Recruiting and Selecting Staff

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