time you had a conflict with a coworker. How did you handle it?

B2Describe a time you advocated for a patient when you felt something was being missed.

B3Tell me about a time you were overwhelmed on a shift. What did you do?

Questions to Ask the Interviewer

Interview Preparation Tips

Interview Preparation Checklist

Common Interview Mistakes and How to Fix Them

Interview Success Stories

Recommended Resources for Interview Prep

Common Interview Questions

Build your job search toolkit

Related Articles

System Design Interview Questions in 2025

vue Interview Questions: Complete Guide

teacher Interview Questions: Complete Guide

git Interview Questions: Complete Guide