Recruitment and Selection Processes
Recruitment and Selection Processes
Recruitment and Selection Processes
The process of recruiting the best candidate for a particular task is a complicated process, which involves a series of activities. Similarly, recruiting an applicant to fill the position of a nurse manager in a healthcare organization. In most cases, nurse executives are charged with this responsibility. While identifying and selecting the best candidate, a nurse executive requires to conduct job description analysis. Additionally, these personnel requires to conduct an interview and develop the selection plan.
Part 1: Job Description Analysis
The role of the nurse executive in developing job descriptions
The job position of nurse executives involves performing both leadership and management duties. One of the key duties of nurse executives entails working with other employees in the healthcare organization. Nurse executives are considered as managers who are in charge of employees working in their area of specialization. Therefore, they are involved in developing job descriptions. They state the duties to be performed by the job applicant in the areas of specialization. Thus, involving nurse executives in designing job description allows them to get the best candidate for a particular task in the healthcare facility. Additionally, executives inform the current workers about new policies and programs, which have been introduced by the management. In this case, their role represents an essential human resource management function since they deal with the employees, which is the main duty of the HR department in the organization (Fried & Fottler, 2018).
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Analysis of the job description
The selected job description involves the position of the nurse manager. It was obtained from Monster, which is a recruitment website. The job description is accurate and clear. It illustrates the expected duties of the nurse manager. For instance, the job applicant should identify the service requirements of the patients. Additionally, he or she maintains nursing guidelines, which are set in the organization. Lastly, the applicant should maintain nursing operations in the healthcare facility. Recruitment and Selection Processes
The effectiveness of job description in defining employee’s attributes
The attributes of the suitable candidate for the position are well defined by the job description. The description clearly illustrates the duties to be performed by the required employee as a bit demanding and involving. Therefore, the candidate should possess some qualities such as patience, dedication, commitment, and hardworking to perform these duties as expected. However, this job description can be improved by indicating the required quality at the end of each task, thus enabling the candidate to conduct self-evaluation before applying for this job position. However, tasks and competencies associated with this position have changed from when the job description was developed due to changes in the technology. Therefore, the preferred candidate should feed all the records of the operations of the area of supervision in the computer. Thus, he or she should be conversant with the latest technology.
Revised job description
The nurse manager revised job duties are as follows
Use technology to keep updated records of the area of supervision,
Identify service requirements of the patients,
Maintains nursing guidelines, which are set in the organization, and
Maintains nursing operations in the healthcare facility.
Use social media and online job search technology to maximize the presentation of the job description
Both social and online job search technology would be used to enhance the presentation of this job description to potential applicants (Dattner et al, 2019). In social media, I would post this job description to Facebook groups of nurses. Most of these nurses are experienced and would be fit for this position. On the other hand, I would use job search technology to look for candidates with the required skills and eventually send the job description to them.
How Nurse Manager Job positions are presented on social media and online job sites
Nurse Manager Job positions are presented to potential applicants the social media and online job sites. On social media, the recruiting company has posted the job description on its Facebook page, thus making it accessible to all Facebook users who visit the page. On the online job sites, the company has posted the job description for a nurse manager on its official website.
Part 2 Assignment: Interview and Selection Plan
Qualities of the ideal candidate for this job
The ideal candidate for this job should be able to perform the described tasks beyond expectations. Therefore, he or she should possess to be conversant with the latest technology. Additionally, the candidate is able to supervise other nurses working under him. The ideal applicant should be able to communicate and inform others of what they are supposed to do at a particular time. Finally, he or he should be flexible, thus making changes within the shortest time possible if need be.
The applicant would be evaluated based on information obtained from the department where he or she will be working. The department head should state exactly what he or she wants to hear from the applicant to decide whether he or she is fit for the position. Additionally, information obtained from nursing guidelines would be used as a source of information for evaluating the candidate. This guideline clear states the knowledge and competence that every practitioner should possess depending on one’s area of practice in the healthcare sector.
Process of identifying and selecting the best candidate
The process of identifying and selecting the best candidate involves as a series of activities. First, job applicants from various candidates need to be evaluated. Then, the applications are sorted out depending on the qualifications and skills of the candidates. The application of the most qualified candidates is separated from the rest for re-evaluation. The next step involves listing down these candidates on the order of merit. These candidates are then contacted using the provided contacts for an interview. The candidates are advised to bring their credentials during the interview. Upon conducting the interview, the candidate who meets the expectations of the interviewers is selected to fill the job position. Recruitment and Selection Processes
Individuals from healthcare organization involved in the interview process
The overall head of the healthcare organization would be involved in the interview process. Being experienced than most staff members in the organization, he or she would assist in interviewing and selecting the best candidate. Additionally, the head of the unit where the candidate will be working would be involved in the interview process. The departmental head will assist in selecting the candidate who is best suited for the job position. Thus, involved individuals will enhance the success of the interview process.
Pre-interview guidance and preparation for interviewers and recruits
Both interviewers and recruits need to prepare for the upcoming interview. Before the interview, the interviewers need to review the tasks to be performed by the candidate and the qualities of the preferred candidate. This practice will enable them to select the best candidate for the position. On the other hand, recruits need to be conversant with the organization before the interview. They should review the organization’s website and learn about its key achievements, activities, and operations. Additionally, they should analyze the job description keenly and try to match it with their qualifications, thus ensuring they are qualified for the advertised position.
How to interview outcomes would be compiled
The results of the interview would be compiled through a series of activities. First, the interviewer should start by summarizing details provided by each applicant during the interview. This would involve noting both the strengths and weaknesses of every applicant. The candidates are then ranked based on their strengths starting with the applicant with most strengths and least weaknesses. The leading applicant is declared suitable for the position.
How differences in interview ratings would be resolved
Differences in interview ratings would be resolved through comparative evaluations. This evaluation technique will help the interviewer to calibrate across candidates. Additionally, it will help in minimizing the reflex to rely on stereotypes to guide their impressions. Recruitment and Selection Processes
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Five essential interview
The following questions would be asked to applicants during the interview to evaluate their characteristics for this job.
How would you use technology to update records of the area of supervision? In this question, I would listen to the candidate’s ability to use the latest technology in performing the tasks.
How would you identify the service requirements of the patients? In this question, I would listen to the candidate’s ability to listen to clients and identify their requirements.
iii. How would you maintain nursing guidelines, which are set in the organization? In this question, I would listen to the candidate’s ability to maintains and protect nursing guidelines.
How would you maintain nursing operations in the healthcare facility? In this question, I would look at the client’s ability to maintain nursing operations in the organization.
How would you ensure that other employees under you are working as expected? In this question, I would look at the client’s ability to influence others.
How to measure a candidate and assess the recruit’s fitness for the position
A candidate would be measured by his or her ability to respond to interview questions appropriately. A recruit would be considered fit for the position if his or her responses meet the expectations of the interviewer and are in line with the job description.
Potential challenges
The first potential challenge in the interview and selection process is choosing the wrong candidate for the job. These challenges would be addressed by being keen and attentive when listening to applicants during the interview. Additionally, all applicants would be asked similar questions. The second potential challenge is the interview taking longer than expected. This challenge will be addressed by adhering to schedule strictly during the interview process. The organization can retain good employees through both monetary and non-monetary rewards (Markman, 2019). Recruitment and Selection Processes
Summary
The success of nurse executives in identifying and selecting the best candidate for a nurse manager position greatly depends on two major activities. First, a nurse executive requires to conduct job description analysis to understand the requirements of the job position. Secondly, the nurse practitioner requires to conduct an interview and develop the selection plan. Therefore, these two activities will ensure that the best candidate is selected for the job position.
References
Dattner, B., Chamorro-Premuzic, T., Buchband, R., & Schettler, L. (2019). The legal and ethical implications of using AI in hiring. Harvard Business Review. Retrieved from https://hbr.org/2019/04/the-legal-and-ethical-implications-of-using-ai-in-hiring.
Fried, B. J., & Fottler, M. D. (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.
Markman, A. (2019). Should you try to convince a star employee to stay? Harvard Business Review. Retrieved from https://hbr.org/2019/04/should-you-try-to-convince-a-
Monster Worldwide. (2019). Nurse Manager Sample Job Description. Retrieved from https://hiring.monster.com/employer-resources/job-description-templates/nurse-manager-job-description/
Recruitment and Selection Processes
