1. Healthcare Human Resource Management Flynn Mathis Jackson Langan
Healthcare Recruitment
and Selection
Chapter 6
PowerPoint Presentation by
Tonya L. Elliott, PHR

2. After you have read this chapter, you should be able to:
Learning Objectives
After you have read this chapter, you should be able to:
Specify the decision necessary as part of a strategic approach to recruitment
Describe the methods utilized for both internal and external recruitment
Discuss the criteria used to evaluate the effectiveness of organizational recruitment efforts
Compare and contrast job performance, selection criteria, and predictors
Identify the legal requirements of the selection process and outline that process
Explain the importance of conducting pre-employment background investigations

3. Labor Markets Labor Markets
The external sources from which employers attract employees
Geographical area
Managerial
Education level
Service & support
Skill type
Technical/Professional

4. Recruiting and Labor Markets
Labor Force Population
All individuals who are available for selection if all possible recruiting strategies are used
Applicant Population
A subset of the labor force population that is available for selection using a particular recruiting approach
Applicant Pool
All people who are actually evaluated for selection

5. Recruiting Decisions Affecting Applicant Population
Recruiting Method
Advertising media chosen
Recruiting Message
What is said about the job and how it is said
Applicant Qualification Required
Education level and amount of experience necessary
Administrative Procedures
Time of year to recruit, follow-ups with applicants, and use of previous applicant files

6. Planning and Strategic Decisions In Recruiting
Internal vs. External Recruiting
Flexible Staffing
--- Temporary employees
--- Independent contractors
Float Pools
--- Resource pools
Employee Leasing

7. Internal Recruiting Internal Recruiting *Current employees
*Others with previous contact with the organization
*Friends of current/former employees
*Previous applicants
Job Posting and Bidding
Employer provides notices of job opening and employees respond by applying for specific opening

8. Internal Recruiting Database
Human Resource Information Systems (HRIS) help manage large number of applications and openings
Internal Recruiting Methods
Promotion and Transfer
Employee Referrals

9. External Recruiting Schools, Colleges, & Universities Media Sources
newspapers, television, radio, billboards
Professional Associations
Employment Agencies
Executive Search Firms

10. Internet Recruiting E-Recruiting Methods
Major method of recruiting in today’s market
E-Recruiting Methods
Job Boards
--- employers can post jobs and search for candidates
Professional/Career Web Sites
Employer Web Sites

11. Effective Online Job Postings
Appealing
Readable
Shorter is better
Start with clear job title and overview
Describe employer concisely
State qualifications clearly
Provide salary & benefits information
Indicate how to apply

12. Internet Recruiting: Advantages & Disadvantages
Cost savings
*over other recruiting methods
Time savings
*speed of sending and receiving information via
Expanded pool of candidates
*exposure to larger number of candidates
Advantages
More unqualified applicants
*result of greater exposure
Increased time demands
*greater number of candidates to review
Limited Internet Access
*some individuals don’t have access to this resource
*may stifle diversity efforts
Disadvantages

13. Other Sources for Healthcare Recruitment
Clinical Rotations
Rotations hosted by various healthcare facilities to allow “hands on” learning
Preceptorships and Internships
Offered in later stages of health professional’s training
Fellowships
New graduates working in high-level support positions
Summer Employment
Job Shadowing
Volunteer Pools

14. Recruiting Evaluation
Areas of evaluation:
Quantity of applicants
EEO goals met
Quality of applicants
Cost per applicant hired
Time required to fill openings

15. Nature of Selection Selection Placement
The process of choosing qualified individuals from an applicant pool to fill jobs in an organization
-- Selection Criteria
A characteristic that a person must have to do the job successfully
-- Predictors
Visible indicators of the selection criteria
Placement
Fitting a person to the right job

16. Job Performance, Selection Criteria, and Predictors
Figure 6-3

17. Legal Concerns AVOID: Illegal discrimination in hiring
Immigration Reform and Control Act (IRCA) of 1986
Requires employers to determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring.
Key Question
Who is the applicant?

18. Selection Process
Applicant job interest
Pre-employment screening
Applicant form
Test / Interviews
Background Investigation
Additional interview (optional)
Conditional job offer
Medical exam/drug test
Job placement
A typical selection process in a larger organization 1. 2. 3. 4. 5. 6. 7. 8. 9.

19. Reception And Job Preview / Interest Screening
The “public relations” dimension
Initial screening or job preview/interest screen
A brief interview with the applicant to determine if the applicant is likely to match any available jobs in the organization
Realistic job preview (RJP)
Informing job candidates of the “organizational realities” of a job so they can more accurately evaluate their own job expectations

20. The Psychology of Selection
Figure 6-5

21. be used in addition to applications!
Application Forms
Application forms – 4 purposes:
A record of the applicant’s interest
Provides interviewer with profile of applicant
A basic employee record for applicants who are hired
A tool for research on selection process effectiveness
Application disclaimers and notices
Employment-at-will
Employment testing
Reference contacts
Application time limit
Information falsification
Resumes should
be used in addition to applications!

22. Uniform Selection Guidelines – EEOC:
Selection Testing
Uniform Selection Guidelines – EEOC:
Any employment requirement is a “test”
Ability test
Assess the skills that individuals have already learned
Aptitude test
Measure general ability to learn or acquire a skill
Mental ability test
Measure reasoning capabilities

23. Other Selection Testing
Assessment Centers
A series of evaluative exercises and tests used for selection and development
Interviews
Pencil-and-paper test
Individual/group simulations
Work exercises
Psychological/personality tests
Physical ability tests
Psychomotor tests – dexterity, hand-eye coordination, arm-hand steadiness, etc.

24. Selection Interviewing
Not an especially valid predictor
High “face validity” – virtually all employers use it
Structured interview
Set of structured questions asked of all applicants
Provides legal protection in
selection decisions
Behavior event interview
Applicants give specific examples of how they have performed a certain procedure or handled a problem in the past
Higher validity than unstructured interviews
Panel interview
Several interviewers interview the candidate at the same time
Interviewers all hear same answers, but may make applicants uncomfortable

25. To ensure safety to patients, healthcare workers, & the public
Background Checking
To ensure safety to patients, healthcare workers, & the public
Legal Constraints
Federal/state laws protect individuals’ rights in background checks
Fair Credit Reporting Act
Giving References on Former Employees
Federal Privacy Act of 1974
Medical Examinations & Inquiries
Americans with Disabilities Act
Drug Testing
Genetic Testing

26. Making the Job Offer Important Items in the Offer:
Offer can be made by phone
Offer should be formalized in a letter
Terms and conditions clearly identified
Careful of making promises that could change
Applicant should sign
Keep copy in personnel file

27. Relocation Assistance
Relocation Assistance: Optional
May include:
Sales of existing homes
Moving expenses
House-hunting trip costs
Automobile transportation
New home mortgage assistance
Enables employees to become more productive more quickly in their new locations