Managing Selection and Recruitment

Comprehensive selection and recruitment policies, like selection and recruitment assessing criteria, talent auditing and information processing regarding the labor market are of great significance during recruiting and selecting employees. Studies indicate that selection and recruitment is greatly influenced by the HR’s competency level (Buchbinder & Shanks, 2012). Ineffective Job Analysis Through effective job analysis and targeting the appropriate potential candidates does ensure that there a good match between the job and applicants. Notably, underqualified employees are likely to be ineffective while performing their tasks due to the lack of competencies and knowledge. On the other hand, overqualified employees tend to experience job dissatisfaction due to the higher qualification. There are various labor laws created by state or federal governments for employees’ benefit. Some of the laws fall away from the interest of the organizations interest hence posing a major challenge for HRM to implement them.

Notably, failure to consider these laws may lead to being penalized. There are various legal issues that could arise in the selection and recruitment of employees. Notably, employers and may face various legal issues during their job posting. This is considered unethical and dishonest and often leads to job dissatisfaction hence poor quality in health care delivery. Additionally, presentation of expiring offers to a candidate is also unethical (Niles, 2013). Apart from that, the lack of equality and discrimination based on gender, race or religion is also a major ethical challenge in recruitment and selection. Notably, discriminatory practices as well as other unethical practices reduces the effectiveness of the recruitment and selection process. Hence this leads to selection and recruitment of unqualified employees, reduces the diversity in an organization as well as lack of job satisfaction hence impacting the entire quality of healthcare.

Failure to train manager results to poor and ineffective employees or raises legal concerns in an organization. This because hiring managers are not aware of how to conduct the selection process (Pynes & Lombardi, 2011). Lack of managerial training results to poor selection which adversely impacts the selection and recruitment process. Eventually, the employed candidates lower or adversely affect the overall quality of healthcare provided. Disparate and Testing Impact Psychological and other testing forms could be utilized in selecting employees. As a result, this employee tends to be demotivated while executing their roles hence result to reduced productivity and poor-quality health care. The Loss of Team Focus Notably, an unproductive and demotivate employee tend to have an impact on the workmates and coworkers. S Such effects will eventually spread to other workers as well as team members.

Often, such effects tend to lead to misdirecting attention, distraction as well as efforts towards an internal issue rather than the actual goals (Pynes & Lombardi, 2011). In worst cases, such situations result to conflict as well as confrontations which reduces the effectiveness of the whole group within an organization. Poor Business Notably hiring the wrong employees results to poor performance of a firm. As noted, bad hires have some adverse effect other employees and the working environment. As a result, they are more likely to cause low productivity since they cannot execute their duties and task and because the negatively impact other employees hence impacting their performance. Consequently, patients or clients using services from such an organization will notice the inefficiency with such employees hence seek services from other organizations (Pynes & Lombardi, 2011).

This results to loss of revenue as well as trust between the organization and employees. Expanding the pool of potential new recruits Notably, with respect to the increasing need for employees within the American com unity, organizations have to find ways through which they can expand their pool of applicants from whom they will select employees. This can be achieved through the cultivation of relationships with placement and career resources via networking with career counselors. This can be achieved through drawing on various recruits’ sources, using innovative training programs as well as establishing long term recruitment techniques. In internal recruitment, employers can provide recruitment bonuses to the existing employees to attract individuals who could be disadvantaged or discriminated. Improving HR planning Notably, it is vivid that human resources planning plays a vital role in the selection and recruitment process.

Radio based advertisement Radio advertisement is also an effective recruitment source. However, 5he cost of making a radio advertisement is quite high hence avoided to minimize the cost incurred in recruitment. Nonetheless, it is among the most effective techniques to advertise jobs to community, old and young. Selection There are various factors that organizations need to considered when assessing the efficiency and effectiveness of selection methods. To start with, is the job analysis. Luring qualified as well as experienced candidates This objective ensures that the luring manager understand the right skills, character and perspectives he needs for job. These objectives require the manager to conductive job analysis to attain the best skilled applicant ‘ 2. A process that aligns or meets the legal and ethical standards This is ensuring the process of selection and recruitment is equal faire and observes legal policies.

Finding the most effective recruiting channel This entails understanding the target applicants and the sources they could be easily reached through. Recruitment The recruitment process will be conducted through various media. Interviewing 4. Test administration 5. Making the offer References Top of Form Bottom of Form Top of Form Top of Form Bottom of Form Top of Form Buchbinder, S. B. Shanks, N.  Human resources management for health care organizations: A strategic approach. San Francisco: Jossey-Bass. Shi, L.  Managing human resources in health care organizations. Sudbury, Mass: Jones and Bartlett Publishers.