The recruitment process in an organization

The recruitment process in an organization

Human power is an essential requirement in running various activities in an organization. People in organizations perform different tasks hence providing their labor for production. To acquire human resources to offer works, an organization must carry out a recruitment process. The process aims at getting individuals who meet the requirements for the job, such as relevant skills and experience. An organization can hire new individuals as a result of an increase in demand for the number of workers, filling in positions, and creating new jobs where they were not existing. In this regard, it is essential to know the objective of a recruitment process, strategies of reducing recruitment costs, objectives of a selection process, steps followed in recruitment, and performance metrics.

The first objective for a recruitment process is to ensure that the business of the organization usually continues without stopping. Through the recruitment of nurses, the hospital will ensure that the services that nurses offer still exist in the hospital hence contributing to the efficient running of the hospital(Butucescu & Iliescu, 2018). The second objective is to ensure that there is a selection of the best nurses in the organization. Recruitment brings individuals with vital skills together. In return, the organization can choose the individuals who are best suitable for the job hence ensuring the offering of quality services in the hospital. The recruitment process shows fairness in the selection of individuals to fit in vacant positions. The organization can also create an excellent public image through integrity in the recruitment process.

Adoption of low-cost strategies while recruiting nurses

Health organizations need to adopt low-cost strategies while recruiting nurses who will lead to savings on cost. Health organizations can use pro-active referrals to recruit nurses. They can do this by asking other nurses to provide references for their fellow nurses who they could have been within the nursing school(McCarthy,2016). In return, this enables the organization to reach those nurses easily in case a chance arises. Organizing professional events and encouraging networking among helps the organization in bringing new members to the firm. Identifying nurses who did not qualify during the previous selection can be done. The organization can then determine if they got the requirements that made the fail last time during hiring. From the nurses of the first-day recruitment, the organization can ask them t provide them with details of other qualified nurses they can contact.

The selection process in an organization aims at choosing the best individuals for the positions available. The relevancy of the skills and experience of an individual should be a pivotal factor to consider while selecting a person to fill a given area (Smoker,2016). An organization should consider the personality of individuals they are hiring. Academic qualifications, skills, and experience are essential, but it is better to find a person who will get along well with other employees in the organization.

Criteria development is an essential aspect of the selection process. Individuals who are hiring should, therefore, be familiar with the entire hiring process. The recruiters should review the resumes of the applicants to narrow down the number of applicants who qualify (Moreno,Santiago&Moreno, 2015). After meeting the minimum requirement, the applicants should be interviewed. The administration may consider giving tests to the number of qualified applicants before hiring them. After qualification, the organization may offer the position to the eligible individual.

While selecting employees, it is essential to follow the given steps. The reception of the recruit should be friendly to create the right image of the organization. The initial interview is carried out to ensure only relevant candidates go through the selection process(Clement, 2015). The applicant should give their necessary information, such as academic qualifications and personal data. The analysis of an individual’s behavior should follow together with an oral interview for individuals who the firm is considering to employ.

Applicant’s medical examination

Carrying out of the applicant’s medical examination is essential to know the health of the potential employee. Checking of the referees of an individual is necessary as the potential employers can confirm details through calls and emails. After meeting all the requirements, the manager in charge of hiring decides to hire an individual. Lastly, the individual is given the job for probation, which upon completion, one becomes a permanent employee. There is the various metric performance in nursing, which include:the number of hours a burse spends with a patient, the infections that are acquired in the hospital, the nurses’ level of education, and satisfaction of the nurses in ding their duties(Mackey, J. (2016).

The hospital has fewer staff considering the number of citizens it is serving its size. In this regard, there should be the employment of other nurses to curb the shortage. In return, the hospital will be able to run its activities smoothly. The hospital should ensure healthy competition. Nurses should also work together with a common goal of serving the citizens. Equal chances of employment opportunities should exist for various individuals of different races, gender, and religion. As a result, the hospital will be able to maintain the right image to the republic. The organization should encourage interaction individuals of different kinds and ages, which can enable them to work effectively together. The organization must uphold rules regarding employment to ensure no mistreatment of employees. In return, the organization will conduct its activities efficiently.

References

Butucescu, A., & Iliescu, D. (2018). Patterns of change in fairness perceptions during the hiring   process: A conceptual replication in a controlled context. International Journal of         Selection and Assessment, 26(2-4), 196-201. https://doi.org/10.1111/ijsa.12227

Clement, M. C. (2015). 10 Steps for Hiring Effective nurses.           https://doi.org/10.4135/9781483393339

Mackey, J. (2016). UDOT Signal Performance Metrics: New and Upcoming Metrics. Automated             Traffic Signal Performance Measure Workshop. https://doi.org/10.5703/1288284316023

McCarthy, C. (2016). Innovative strategies prove effective for managing personnel, budget, e       nrollment challenges. Recruiting & Retaining Adult Learners, 19(1), 12-12.    https://doi.org/10.1002/nsr.30194

Prieto-Moreno, A., Llanes-Santiago, O., & García-Moreno, E. (2015). Principal components          selection for dimensionality reduction using discriminant information applied to fault     diagnosis. Journal of Process Control, 33, 14-24. https://doi.org/10.1016/j.jprocont.2015.06.003

Smoker, A. (2016). The Selection and Recruitment Process. Launching Your Career in Nursing    and Midwifery, 71-104. https://doi.org/10.1007/978-1-137-36241-4_4

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