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Health Care Facility Employee’s Selection Process
According to research conducted by Bersin & Associates Corporation, one out of every eleven residents in the US is an employee in the healthcare sector. However, one in every seven new employees leaves their job within one year of their employment. This occurrence is linked with poor employees’ selection processes in the healthcare facilities. This essay is a description of a healthcare employee’s selection process, illustrating its effectiveness, potential problems with the system and strategies that can be used to improve the process.
Description of the Selection Process and Team Members Involved in These Steps
The selection process used for the job application starts with the initial interview. It is followed by a second interview conducted for the promising candidates. It is then followed by a detailed background check for each of the promising candidate. In this step, credit checks, web searches, and criminal history are performed. Up to this stage, the human resource managers oversee the interviews. Then a selection decision is made, and a conditional job offer is given to a candidate. This is then followed by a drug screen exercise. If the tested candidate is successful in this step, he/she is hired for the job position. The final two steps are performed by the top managers in the institution.
The Effectiveness of the Current Selection Process
The current recruitment system is effective and can be used in the healthcare sector. This is because it contains two of the most principal parts that should be evaluated during an interview session. The first part is the evaluation of a candidate’s academic excellence. In this part, there is also the determination of his/her competency for the stated job position. The second part entails evaluating a candidate’s past performance in a similar job position, in a different healthcare setting, for a specified period. The best candidate for the job should be selected based on these two primary recruitment analysis.
Description of the Problem Facing the Current Selection Problem
There are two principal problems with the current employee selection process. The first problem is that of a premature selection of a job candidate since all the referees given by a job applicant are not contacted. The recruitment team should make a follow-up with the listed referees in a candidate’s portfolio. This way the precision of the candidate’s working experience can be validated. The selection system is also faced with the problem of rushing since as sufficient personal attributes are not ascertained on a candidate.
For instance, the ethical position of a candidate regarding the job position is not ascertained. The selection panel should also structure an interview question that seeks to evaluate a candidate’s personal code of ethics. The right moral standing is paramount for this job position. As a nurse manager, all referees should be contacted during the interview process. Questions aimed at investigating the applicant’s moral standing if offered the job position should also be asked during the interview process.
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Explanation of How and Why the Selection Process Should Be Modified
An enhancement of the traditional set of interview questions should be performed to ensure that all aspects of a candidate’s portfolio validity are analyzed. For instance, traditionally, a job applicant is only interviewed on questions about his academic excellence and past professional experience. However, fewer efforts are employed in trying to ascertain the validity of the stated responses from a candidate. The panel should avoid a premature selection of candidates during an interview to ensure that only the rightful and most competent applicants are offered the stated job position.
In addition, supplementary questions aimed at investigating the personality of a job candidate should also be included in the set of interview questions used by the selection panel. For instance, a candidate might be academically proficient for the job but lack essential interpersonal skills necessary for the stated job position. As such, if the candidate is offered an administrative job position in a healthcare setting, he/she might not be in a position to exude good leadership skills to his staff members. An example of a supplementary question that could be asked during an interview is that mandating the interviewee to state his personal code of ethics in his/her profession.
The Job Title for an Open Job Position, Skills, and Background a Candidate Should Have
Skills required in a candidate include the potential to analyze complex data and the ability to organize efficiently varied tasks. He/she should also possess the skills of being able to lead and motivate other staff members in the health facility. The candidate should also possess good communicate skills to be in a position to communicate efficiently with other professionals. A candidate must have a Bachelor Degree in Healthcare Administration. He/she should also hold a Master’s degree with a specialization in healthcare systems administration. He/she should also have served in a similar capacity in a different institution for a period of three years.
The Job Fit That Will Make a Candidate the Best for the Job Position
The type of fit that will be appropriate for the candidate in this job position will be the ability-job fit. The selection panel will check specific physical and intellectual capabilities that a candidate possesses, suitable for the job position. This fit will ensure that only the most suitable and highly qualified candidate is selected. This will enhance performance in the designated job position and ensure maximum productivity in the healthcare facility.
Comparison of the Job Position with the Expectations of the Position
The responsibilities assigned to this job position, include acting as a liaison among the institutions governing bodies. He/she will also take part in recruiting, hiring and evaluating other assistant administrators. The new administrator will create and expand programs meant for scientific research. He/she will coordinate society health planning and fundraising activities. Finally, a healthcare administrator creates budgets and decide the rates for all health services in the medical institution. These expectations of the job position align with the skills, background, and fit needed to excel in this position. This is because, as a healthcare administrator, a person is expected to perform all the above managerial roles in the health institution.
Specific Attributes on an Applicant That a Nurse Manager Can Elicit During an Interview Session
There are seven major attributes that a nurse manager should look at in a candidate during an interview session. Such attributes are critical in ascertaining the competency levels of a candidate. A nurse manager should use his/her observation to be in a position to ascertain whether an interview candidate possesses such attributes. The attributes should complement a candidate’s academic excellence credentials. The attributes include confidence, intelligence, integrity, leadership ability, courage, inner strength and likability. The seven attributes are not outlined in the job description. Nevertheless, they are attributes that are highly sort after by numerous employers in the job market.
In conclusion, the employees’ selection process in the healthcare sector is of paramount importance. The recruitment process used in a healthcare system starts with the initial interview, and then the second interview, background checks, selection decision and the hire. The ability-job fit recruitment strategy aims at finding the job candidate with the best physical and intellectual attributes for a job position. Such a fit can be the best selection strategy for a new recruit in a healthcare administration job position.
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