Recruitment Process Overview
Hiring and recruitment play a critical role in an organization. It is the mandate of the Human resource manager to ensure that this process is carried out efficiently. The human resource managers are tasked with ensuring that the organization acquires the best workforce to propel it to a higher level. This is also applicable to urgent care clinics. Urgent clinics carry out sophisticated and emergency services. In this kind of environment, flexible and quality oriented workers are needed ( Greiner, 2015). Selecting workers who can be suitable for the urgent clinic is best done during recruitments process. Recruitment process thus is critical in this environment. It takes some vital steps.
The first step is to define the role. Getting an employee who can well fit within the role needed and the culture of the organization requires one to identify the role or write the job description which the new employee will be tasked with. Note, writing the job description, in this case, give a blueprint on purpose, responsibilities, and tasks the new employee will perform or assume. In this case, there is some aspect of the job which will be put into consideration as the job description is scripted ( Szuwalski et al., 2015). The purpose of the position will be the first factor as this will give the worker the direction of the job and what they are needed to achieve within the Hospital compound. The next is the primary task of the job, in this case, there are some defining verbs which must be used. These are calculated, writing and much more to help the applicant have a clear picture of the jobs. The next is step is to build the employee specification. In this case, the central question is rooted on the skills and the experience required for the individual to be given a chance, the academic milestones. The individual qualities and any other issues which may make the organization prefer the best candidate for the job. Strategies for attracting the applicants then follow this. This is all about advertising the job. This can be done through adverts, social media recruitments website. The candidate selection then follows the process. Checklist or the selection criteria is used to ensure that the best candidates are selected for the job. Note, many people are involved in deciding on the right candidate. This depends on the position occupied by the person. For instance, the decision about any issues touching on the nurses will be handled by a nurse leader. Same will apply to pharmacists and laboratory technologist. This will then be followed by an interview where the candidates will be vetted based on their deep knowledge of the job. After the interview, the Human resource will need to get ready for the new employees. They will have to be oriented and in their roles, the culture of the organization, the history of the hospital and any other necessities which are deemed vital for them to know.
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Recruitment sources
Getting access to the pool of talented medical professional is not a bed of roses. There are many weighty factors which must be considered for organization access to get the talented workforce. One of them is the recruitment sources. The central question, in this case, is where can the talented workforce access the organization's job adverts? Currently, there are numerous ways through which information are sourced, and finding the right one is a challenge. For the success of the Urgent hospital, the right sources must be selected. The first sources will be the company website. Most talented personnel search for jobs on the company websites. This is the right place to find all the information on the company, and this is one of the sources which is preferred in most organization. In this case, company website will be given priority. The second will be social media platform mostly Facebook page of the organization. Social media is the digital mode of adverts. Millions of ambitious employees visit these page to find information on the jobs. This makes it paramount to be used in this case to attract employees. The last one is the recruitments agencies. These are the specialist who has wide knowledge and also have specific people in mind whom can fill the vacancies in the urgency hospitals. This is also one of the cost-effective sources of finding top talents in the market that shall be utilized in this case.
How the recruitment of positions will be communicated
Marketing is critical in the recruitment process. It is the mandate of the human resource managers to ensure that the recruitment position is well communicated and marketed to attract top talents in the market. In the case of the Urgent hospital, the plan is to use different strategies to market the positions. The first strategy will be the use of adverts to market the position. The hospital management will rely on online marketing market the position. Currently, online platform has been the destination where many talented workers search for jobs. There are millions of potential recruits who search for their professional related jobs on the internet. The marketing strategy for search individual will be to target the sites of healthcare profession which are mostly visited by the potential employees and advertise the recruitment positions. Also, the internet is visited every day by many people. Creating Facebook pages and advertising the recruitments position would be a good deal. Marketing can also be done through mainstream. Though this type of media are diminishing and are currently being replaced with the online adverts; it is still one of the best ways to reach potential recruits. Marketing through such media also has a good chance of getting the best workers in the market. Note, the position which needs young individuals such as the receptionist will be majorly advertised through online platforms. Those that cut across the ages will be marketed thigh online and offline platforms.
How the effectiveness of recruitment will be measured
Just like any other process, the recruitment process must be evaluated for its effectiveness. This is done to ensure that the process and the plan which was proposed is well utilized. There are many ways through which evaluation of this process can be done. In this case, there are three techniques which will be applicable ( Greiner, 2015). The first one is the quality of the hire. In this case, the quality of the employees will be assessed based on the interview and survey result. The second one is the source of hire. In this case, the question which will need an answer is where do the top performers come from? The number of employees who have applied for the position from this source will then be used to determine the effectiveness of the recruitment process. The last one is the cost of the entire hiring process. Cheap cost may be an indicator of a poorly done process as opposed to a well spent on the process. The plan uses these three to gouge whether the truer entire process was done well.
What selection will tools be used to select potential employees ?
Deciding to hire a new employee or employees within an organization is a critical task of the HR. There are numerous tools which can be used to test whether the process of hiring employees was well executed. The first tool is the testing. Testing is one of the best ways to know if an individual is competent enough to take charge of the vacant position. In this case, a question which will be used to test the employees majorly on experience, skills, and knowledge. Interviewing will be the next tool ( Butler et al., 2017). In this case, the applicants will answer series of job-related question which will reveal their understanding and competency in this field. The last one is the pre-Screening. The purpose of pre-screening is vet whether the candidate attracted have the much-needed competency, knowledge, and skills as well as experience to handle the job.
Legal and ethical concerns and regulations that must/should be considered when making hiring decisions
There are ethical and legal issues which come with the recruitment process. These are issues which need to be properly addressed to maintain the good image of the hospital. The for instance, there is discrimination based on the race, gender, color, pregnancies, and disabilities. Discrimination is both ethical and legal concerns ( Smith, 2015). In the case of Urgent Hospital, the plan is to major on the job qualification, competency, and experience. No discrimination shall be allowed. Qualified candidates are considered despite their culture.
References
Butler, A. E., Hall, H., & Copnell, B. (2017). Ethical and practical realities of using letters for recruitment in bereavement research. Research in nursing & health , 40 (4), 372-377.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association , 1 (1), 114-125.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association , 1 (1), 114-125.
Smith, P. H. (2015). Labyrinths of power: political recruitment in twentieth-century Mexico . Princeton University Press.
Szuwalski, C. S., Vert ‐ Pre, K. A., Punt, A. E., Branch, T. A., & Hilborn, R. (2015). Examining common assumptions about recruitment: a meta ‐ analysis of recruitment dynamics for worldwide marine fisheries. Fish and Fisheries , 16 (4), 633-648.
