Preparing for an LPN interview

Most employers ask scenario questions. These often start with "Tell me about a time" or "What would you do if." Interviewers want to hear how a candidate thinks through a real problem on the job.

A strong answer uses one specific example. The candidate describes the situation, the action taken and the result. Common topics include a patient whose condition changed, a medication question and a conflict with a coworker. In a priority question, the answer names which patient came first and why. For example, a patient with new trouble breathing comes before a routine dressing change. Interviewers also ask when a candidate would call the RN. The answer names the change in the patient that leads to the call.

New graduates without paid LPN experience face the same scenario questions. Examples from clinical rotations or a CNA job are accepted answers.

Questions differ by setting. In nursing homes, interviewers ask about passing medications to many residents on one shift. They also ask about residents with dementia, fall prevention and pressure injuries. LPNs in long-term care often direct the work of CNAs, so interviewers may ask how a candidate handles that role. A good answer explains how the medication pass stays on time without skipping safety checks.

Clinic interviews, including those at urology offices, focus on patient intake, phone calls and helping with exams. A urology clinic may ask about catheter care, collecting urine samples and teaching patients about bladder care. Offices of every type also ask about charting in an electronic health record and keeping up with a full schedule.

On general surgery and other hospital units, questions cover care before and after surgery. Interviewers ask how a candidate checks vital signs, watches for bleeding or infection, and gives pain medication. They also ask what the candidate reports to the RN after surgery and how quickly. The scope of LPN practice differs by state. Answers should stay within what the state board of nursing allows.

Candidates can use the end of the interview to ask about orientation and shift length. Useful questions include how long orientation lasts and whether a preceptor is assigned. Candidates can also ask how long shifts run, how the schedule is set and how often overtime is required.

Staffing after hire can differ from what was described during the interview. Patient load varies by employer and shift type, so candidates ask about the exact unit and shift they would work. Overtime pay does not always make up for short staffing. Candidates can also ask how the unit covers shifts when staff call out.

Some states set rules for hospital staffing. In Ohio, hospital nurse staffing committees are required, according to the Ohio Board of Nursing. A candidate in Ohio can ask how the committee works and whether LPNs serve on it. Candidates in other states can check with their state board of nursing.

Business casual is the standard choice for an LPN interview unless the employer says otherwise. This means clean slacks or a skirt, a collared shirt or blouse, and closed-toe shoes. An employer may ask a candidate to wear scrubs for a unit tour or a working interview. If you are unsure, ask the recruiter when the interview is scheduled.