10 Essential Questions to Ask When Interviewing Registered Nurses (2025)

10 Essential Questions to Ask When Interviewing Registered Nurse (2025)

1. Why Registered Nurse Interviews Are Getting Harder to Run

In 2025, recruiters are flooded with applications—many polished by AI—making it harder to identify truly qualified registered nurses. Clinical experience and bedside empathy often get lost in generic resumes, especially when hiring across diverse units. These trends raise the bar for interview quality, requiring structured questions and clear evaluation standards to spot candidates who can thrive in complex, high-pressure healthcare environments.

2. Core Traits to Look for in Registered Nurse Candidates

Great RN hires bring more than certifications—they blend clinical know-how with sound judgment and empathy:

Clinical Judgment – Nurses must make quick, accurate care decisions that directly affect patient outcomes.
Empathy – Emotional intelligence is essential for building patient trust and delivering compassionate care.
Adaptability – RNs must remain flexible when patient needs shift or emergencies arise.
Attention to Detail – Precision in medications, charting, and handovers helps avoid medical errors.
Collaboration – Nurses coordinate with doctors, techs, and families to deliver cohesive care.
Resilience – High-stress shifts and emotional cases require mental stamina and self-regulation.

3. Personal and Career Background

Understanding common RN backgrounds can help tailor interview questions:

Most candidates hold a BSN, RN diploma, or Associate Degree in Nursing.
Many have experience in hospitals, long-term care, outpatient clinics, or home health.
Typical prior roles include Nurse Extern, LPN, or Patient Care Assistant.
Candidates may have specialized in pediatrics, critical care, mental health, or surgical units.
Some transition from allied health backgrounds (e.g., EMT, medical assistant) into nursing.

4. Technical Skills and Experience

Strong technical grounding is key when evaluating registered nurses:

EMR Proficiency (e.g., Epic, Cerner) – Accurate digital documentation supports safe, efficient care.
IV Therapy & Injections – RNs must reliably insert, maintain, and monitor IV lines.
Vital Signs & Patient Assessment – Skill in identifying subtle changes can save lives.
Medication Administration – Understanding dosages, interactions, and timing is core to the RN role.
Knowledge of Care Protocols – Includes ACLS, infection control, wound care, and fall prevention.
Equipment Use – Comfort with infusion pumps, ventilators, or telemetry depending on the unit.
Reporting & Handoffs – Clear, complete shift reports ensure continuity of care.

5. Soft Skills

Soft skills are just as vital as clinical knowledge when interviewing registered nurses:

Communication – Nurses must convey details clearly to patients, families, and care teams.
Cultural Fit – Nurses who align with your team’s values and approach stay longer and contribute more.
Conflict Resolution – Disagreements are common—handling them calmly shows maturity.
Self-Awareness – Reflecting on one’s own strengths and limits supports safe, ethical practice.
Adaptability – Units evolve constantly—successful RNs embrace change, not resist it.
Collaboration – Working seamlessly with peers and providers improves outcomes and morale.

6. The Best Interview Questions to Ask and Why

Interviewing registered nurses means digging into their judgment, patient care habits, and adaptability:

“Describe a time you prevented a medical error—what happened and what did you do?”
Assesses attention to detail and accountability.
“Tell me how you handled caring for multiple critical patients on a short-staffed shift.”
Reveals prioritization and stress management.
“Give an example of a conflict with a coworker—how did you resolve it?”
Shows communication and emotional control.
“What’s your process for handing off patients at shift change?”
Tests clarity and structure in communication.
“Tell me about a time a patient or family member was upset—how did you respond?”
Measures empathy and professionalism.
“Describe your experience learning a new piece of equipment or EMR system.”
Evaluates adaptability and tech fluency.
“What’s a mistake you’ve made in your nursing career, and what did you learn?”
Looks for humility, growth mindset, and self-reflection.
“How do you manage emotional stress after tough shifts?”
Assesses resilience and coping strategies.
“Have you ever gone above and beyond for a patient? What did you do?”
Spotlights ownership and compassion.
“Walk me through your approach to assessing a new admission.”
Tests clinical knowledge and organization.

7. Good vs. Bad Interview Questions

Good RN interview questions are open-ended and behavior-based, prompting candidates to share how they think and act in real situations. For example, “Tell me about a time you managed a high-risk patient” reveals their clinical priorities and workflow under pressure.

Bad questions are leading or overly generic. Asking “Are you good at teamwork?” prompts a yes, not insight. Instead, use scenario-based prompts that show how the candidate actually performs in team settings or crises.

8. Scoring Candidates Properly

Structured evaluation ensures you make objective, consistent decisions that align with your care goals. Scorecards reduce bias and make it easier for multiple stakeholders to compare impressions fairly.

9. Red/Green Flags to Watch Out For

Spotting red and green flags helps quickly separate high-potential candidates from risky hires.

Red Flags

Blaming others for mistakes shows poor accountability and low maturity.
Generic answers about teamwork suggest little real collaboration experience.
Struggling to describe clinical workflows may signal limited hands-on practice.
Downplaying the emotional toll of nursing can be a warning sign for burnout denial.

Green Flags

Offering metrics or examples (e.g., “cut wait times 20%”) shows real impact.
Describing a mistake and how they grew from it reflects emotional maturity.
Sharing insights about working with different personalities shows team awareness.
Talking through patient stories with warmth and detail signals genuine empathy.

10. Common Interviewer Mistakes

Interviewers sometimes rely too heavily on technical checks and skip soft skill assessment. Others ask vague questions or fail to use rubrics, making it hard to compare candidates. Some overlook reference feedback or fail to include a diverse interview panel—leading to incomplete views of the nurse’s working style. These missteps weaken hiring quality and increase turnover risk.

11. Tips for the Registered Nurse Interview Process

Interviewing registered nurses requires a structured and thoughtful approach that respects both the candidate and your care team:

Define a Success Profile – Agree on technical, soft skill, and culture fit criteria before interviews begin.
Use Structured Scorecards – Standardize how you evaluate clinical, interpersonal, and communication skills.
Calibrate Your Interviewers – Align panel members on what good answers look like to improve consistency.
Limit Rounds to Key Stakeholders – Streamline decisions by involving only critical clinical and leadership voices.
Allow Time for Candidate Questions – Gauge interest and clarify expectations to ensure two-way alignment.
Provide Prompt Feedback – Keeps top candidates engaged in competitive hiring environments.

12. How to Run Remote & Async Interviews That Actually Work

Remote and async interviews can work well for RNs if designed thoughtfully and consistently:

Use video tools like Zoom and secure platforms for structured clinical scenarios.
Assign async tasks like reviewing a case study and submitting a care plan—this mirrors on-the-job decisions.
Give clear instructions and timelines so candidates know what to expect.
Use the same rubric for async and live interviews to ensure fair comparisons.
Communicate quickly—delayed follow-ups weaken candidate experience.

13. Quick Interview Checklist

Interviewing registered nurses is smoother with a structured checklist:

Define the job scope and success criteria in advance.
Screen resumes for credentials, certifications, and experience type.
Run an initial phone or video screen to confirm interest and basic fit.
Assign a clinical thinking exercise (case review, written care plan).
Conduct a behavioral interview to evaluate communication and empathy.
Add a technical round focused on equipment, documentation, and protocols.
Include a nurse peer or manager in the panel for practical insights.
Use a consistent rubric to score and compare all candidates.
Discuss outcomes in a short debrief with the full interview team.
Check at least two references with targeted questions about teamwork and judgment.
Make the offer quickly to secure top candidates.
Share onboarding steps and orientation plan.

14. Using Litespace to Improve Your Recruiting Process

Litespace’s AI Recruiting Assistant helps healthcare teams streamline hiring for roles like Registered Nurses. Our resume screening engine surfaces top candidates with relevant licenses, clinical experience, and soft skills. AI-led pre-screening interviews assess communication, critical thinking, and resilience before live interviews begin. Litespace also supports structured interview scorecards, panel alignment, and real-time note capture for faster, more accurate evaluations.

By using Litespace, you gain speed, consistency, and confidence in every hire.
Try Litespace today to enhance your recruiting process: https://www.litespace.io/

15. Final Thoughts

Interviewing registered nurses effectively in 2025 means combining structured scorecards, intentional questions, and consistent evaluation across every round. Focus on clinical skill, soft skill, and real-world scenarios to get a full picture of each candidate. These practices support fairness, clarity, and stronger long-term hires—ultimately improving care for every patient.