1 / 26

Recruiting and Selecting Staff

15. Recruiting and Selecting Staff. Learning Outcomes. Describe how to recruit applicants. Discuss how to select candidates. Describe how to interview prospective candidates. Learning Outcomes. Distinguish between appropriate and inappropriate questions to ask during an interview.

efrady
Download Presentation

Recruiting and Selecting Staff

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. 15 Recruiting and Selecting Staff

  2. Learning Outcomes • Describe how to recruit applicants. • Discuss how to select candidates. • Describe how to interview prospective candidates.

  3. Learning Outcomes • Distinguish between appropriate and inappropriate questions to ask during an interview. • Determine how to make a hiring decision. • Discuss the legal issues involved in hiring.

  4. Position Description • Describes required skills, abilities, and knowledge • Reflects current practice guidelines • Includes duties and responsibilities • Lists tasks inherent in duties • Specifies personal qualifications • Includes competency-based behaviors

  5. Recruiting Strategies • Where to look • How to look • When to look • How to sell the organization

  6. How to promote organization • The four Ps of marketing: 1- product; the available position (professionalism, standard of care, quality, service, respect) 2- place (accessibility, scheduling, parking, reputation, organizational culture) 3- price (pay, benefits, sign on bonuses, insurance, retirement) 4- promotion: advertising, public relation, direct word of mouth, personal selling)

  7. Cross training as a recruitment strategy • Increase moral and job satisfaction • Improving efficiency • Increasing flexibility of the staff • Providing a mean to manage fluctuations in the census

  8. Successful Recruitment • Depends on organization's reputation for higher levels of job satisfaction • Satisfied nurses are more likely to speak highly of the organization

  9. Selecting candidate • Nurse manager should participate in the interview process

  10. Table 15-1: Selection Process

  11. Interview Rules • Review application and résumé • Determine discrepancies between applicant's qualifications and job description • List specific questions to ask applicant • Identify a rapport builder • Determine if résumé provides a balance of strengths and weaknesses

  12. Principles for Effective Interviewing • Develop structured interview guides • Prepare for the interview • Open the interview • Gather information • Give information • Close the interview • Involve staff in interview process

  13. Preparing for the Interview • Assemble all materials for interview • Use a quiet, pleasant interview site • Verify scheduled time with the applicant • Avoid interruptions

  14. Work Sample Questions • Determine applicant's knowledge of work tasks, but avoid leading questions such as: • We have lots of overtime. Do you mind overtime?

  15. Behaviors and Sample Questions • Decision-making • What was your most difficult decision in the last month and why was it difficult? • Communication • What do you think is the most important skill in successful communication?

  16. Behaviors and Sample Questions • Adaptability • Describe a major change that affected you and how you handled it. • Delegation • How do you make a decision to delegate? Describe a specific situation.

  17. Behaviors and Sample Questions • Initiative • What have you done in school or on a job that went beyond what was required? • Motivation • What is your most significant professional accomplishment?

  18. Behaviors and Sample Questions • Negotiation • Give an example of a negotiation situation and your role in it. • Planning and organization • How do you schedule your time? • What do you do when unexpected circumstances interfere with your schedule?

  19. Behaviors and Sample Questions • Critical thinking • Describe a situation in which you made a decision by analyzing information, considering a range of alternatives, and selecting the best one for the circumstances. • Conflict resolution • Describe a situation in which you helped to settle a conflict.

  20. Structured Interview Guides • An interview is most effective when information on the pool of interviewees is comparable • Interview guides contain questions, interviewer directions, pertinent information for a uniform process, and how to gain the same basic information from each applicant

  21. Interview Reliability and Validity • Agreement between two interviews of same measure by same interviewer • High • Ability to predict job performance • Low • Structured interviews • More reliable

  22. Interview Reliability and Validity • Pressured interviewers • Less accurate • Interviewers tend to make quick decisions and be less accurate • Interviewers are influenced by race, gender, and their own stereotypes

  23. Do Not Ask Questions About • Age • Race • Color • Sex • Marital status

  24. Do Not Ask Questions About Sexual preference Disability National origin Any other protected factor

  25. Legal Issues in Hiring • Title VII of the Civil Rights Act of 1964 • Equal Pay Act of 1963 • Age Discrimination Act of 1967 • Title I of Americans with Disabilities Act of 1990 • Bona Fide Occupational Qualification • Uniform Guidelines on Employee Selection Procedures

  26. Hiring Decision • Considerations • Education, experience, licensure • Integrate information from the interview • Weigh desired qualities based on relative importance and on reliability of data • Weigh job dimensions based on trainability • Compare data across entire applicant pool if possible

More Related