About Sentara Health's Hiring Philosophy

Sentara Health is one of the largest not-for-profit health systems in Virginia and northeastern North Carolina, running a network of hospitals across markets like Norfolk, Virginia Beach, Williamsburg, Charlottesville, and Harrisonburg. For Registered Nurse roles, the hiring process is built around unit fit. A recruiter matches you to floors based on staffing needs, and the nurse manager (often with a clinical specialist and peer nurses) decides whether you belong on their team. Candidates repeatedly describe the experience as friendly, thorough, and welcoming, with tours and shadowing built right into the interview.

Because nursing turnover is high and units are frequently hiring, getting an interview is usually quick once a recruiter engages, and offers can come fast when the unit is ready. That said, the process leans heavily on behavioral and situational questions, especially for new grads, so committed schedule availability, prior experience, and clear "why this unit" answers matter more than trick clinical questions.

Quick Stats

* Typical process: 2 to 3 rounds (recruiter screen, nurse manager, often a peer interview plus shadow), about 1 to 4 weeks

* Format: Phone or video screen, then in-person interview with shadowing on the unit

* Core focus: Behavioral and situational scenarios, patient care experience, schedule availability, unit fit, motivation to be a nurse

* Difficulty: Moderate (avg 2.59/5), mostly because of the multi-step scheduling and peer-panel dynamic rather than hard clinical grilling

What Sentara Health Looks For

* Genuine commitment to the schedule (every other weekend, day vs night shift)

* Strong patient-care instincts and how you handle difficult patients and families

* Team fit, since peers get a real vote in the peer interview

* Clear reasons for choosing that specific unit and location

"The staff that showed me around before the interview were so informative and seemed very content. The hiring manager was very thorough yet not rushed. They expressed their interest to hire me before the interview was over!" (Registered Nurse candidate, accepted offer)

Round 1: Recruiter Screen (~20 to 30 min)

What to Expect

Most candidates apply online (76% of Sentara interviews start this way) and are then contacted by a nurse recruiter. This first call is a screening conversation: the recruiter gathers your demographics, confirms your license and experience, asks which hospitals and units interest you, and matches you to floors based on staffing needs. New grads apply under a separate new-grad application, after which recruiters call to line up unit-specific interviews. Expect a lot of talk about schedule commitment and benefits. One candidate noted the HR time was "longer than the actual interview and was mostly about benefits and pay."

Example or Reported Questions

* "Can you work every other weekend?"

* "What are your available hours?"

* "Which hospitals are you interested in working at?"

* "Tell me a little about yourself."

Tips

* Be crystal clear about your availability, since Sentara openly screens for whether you are committed to the schedule.

* Have a tight 60-second pitch on your background, license status, and why Sentara, since this is a fast screen.

* Practice this call with Nora's Recruiter Screen mode to nail your quick pitch, availability answer, and "why this hospital" without rambling.

Round 2: Nursing Manager Interview (~45 to 60 min)

What to Expect

This is the core round, conducted by the nurse manager (sometimes with a clinical specialist or unit coordinator). Candidates describe it as laid-back but thorough, often drawing from a set of hospital-wide open-ended, scripted questions ("describe a situation when..."). It usually pairs with a unit tour and a shadow opportunity, either the same day or scheduled after. For new grads, questions skew behavioral and customer-service based rather than deep clinical, since the manager is assessing personality, work ethic, and fit. The manager frequently tells you on the spot whether they want to move you to the next step.

Example or Reported Questions

* "Describe a difficult time with a patient and how you overcame it."

* "How do you handle disgruntled patients and families?"

* "Why do you want to work on this unit?"

* "Where do you see yourself in 5 years?"

Tips

* Prepare 4 to 5 STAR stories: a difficult patient, a coworker conflict, going above and beyond, and delivering unwelcome news.

* Research the specific unit and location, since managers want to confirm it is the right fit and ask why you chose them.

* Rehearse behavioral and situational answers out loud in Nora's Nursing Manager Interview mode, which is where offers are won or lost.

Round 3: Peer Interview and Shadow (~1 to 3 hours)

What to Expect

After the manager round, many units run a peer interview: an informal but meaningful session with a group of nurses and PCTs who will be your future coworkers. Sentara also commonly uses panel interviews with the manager, clinical specialist, and any staff they can round up. Candidates warn this feels more casual but carries real weight, because peers may not like all your answers and can flag concerns. This round is often combined with shadowing the unit (day and night shift options are sometimes offered) so both sides can gauge fit. Some situational and light pharmacology questions can surface here.

Example or Reported Questions

* "What would your coworkers say about you?"

* "Tell me about a time you dealt with a difficult coworker or situation."

* "Name three strengths and three weaknesses."

* "Why did you become a nurse?"

Tips

* Treat peers as decision-makers: be warm, humble, and collaborative, because their read on you matters.

* Ask thoughtful questions about orientation, preceptors, and day vs night flow to show genuine interest during the shadow.

* If your unit is ICU, ER, or L&D, brush up on prioritization and safety scenarios using Nora's Specialty Clinical mode so you are ready for any situational or pharmacology follow-ups.

Round 4: Offer and Salary Discussion (~15 to 30 min)

What to Expect

Offers can arrive quickly, sometimes within two days of the interview. The recruiter or HR handles the offer conversation, covering pay, shift differentials, and benefits. Since Sentara openly discusses salary and position advancement during the process, this is your window to confirm the details. A minority of candidates reported frustrating back-and-forth scheduling with recruiters, so keep your communication prompt and confirm timelines in writing.

Example or Reported Questions

* "Discuss salary and position advancement."

* "Can you commit to this schedule long term?"

* "What are your long-term goals?"

* "Why should I choose you over more qualified candidates?"

Tips

* Know your market rate and ask specifically about shift differentials for nights and weekends.

* Confirm orientation length and new-grad residency details before accepting, since these vary by unit.

* Run the offer conversation through Nora's Salary Negotiation mode so you can talk pay and differentials confidently without underselling yourself.

Frequently Asked Questions (FAQ)

1) How many rounds are there?

Most candidates go through 2 to 3 rounds: a recruiter phone or video screen, a nurse manager interview, and often a peer interview or panel, usually paired with a unit tour and shadow opportunity. Some markets add a recorded video component before the live rounds.

2) What topics are most common?

* Behavioral and situational scenarios (difficult patients, coworker conflict, prioritizing care)

* Schedule availability, motivation to be a nurse, and why you chose that specific unit and location

3) How long does the process take?

It varies. Once a recruiter engages, things move fast, and some candidates got an offer within two days of interviewing. Others experienced weeks of back-and-forth scheduling, so plan for anywhere from about 1 to 4 weeks.

4) How should I prepare?

* Lock in a clear, honest answer on your schedule availability, including every-other-weekend and shift preferences.

* Prepare STAR stories for difficult patients, family conflict, coworker disputes, and going above and beyond.

* Research the specific hospital and unit, and know a little about Sentara's history so your "why this unit" answer lands.

* Practice with Nora: use Recruiter Screen mode for the availability and pitch call, Nursing Manager Interview mode for your behavioral STAR stories, Specialty Clinical mode if you are targeting ICU, ER, or L&D, and Salary Negotiation mode before the offer talk.