Question:
Dear Nancy,
I recently applied for a part-time RN position in a local community health center. Three weeks ago, I was granted an interview with members of the hiring team and left thinking it went very well. However, I have not heard anything from them to this date. I have attempted to call the main office three times to inquire whether the position was filled. I get vague responses such as “We appreciate your call,” or “The person who is handling this position is on vacation,” and so on.
Should I sit back and wait, or should I be a bit more aggressive with my inquiries? I don’t want to seem like a pest. Also, I am 60 years young. Do you feel that they might think I’m too old but can’t legally say it?
Dear Nancy,
I recently applied for a part-time RN position in a local community health center. Three weeks ago, I was granted an interview with members of the hiring team and left thinking it went very well. However, I have not heard anything from them to this date. I have attempted to call the main office three times to inquire whether the position was filled. I get vague responses such as “We appreciate your call,” or “The person who is handling this position is on vacation,” and so on.
Should I sit back and wait, or should I be a bit more aggressive with my inquiries? I don’t want to seem like a pest. Also, I am 60 years young. Do you feel that they might think I’m too old but can’t legally say it?
Mercedes
Nancy Brent replies:
Dear Mercedes,
When a person interviews for a position, there is a need for the prospective employee to obtain closure on the decision by the facility. You spent time and made an effort to apply for the position that was posted. Calling may or may not get a response, especially if the person you are speaking to (main office as opposed to someone on the hiring team) does not have the authority to share any decision made or may not have any information about a decision.
It is always a good idea at the end of an interview to ask for a time line under which a decision will be made. Also, requesting that you be notified of any decision about hiring you specifically, either positive or negative, is a good practice as well. Those requests may not be heeded, but at least the interviewer knows the request was made. Also asking for the name of the interviewer or asking for the name of one of the team members to whom you can address any additional questions or seek information about the decision-making process is a good idea.
As you may be aware, making any decisions concerning employment solely on the basis of age is prohibited under the Age Discrimination in Employment Act (a federal law). State laws also prohibit this type of discrimination. If you think the reason you are not receiving an answer to your inquiries may be because of your age, you may want to consult with a nurse attorney or an attorney in your state who works in employment law. He or she can discuss ways in which information may be able to be obtained concerning who was hired — if someone was hired. Factors that are evaluated include the age of the person hired (e.g., was he or she younger than you?) and his or her qualifications (compared to yours and compared to what the job description required for experience and education, for example).
The attorney can then discuss with you what options you might have if it’s possible the decision was solely based on your age.
Dear Mercedes,
When a person interviews for a position, there is a need for the prospective employee to obtain closure on the decision by the facility. You spent time and made an effort to apply for the position that was posted. Calling may or may not get a response, especially if the person you are speaking to (main office as opposed to someone on the hiring team) does not have the authority to share any decision made or may not have any information about a decision.
It is always a good idea at the end of an interview to ask for a time line under which a decision will be made. Also, requesting that you be notified of any decision about hiring you specifically, either positive or negative, is a good practice as well. Those requests may not be heeded, but at least the interviewer knows the request was made. Also asking for the name of the interviewer or asking for the name of one of the team members to whom you can address any additional questions or seek information about the decision-making process is a good idea.
As you may be aware, making any decisions concerning employment solely on the basis of age is prohibited under the Age Discrimination in Employment Act (a federal law). State laws also prohibit this type of discrimination. If you think the reason you are not receiving an answer to your inquiries may be because of your age, you may want to consult with a nurse attorney or an attorney in your state who works in employment law. He or she can discuss ways in which information may be able to be obtained concerning who was hired — if someone was hired. Factors that are evaluated include the age of the person hired (e.g., was he or she younger than you?) and his or her qualifications (compared to yours and compared to what the job description required for experience and education, for example).
The attorney can then discuss with you what options you might have if it’s possible the decision was solely based on your age.
Sincerely,
Nancy
Nancy J. Brent, RN, MS, JD, is an attorney in private practice in Wilmette, Ill. This information is for educational purposes only and is not intended as legal or any other advice. The reader is encouraged to seek the advice of an attorney or other professional when an opinion is needed.
