About AdventHealth's Hiring Philosophy

AdventHealth is a faith-based, mission-driven health system that hires New Grad RNs into structured nurse residency and orientation programs across its hospitals, with a large concentration in Florida (Orlando, Tampa) and other markets nationwide. As a New Grad RN, you would typically be placed on a specific unit such as med-surg, telemetry, ICU, or ER, and step into a supported transition-to-practice model. Because of the faith-based roots (formerly Florida Hospital), interviewers weigh your connection to their mission and values as heavily as your clinical readiness.

The hiring culture is warm and conversational, but two-sided: HR and behavioral screens are relaxed, while nurse managers and educators press on clinical reasoning through patient scenarios. Candidates repeatedly describe kind, welcoming interviewers, and many hospitals still run in-person job fairs where new grads pick their "top 2" units and interview at unit-specific tables. Expect to be evaluated on whether you can prioritize safely, think critically, and fit the culture of the unit.

Quick Stats

* Typical process: 2 to 3 rounds (questionnaire/one-way video, HR screen, manager plus educator interview) over about 1 to 3 weeks

* Format: Mostly virtual (webcam and one-way recorded video), with some in-person job fairs

* Core focus: Mission and values fit, behavioral/STAR stories, clinical scenarios, prioritization and safety

* Difficulty: Moderate (2.80/5); behavioral and HR portions are easy, but the nursing scenarios on signs, symptoms, meds, and interventions are the real test

What AdventHealth Looks For

* A genuine connection to their faith-based mission and values

* Critical thinking under pressure (recognizing deterioration, escalating, calling a rapid response)

* Safety-minded honesty about mistakes and how you fixed them

* Warmth, teamwork, and a positive attitude that fits the unit culture

"Both were very relaxed and nice to talk to. The questions they asked me were not challenging, they described the orientation process, and gave me the opportunity to ask them as many questions as I could think of." (New Grad Registered Nurse candidate, accepted offer)

Round 1: Application, Questionnaire, and One-Way Video (~15 to 30 min)

What to Expect

The process usually starts online, where you attach your resume, transcripts, and cover letter, then complete a long personality questionnaire that candidates describe as roughly 100 questions, so give yourself time. Many candidates are then invited to a one-way recorded video screen where you get about a minute to prepare and a minute or two to record each answer, with around five questions and no follow-ups. This is a fast filter focused on motivation, mission fit, and basic clinical instinct, so treat it like a real conversation to camera.

Example or Reported Questions

* "What does our mission mean to you?"

* "Why do you want to be a nurse?"

* "Pick one of our values and how you would carry it out as a nurse here."

* "You have a patient with chest pain, what do you do?"

Tips

* Read the AdventHealth mission and values before you record, and be ready to tie one specific value to how you would practice on the floor.

* Keep answers tight and structured; you only have a minute or two, so lead with your point and support it fast.

* Rehearse talking to a camera with no live feedback using Nora's Recruiter Screen mode to sharpen your quick pitch and your "why this hospital" answer.

Round 2: HR Recruiter Screen (~20 to 30 min)

What to Expect

An HR representative typically calls within a few days of your application or video to go over your resume, confirm availability, and ask straightforward behavioral and motivation questions. At in-person job fairs, this looks like a pre-screening meeting with an HR rep who reviews your background before directing you to the unit tables. Candidates consistently describe this round as friendly and low-pressure, so the goal is to come across as warm, prepared, and clearly interested in AdventHealth specifically.

Example or Reported Questions

* "Why do you want to work here?"

* "Why Florida hospital?"

* "How do you relate to Florida Hospital's mission?"

* "Tell me about yourself."

Tips

* Have a crisp two-minute "tell me about yourself" that connects your clinicals and passion for nursing to this specific system.

* Know your availability and shift flexibility, and be ready to name your top unit preferences confidently.

* Practice the motivation and "why this hospital" narrative with Nora's Recruiter Screen mode so your pitch sounds natural and consistent.

Round 3: Nurse Manager plus Educator Interview (~30 to 60 min)

What to Expect

This is the round where offers are won or lost. You typically meet with a nurse manager and a nurse educator (sometimes floor nurses too), and it blends behavioral STAR questions with clinical case scenarios tied to the unit. Candidates report the behavioral part is straightforward but the nursing scenarios get tough, so review signs and symptoms, common meds, and interventions for key conditions. Expect to walk through what you would actually do as an RN, including recognizing deterioration, running the right tests, and escalating appropriately.

Example or Reported Questions

* "Describe a conflict you had with a coworker and how you overcame it."

* "Have you ever made a mistake when taking care of a patient and how did you fix it?"

* "A patient is transferred to our unit from the ER with fever, low blood pressure, and unconscious. What do you anticipate the patient has, what tests would you run, and what would you do as an RN?"

* "Describe a time when you had to use critical thinking and call a code or rapid response."

Tips

* Prepare 4 to 6 STAR stories covering conflict, a patient-care mistake, a difficult patient, and a critical-thinking moment; be honest about mistakes and emphasize the fix and the lesson.

* For scenarios, think out loud in a clear order: assess, prioritize, intervene, escalate, and communicate; verbalizing your reasoning matters as much as the answer.

* Drill unit-specific patient scenarios (sepsis, chest pain, deterioration) with Nora's Specialty Clinical mode, and rehearse your behavioral stories with Nora's Nursing Manager Interview mode to tighten your STAR delivery.

* End strong with sharp questions like "What is the culture of your unit?" and "What resources are used to avoid nursing burnout?"

Frequently Asked Questions (FAQ)

1) How many rounds are there?

Most New Grad RN candidates go through 2 to 3 stages: an online application with a long questionnaire (often followed by a one-way recorded video), an HR recruiter screen, and a final interview with a nurse manager and educator. At job fairs, several of these steps can happen in a single day.

2) What topics are most common?

* Mission and values fit ("What does our mission mean to you?", "Pick one of our values and how you would carry it out")

* Behavioral STAR stories plus clinical scenarios (conflict, patient-care mistakes, chest pain, sepsis, calling a rapid response)

3) How long does the process take?

Typically about 1 to 3 weeks. Candidates report HR calling within a few days of applying, with virtual interviews scheduled shortly after; about 80 percent of candidates applied online and 20 percent came in through in-person job fairs.

4) How should I prepare?

* Study the AdventHealth mission and values and be ready to connect one value to your bedside practice.

* Review signs, symptoms, common meds, and interventions for high-yield conditions (sepsis, chest pain, respiratory distress) so scenarios do not catch you off guard.

* Build and rehearse STAR stories for conflict, a patient-care mistake, a difficult patient, and a critical-thinking moment.

* Use Nora AI to simulate the full loop: Recruiter Screen mode for the HR call and "why this hospital" pitch, Nursing Manager Interview mode for behavioral STAR practice, Specialty Clinical mode for patient scenarios and prioritization, and Salary Negotiation mode to handle shift differentials and benefits without underselling yourself.