Hirings a time-consuming and expensive process; hence, ensuring you have the best people in your team not only benefits the organization but staff and associated patients. Some hospitals spend almost $10,000 on recruitment costs (Muehlemann & Leiser, 2018). As such, it is vital to pick a method that serves the organization’s best interests. This paper will look into methods of conducting analysis, job descriptions, specifications, and future changes that may affect it.
Interviews and Questionnaire
Interviews are the fastest, cheapest, and most credible way to collect information about potential workers.. A professional interviewer may probe crucial sensitive areas in depth to collect information on selecting the best-fit candidate. However, interviews face common challenges such as interviewer bias and misinterpretation. Questionnaires are widely used due to their ability to collect a lot of information. Applicants who come for the job will fill out a structured questionnaire that will collect information such as their attitude on some nurse-patient scenarios..
Job Description and Specification
We at Al Tiaf hospital are looking to hire registered nurses to facilitate our patients’ care. Our ideal candidate is a well-trained responsible professional who can offer the best services under minimal supervision. Responsibilities include assisting surgeons during operations, monitoring patients’ conditions to provide the best care, and performing routine procedures. Requirements include being a registered nurse, expert knowledge on nursing care methods, and a valid nursing license.
Changes
The roles of a nurse in any organization keep evolving over time. Technology could affect the description since it might replace a task that a nurse previously did. Other factors include the high rate of retiring nurses, higher educational expectations, and the creation of nursing jobs outside the hospital setting, which pose a challenge. A high rate of retired nurses means more responsibilities for working nurses.
Conclusion
Hiring is a critical process that every organization strives to discard and minimize costs. Before an applicant is hired, human resource planning goes through three stages. These three stages are planning, recruitment, and employee selection. The organization advertises its job description and specifications to reach the desired applicants. They adopt one or a combination of methods to analyze the candidates, then the most suitable one is hired.
Reference
Muehlemann, S., & Leiser, M. S. (2018). Hiring costs and labor market tightness. Labour Economics, 52, 122-131. Web.