roy

Reference checks and managerial interviews are next. In most cases, the interview is last, but practices may vary. Even if an applicant receives poor references, it is prudent to carry out the interview so that the applicant is not aware that the reference checking led to the negative decision. In addition, applicants may feel they […]

Developing an effective marketing message is important. Sometimes the tendency is to use a “scatter-gun” approach (recruit everywhere), sugarcoat the message, or make it very slick. A more balanced message, which includes honest communication and personal contact, is prefer- able. Overselling the organization creates unrealistic expectations that may lead to later dissatis- faction and turnover.

RECRUITING AND SELECTING STAFF 203 The consumer is the key figure toward which the four concepts are oriented, and in the recruiting process, the consumer is the potential employee. Product is the available position(s) within the organization. Consider several aspects of the position and organization, such as: ● Professionalism ● Standards of care ● Quality

How to Promote the Organization A critical component of any recruiting effort is marketing the organization and available posi- tions to potential employees. The nursing division and/or HR should develop a comprehensive marketing plan. Generally, four strategies are included in marketing plans and are called the four Ps of marketing: 1. Product 2. Place 3.

MANAGING RESOURCES Employing students as aides may provide another recruitment tool because it allows students to learn first hand about the organization and what it has to offer. In turn, the organization can eval- uate the student as a potential employee post-graduation. Some organizations provide assistance with student loan payments if the student continues to

RECRUITING AND SELECTING STAFF 201 BOX 15-1 Position Description: Registered Nurse Adult Medical Intensive Care Unit (MICU) Job Overview The medical intensive care unit registered nurse is re- sponsible for direct patient care of adults admitted to the MICU for management of complex life-threatening ill- ness. The RN reports directly to the MICU nurse manager.

Any recruiting strategy includes essentially four elements: 1. Where to look 2. How to look 3. When to look 4. How to sell the organization to potential recruits Each of these elements may be affected by market competition, nursing shortages, reputa- tion, visibility, and location. Place Your Order Here!

Does your organization waste salary or non salary resources? The position description should reflect current practice guidelines and include: ● Principal duties and responsibilities involved in a particular job ● Tasks required to carry out those duties ● Personal qualifications (skills, abilities, knowledge, and traits) needed for the position ● Competency-based behaviors (perhaps) Recruiting Applicants

Are there tasks or functions in your work that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee? 200 PART 3 • MANAGING RESOURCES The Recruitment and Selection Process Recruiting and selecting staff who will contribute positively to the organization is crucial in the fast-paced world of health

How well does your organization manage its resources? Recruiting and Selecting Staff 15 Key Terms Four Ps of marketing Age Discrimination Act Americans with Disabilities Act Behavioral interviewing Bona fide occupational qualification (BFOQ) Business necessity Interrater reliability Interview guide Intrarater reliability Negligent hiring Personnel decisions Position description Validity Work sample questions 1. Describe how to