Maybe you’re not looking for a new job, maybe you are, or maybe you want to learn more and gain helpful insight and tips about your field. Perhaps you’re thinking about changing your specialty and if you are, do you need to go back to school? The best way to help you with your decision is with an informational interview. 

This article will tell you all you need to know about these interviews to help you get answers and information specific to you and your needs. An informational interview is just what it sounds like – an opportunity for you to learn whether a change is a good fit for you. You have nothing to lose and everything to gain.

Have you ever used an informational interview to move your nursing career forward? Did you know that informational interviews are a form of professional networking? 

When you’re seeking a position, doing research on a nursing specialty, vetting a potential employer, or looking to make valuable connections with other healthcare professionals, informational interviews are a vehicle to achieve your goals. 

What Is An Informational Interview? 

An informational interview is a process by which you request to meet with another professional to learn more about what they do, who they are, the organization they work for, or other valuable information. 

These meetings are not about directly asking for a job; however, they are indeed about you meeting with an individual who holds power, connection, influence, or knowledge to which you would like access. 

Informational interviews are best conducted in person, but telephone, Skype, or FaceTime are fine if meeting face-to-face isn’t possible. 

During such a meeting, you ask prepared questions in order to stimulate conversation while remaining open to new questions that may arise in response to your interviewee’s answers. 

Remember that although informational interviews are not actual job interviews, the act of helping an influential professional to learn how valuable you are can sometimes lead to surprising and unexpected outcomes.

How To Ask for An Informational Interview

Request an informational interview in writing, making your intentions very clear. Your introductory letter or email will be somewhat like a cover letter, yet it will not contain a request to be interviewed for a particular position. 

In your letter, briefly introduce yourself and give a very short synopsis of your nursing career. Explain your goals and the general information you’re seeking; you can even share your specific questions in advance. 

Be sure to inform your potential interviewee right away that you value their time, and offer a potential time limit for the conversation (for example, 30 minutes). If meeting at their workplace, ask to know what favorite treat and beverage you can bring from a nearby café; if you plan to meet at a café or restaurant, be very clear that you’ll be covering all costs. 

The Interview Itself

During the interview, be clear, concise, and well-prepared. Bring a notebook and pen, and be sure to have your resume and business card in case they’re requested. 

Be certain to smile, laugh, make eye contact, speak eloquently, and practice good listening skills and body language. Express gratitude at both the beginning and end of the meeting. Remember to show curiosity about your interviewee’s life and career, and ask for their professional mailing address and business card before you part ways. 

Once your questions have been answered, always ask your interviewee if there is any way in which you could be helpful to them, even if you think there isn’t; the offer is a way of showing a spirit of grateful reciprocity. 

Following Up

Always mail a handwritten thank you note within several days of the interview; an email is simply not sufficient. Also, connect with your interviewee on LinkedIn and other social media platforms. 

If your connection is a positive one, consider sending a holiday card each year, and check in by email from time to time. If a referral, introduction, or other lead bears positive results, write to inform them and reiterate your gratitude. 

An informational interview can be a powerful means to gathering information, receiving introductions, or opening up new opportunities; employ this underutilized networking strategy to stimulate your own career growth. 

If you’re a parent, you know how daunting those first few months are, not to mention exhausting. Many of you work with new mothers in the maternity ward, doctor’s office, etc. Wouldn’t it be helpful to offer more education about SIDS and how to care for a newborn?
 
The Baby Box Co, Cooper University Hospital and several other facilities in NJ have teamed up to save infant lives in New Jersey. It's quite an interesting idea this baby box, and because it's educational, the hope is it will increase safety for newborns. Sounds like a wonderful and welcome idea for new mothers and fathers. We hope it will spread across the U.S. and reduce infant mortality.

A statewide safe-sleeping campaign featuring free cardboard "Baby Boxes" rolled out Thursday at Cooper University Hospital, part of the newest effort to reduce the number of infants dying from Sudden Unexpected Infant Death Syndrome (or SUIDS).

New Jersey is the first state where all expecting and new parents can receive mattress-lined boxes and infant care supplies from The Baby Box Co. after completing an online parenting education program through its website, babyboxuniversity.com.

Finland introduced baby boxes, along with prenatal care and parenting education, as a way to decrease its infant mortality rate, from 65 deaths per 1,000 births in 1938, to 1.3 deaths per 1,000 births in 2013, according to the World Health Organization.

That country's work inspired Jennifer Clary and Michelle Vick to launch The Baby Box Co. in the United States. According to its website, Baby Boxes serve families in 52 countries.

"I think we have a very special product, but it's only special because of the way we distribute it," Clary, the CEO, said. "Early parenting education is linked to infant mortality reduction. That's what we focus on."

The New Jersey program expects to distribute about 105,000 boxes this year. In South Jersey, the boxes will be distributed by Cooper University Health Care and Southern New Jersey Perinatal Cooperative, among others. Parents also can choose to have the box delivered to their home.

Made from sturdy cardboard, the boxes can be used as a bed for the baby until 5 or 6 months of age. The supplies include diapers, wipes, a onesie, breastfeeding supplies and other items, valued at $150.

The program was introduced by New Jersey's Child Fatality & Near Fatality Review Board, using a grant from the Centers for Disease Control. The review board examines deaths and near-deaths of children to identify causes and ways to prevent future deaths.

While unsafe sleeping practices don't account for every case of SUIDS, parental education can help eliminate preventable deaths, said Dr. Kathryn McCans, an emergency department physician at Cooper who also leads the review board.

"Unsafe sleep is a significant cause of SUIDS in our state and likely in every state," McCans said. "Based on national data, New Jersey fares pretty well, as far as the rate of SUIDS death, but our rate is still high enough that it results in 50 to 60 deaths a year that seem to have at least unsafe sleep associated with it, even if it wasn't the full cause."

Factors associated with safer sleep include a firm mattress and a bare crib with no blankets, pillows, bumpers or stuffed animals in it; no smoking or substance use during or after pregnancy or by anyone in the household; exclusive breastfeeding during the first six months of life or any amount of breastfeeding possible.

"This program, at its core, is about getting education out to parents in a form that younger parents really love," McCans said.

Cooper doctors and health experts in New Jersey helped the company create educational videos for expectant parents on topics like installing car seats, safe sleeping practices, breastfeeding resources and support, and fatherhood engagement.

Two Camden families were the first to receive their boxes Thursday. Dolores Peterson popped her 5-week-old daughter into a cardboard box lined with a mattress, as cameras recorded little Ariabella Espada's reaction.

Peterson, a first-time mother, said she plans to tell her mothers group about the program.

"I'm going to let every mother know to sign up and get a box," Peterson said, so their babies can sleep safely, too.

To receive a free box, New Jersey parents can register for free online at babyboxuniversity.com. After watching a 10-15 minute program and taking a short quiz, parents can choose how to receive their box.

Washington DC area philanthropists Joanne and Bill Conway have committed to a $5 million gift to support our CNL program, funding the education of more than 110 new nurses over five years, beginning in 2018. The Conways, who gave a similar gift to UVA Nursing in 2013 are, with this transformative gift, renewing their pledge to encourage a broader diversity in the students who enroll in this program.

• Applicants must be Virginia residents, and have a FAFSA on file
• They should have experience with a vulnerable population, and a commitment to service 
• They should have exposure to healthcare in some way – through work, volunteering, personal/family experience
• They should be able to communicate well and must commit to providing 50 volunteer hours each year of funding on top of their clinical hours either in a rural, underserved or their home communities
• They must present on their work to the School of Nursing community during the course of their academic career.

All Conway Scholars (entering this summer `17, to graduate in 2019) receive a year-long grant for tuition and related expenses ($24k over the year). The new gift, which will begin funding students in 2018

A new cervical cancer study found that women with hysterectomies weren't accounted for in the previous study of cervical cancer death rates. The new evidence shows the death rate is 10.1 per 100,000 black women and 4.7 per 100,000 white women.  

This new evidence also shows a major racial disparity in cervical cancer in the US. Cervical cancer is highly preventable in the US thanks to screenings and HPV vaccines. But clearly this study shows that women need better access to those screenings and other preventative measures. 

The new findings add to the current understanding of cervical cancer's impact on different communities, said Dr. John Farley, a practicing gynecologic oncologist and professor at Creighton University School of Medicine at St. Joseph's Hospital and Medical Center in Arizona.

 

"It lets us know that there is substantial work to do to investigate and alleviate the racial minority disparity in cervical cancer in the US," said Farley, who was not involved in the study, but co-authored an editorial about the new findings in the journal Cancer on Monday.

 

"Those who get cancer, many times, do not have access to screening," he said. 

 

Even though cervical cancer mortality rates are higher than previously thought, Farley said that he thinks the current screening recommendations for cervical cancer are still adequate. However, he added, more women should have access to screenings and other preventive measures.

 

Rositch said, "It may be that some women are not obtaining screening according to our current guidelines, not necessarily that guideline-based care is insufficient."

 

How to prevent and screen for cervical cancer

The American Cancer Society recommends that women begin cervical cancer screenings at age 21 by having a pap test every three years. Then, beginning at 30, women should have a pap test combined with a HPV test every five years. 

 

Symptoms of cervical cancer tend to not appear until the cancer has advanced, which is why screening and HPV vaccinations are urged. 

 

"We have a vaccine which can eliminate cervical cancer, like polio, that is currently available and only 40% of girls age 13 to 17 have been vaccinated," Farley, co-author of the editorial, said. "This is an epic failure of our health care system in taking care of women in general, and minorities specifically."

 

Women over 65 might not need to continue screening if they don't have a history of cervical cancer or negative pap test results, according to the American Congress of Obstetricians and Gynecologists.

 

Each year, about 38,793 new cases of cancer are found in parts of the body where HPV is often found. The virus not only has been linked to cervical cancer, but also cancers of the vulva, vagina, penis, anus or throat. 

 

A study that published in the journal JAMA Oncologylast week found that among a group of 1,868 men in the United States, about 45% had genital HPV infections and only about 10% had been vaccinated.

 

"Male HPV vaccination may have a greater effect on HPV transmission and cancer prevention in men and women than previously estimated," the researchers wrote in that study.

 

Today there are four generations of Nurses working in healthcare. In order to achieve a healthy work environment all generations must be culturally sensitive not only towards ethnicity but age as well. Below are a few tips to help managers and staff transition people into leadership roles. 

Christina is a 29-year-old RN, BSN and she recently obtained her MSN in clinical management. She has worked 3 years as a staff Nurse and wants to move into a leadership position. Some managers, and even some of her colleagues, feel that because of her age, Christina isn’t ready for leadership roles. 

This scenario describes many millennial nurses in practice settings today—eager to move up the career ladder and pursuing the advanced education that’s needed to do so. But like Christina, they may encounter resistance on their way up.

Better understanding the characteristics of the millennial generation can help managers foster healthier work environments and identify potential candidates for leadership positions. And millennial nurses who understand their own generation’s characteristics can more easily transition into leadership roles.

Who are the millennials?

A generation is usually defined roughly by a 20-year birth period. Currently four generations work side by side in nursing: silent generation (born 1928-1945), baby boomers (born 1946-1964), generation X (born 1965-1980), and millennials (born 1981-1997). =

In 2016, millennials surpassed baby boomers as the largest generation. Other names for this generation include generation Y (or Why), echo boomers, boomlets, linked generation, generation next, and nexters. Millennials will have a significant impact on the work environment and have largely influenced the development of social media. Companies such as Facebook, Instagram and Snapchat are led by millennial aged CEOs.

A generation experiences similar life and public events, and tend to have similar characteristics, values, beliefs, and behaviors. A significant event that influenced the millennials is the terrorist attack of 9/11. After this tragedy, millennials realized tomorrow is not a promise; they grew up with terrorism threats and war on the news daily. These public events have influenced them to live life to the fullest and pursue careers that make them happy.

Millennials are eager to impart their ideas, are technologically savvy, and can be quick to leave an organization that does not fit their needs. Millennial nurses don’t want to spend 15 years on a unit before any prospects of advancement become available. They saw their parents’ generation dedicate a majority of their career to one organization only to later be downsized and laid off. Today’s millennial nurse is more transient and seeks positions that offer work life balance and flexibility in schedules.

In the sandbox

Generations working well together promote workplace satisfaction, which ultimately improves patient outcomes. This sounds like the age old “everyone play nice in the sandbox,” but it contains like most adages, a nugget of truth. To facilitate collaboration and a healthy work environment, nurses of all generations must understand the diversity in today’s workplaces; not just in culture and ethnicity but age as well. Generational differences do not have to result in negativity; positive intergenerational relationships can be formed that benefit all involved.

Here are some tips for successful intergeneration cooperation that managers and staff alike can apply.

Value differences. Rather than point out negative characteristics of one another, use these varied personalities to value differences. What can an older nurse teach a younger nurse? Possible answers include dedication, patience, and shared life experiences that only come with time. Conversely, younger nurses may help older nurses see the value in varied job roles, the importance of valuing time off, and interest for advanced education.

Use generational relationships to your advantage. Find a mentor. If you are a millennial and desire upward career movement, find a leader who inspires you and can help you obtain the position you desire. For older generations, think about succession planning. Positively mentoring younger nurses can prove successful; by helping them understand the process of leadership roles you pass on your legacy.

Try reverse mentoring. Tech savvy nurses can help lesser skilled nurses become more proficient with the computers and technology that are a necessity in practice settings.

Listen to one another. Value input from all staff of all ages. Respect one another’s ideas, understanding that nurses on the front lines of care may have the best solutions. Nurses of all generations can contribute suggestions for improvement and practice environment enhancement.

Christina was paired with a nurse who is older and more experienced than her. She expressed her desire to learn from her how to successfully lead, and they have developed a mentorship. They acknowledge their differences, but have many conversations that exchange ideas and insights about how to be successful in a leadership role, including some innovative ideas for change shared by Christina. 

Millennials as managers

You may experience a millennial nurse as your manager. Or, as a millennial, you will most likely desire an upward movement in your career. Remembering some of the differing values and communication preferences held among the generations may be helpful. (See Generational differences.)

Christina obtained a new role as the assistant manager of an emergency department. She is receiving positive feedback from her staff and increased collaboration among staff to help improve their practice environment. Many have commented that she is helping them become more satisfied in their role and workplace relationships. 

It’s important to remember that not all individuals follow the characteristics of their generational cohort. The values and beliefs are generalizations of the whole; each person is still an individual, so exploring their personal feelings and concerns is still recommended.

Stephanie M. Chung is an adjunct professor at Kean University in Union, New Jersey and is currently enrolled in the PhD in nursing program. She is a proud millennial.

If you are interested in more information on leadership roles or just have a question, ask one of our Nurse Leaders!

Selected references

Pew Research Center. Millennials overtake Baby Boomers as America’s largest generation. April 25, 2016.

Shaw H. Sticking Points: How to Get 4 Generations Working Together in the 12 Places They Come Apart. Carol Stream, IL: Tyndale House Publishers; 2013.