NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
Preparing to Find, Interview, and Hire Candidates
According to Chamorro Premuzic, & Steinmetz (2013), the ultimate objective of the recruitment process is to find the ideal candidate who is a good fit for the advertised requirements as well as the culture of the job and organization in question. Each association and unit might have different sets of expectations for a similar situation as indicated by the main goal, vision, and targets of the association. Human Resources (HR) and line managers need to work with the hiring unit to create a job description in order to find candidates who are a good fit for the position. According to Miller (2014), even within the safe roof, each unit may have a similar but distinct job description depending on its needs.
According to Tarki & Sanandaji (2020), having an inappropriate job description and interview tool may result in the absence of a few qualified candidates and the hiring of incorrect candidates, both of which can be costly for the organization and unit. Consequently, it is essential to develop a suitable job description in conjunction with the appropriate department based on unit requirements and in accordance with the mission, vision, and goals of the organization.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
The process of writing the job description is only part of it; the hiring unit manager and HR need to work together constantly to interview the right candidate and hire them if they succeed. Screening might incorporate structured and unstructured cycles in light of the unit’s objective and culture (Dessler, 2020).
The interviewer and the interviewee will have a general conversation during the introduction portion of the first section, which will be unstructured, to get the interviewee comfortable with the situation. The structured portion will be followed by a structured questionnaire designed in accordance with the unit’s culture and job requirements, as well as the organization’s mission, vision, and goals. An advertisement will be posted on the Inova hospital website, and a performance-based job description will be created and posted, in order to successfully hire an RN for the unit.
Execution-based expected set of responsibilities has been viewed as powerful for a successful recruit (Adler, 2019). The top ten applicants will be shortlisted and interviewed for the position based on their responses. The “best fit for the position” candidate will be hired in accordance with HR procedures, which include a background check and other essential requirements.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
The selection process itself is a process of discovery that involves both art and science. The selection interview is the best way to find the right person for the job, at the right time, and in the right place (Florea & Duica, 2016; (2018) Foster Due to the success of the behavioral interview method in the health sector (Florea & Duica, 2016; Cultivate, 2018), Neuroscience unit will be used, conduct interview design for the screening.
Job Identification Information
Job Title: (e.g, Registered Nurse)
Shift: (Total Hours)
Schedule: (e.g, Rotating days)
Worksite Location – (City, Country)
Worksite full address– (Address)
Date of Verification – (starting date)
Title of Supervisor – (e.g, Clinical Nurse Director)
EEO Tagline– All applicants can apply regardless of their race, religion, color, gender, sexual orientation, national origin, disability, and veteran status
Job Description
Inova Fairfax Medical Campus is a leading non-profit healthcare provider in Falls Church, Virginia, at 3300 Gallows Road. Its 1,800 employees serve more than two million people in the Virginia, Maryland, and Washington, D.C. areas. This hospital also has a 5-star rating from the Centers for Medicare & Medicaid Services (CMS), making it the top-ranked hospital in the Washington, D.C., region in 2019 according to U.S. News and World Report. With 1,800 licensed beds, this hospital is the only Level 1 trauma center in Northern Virginia.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
As a licensed professional nurse, the Registered Nurse (RN) should be patient-centered, goal-oriented, compassionate, and a good team player. In addition, the RN should demonstrate abilities in assessment, planning, intervention, evaluation, basic computer skills, communication skills, critical thinking, interpersonal skills, flexibility, multitasking, professional integrity, and management and leadership skills. The RN should provide care in accordance with the organization’s mission, vision, and values, using evidence-based practices to maintain patient safety, quality, and quality of care.
The Neuroscience Unit is a 24-bed adult unit with 12 beds designated for intermediate-level care (IMC), 6 beds designated for the epilepsy monitoring unit, and the remaining 6 beds designated for other telepatients. The patient population includes seizures, strokes, brain mass, neurosurgery and neuro medicine, epilepsy for epilepsy monitoring in IMC, and other patients based on bed availability. The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) has granted this facility accreditation as a Primary Stroke Center and a level 4 Epilepsy designated center. On a rotation basis, a registered nurse is required to provide patient care in each of the three units—the Tele unit, the EMU unit, and the IMC unit. A registered nurse (RN) should use evidence-based practices and critical thinking to provide the best nursing care that is patient-centered, according to the organization’s nursing model. The RN should follow the rules and policies of the hospital and ensure that all patients’ needs are met through a holistic approach.
Overall care requirement
- Perform nursing appraisal, arranging, execution, and assessment of care given using a patient-focused approach
- Safe organization of drug
- Carry out techniques depending on the situation keeping up with the security of the patient observing hierarchical arrangement and methodology rule
- Protected and consistent appraisal of the vitals of the patient incorporating recognizing the change in understanding condition and care coordination if necessary
- Instruct patients and families as required
- Give informed care to patients and families constantly
- Distinguish chance and damage and report right away
- Advocate for patients and families
- Embrace fitting relational abilities and use them at work
- Embrace proof-based practice and use it in day-to-day practice
- Keep up with joint effort inside the interdisciplinary group, for example, case the executives, going to a specialist, specialist, actual advisor, word-related advisor, language instructor, and so on as required
Unit-wise Care requirement:
Protected and consistent appraisal of the vitals of the patient incorporating recognizing the change in understanding condition and care coordination if necessary:
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
- Instruct patients and families as required
- Give informed care to patients and families constantly
- Distinguish chance and damage and report right away
- Advocate for patients and families
- Embrace fitting relational abilities and use them at work
- Embrace proof-based practice and use it in day-to-day practice
- Keep up with joint effort inside the interdisciplinary group, for example, case the executives, going to a specialist, specialist, actual advisor, word-related advisor, language instructor, and so on as required
Tele Unit:
- Care for seizure patients admitted to the tele side before (aura phase), during, and after the seizure
- Respect for the pre-and post-neurosurgical patient population
- Care and safety maintenance for stroke patients
- Assess the NIHSS scale among stroke patients and take necessary action
- Education for patients and their families about stroke
- Participation in evidence-based practice and research
- Care collaboration within the team, EMU unit, and IMC unit as needed.
IMC Unit
- administration of vasoactive medication
- administration of insulin drip per protocol with continuous blood glucose monitoring
- assessment of the NIHSS scale among stroke patients and taking action when necessary
- education on stroke to patients and their families
- participation in evidence-based practice and research
- care collaboration within the team, neuro icu unit as needed
Prerequisites
New graduates and experienced medical attendants might apply. The least a half year of involvement is like in the Neuroscience unit, EMU unit, and IMC unit.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
The preferred degree is a Bachelor of Science in Nursing (BSN). Candidates with Partner Degree in Nursing (ADN) may likewise apply, be that as it may, ADN degree holders should meet with their clinical administrator, distinguish school to get enlisted, and get owned up to a BSN degree in the span of a half year of recruit period and complete BSN degree in no less than two years from the recruit date.
Certifications:
- Advanced Cardiac Life Support (ACLS) certification is preferred for healthcare providers.
- Certification in Basic Life Support (BLS) is required.
- An active RN license in Virginia or eligibility to work in the state of Virginia is required for any candidate who does not possess an ACLS certification.
- Certification as a Stroke Certified Registered Nurse (SCRN) is preferred.
Language and Technical skills
- Proficient in verbal and written English
- Proficient in computer skills and able to work in a computer-friendly environment.
- Great cooperative person, ready to be performing multiple tasks and work in an upsetting climate.
- Capacity to work in risky climates using defensive methodologies using the association’s given gear
- Capacity to work in confronted paced climates and answer patients as quickly as possible.
- Accessible to show up on Saturday or Sunday, occasions, with plan adaptability as indicated by the unit need
- Capacity to lift as much as 25 pounds without help, and is ready to use complicated work gear for north of 25 pounds to help patients according to require
Collaboration Plan with Human Resource
According to Christmas (2007), the HR department and the nursing unit of an organization share the responsibility of recruiting nurses. According to Drennan, Halter, Gale, & Harris (2016), evidence indicates that the nurse manager and HR department must collaborate to develop successful recruitment strategies and cooperate to ensure a satisfactory recruitment strategy. In addition, the HR department and the nurse manager must work together well to understand each other and come up with an appropriate hiring strategy, resources, action plan, and evaluation method (McNeil, 2020). According to Hisgen, Page, Thornlow, & Merwin (2018), the best hiring strategies can shorten the time it takes to fill a position, lower the rate of vacancies, increase retention, and lower the rate of nurse turnover.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
According to the U.S. Department of Health & Human Services (2016), a collaborative approach between the HR department and the nursing department provides an opportunity for the HR department to comprehend the requirements and needs of the hiring department. As a result, the HR department can recommend the most effective strategies for selecting, attracting, evaluating, and hiring candidates who are the best fit for the position.
Studies have confirmed that having cooperation and joint effort between the HR division and the nursing unit can diminish turnover, increment work fulfillment, and increment nurture maintenance, eventually saving the expense of medical attendant turnover (Kester, Lindsay, and Granger, 2020). This emphasizes the significance of a collaborative hiring strategy that promotes a healthy work environment and the significance of recruitment, hiring, and training processes (Gormley, 2011; 2020; Kester, Lindsay, and Granger Yarbrough and others, 2017).
In order to have a successful plan for the selection, interview, and hiring of nurses, the HR department and the nurse manager must work together in a partnership from the beginning, including the following steps: appropriate strategies, financial plan, goal setting, appropriate action plan, and intervention.
Align with Leadership Stakeholders
The fruitful working environment is there, where pioneers are chipping away at a similar target to accomplish shared objectives. In order to hire a nurse, a manager needs to set up and maintain ongoing regular meetings between HR leadership and another related department. The plan to enlist a medical caretaker ought to be examined in an organized manner. The nurse manager should discuss the vacant or potential vacant position with the HR department and devise strategies to hire a new candidate as soon as they learn of it.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
Priorities should be shared by HR and the nurse manager, and they should collaborate on recruitment and selection planning. Building this degree of association requires coordinating endeavors starting from the earliest stage, including procedure, spending plan of the executives, objective setting, activity arranging, and intercession (Cabral and Assi, 2018). Since every unit may have similar but distinct requirements, the HR manager and the nurse manager should create a job description based on those requirements during this phase. In addition, it is required to create a job description based on “what,” “how,” and “measurable result,” or what the job’s purpose is, what it takes to succeed, and how to get there, including tools and methods (Miller, 2014).
The HR department will then use talent to locate applicants based on the job description. In order to confirm the applicant’s competency for the unit, the HR department should share the resume with hiring managers. After the hiring manager has given their approval, the HR department should conduct a preliminary interview with the selected candidate to make sure they meet the requirements for education, skills, training, and certification.
Employ Successful Evidence-Based Tools and Methods When looking for a new employee, the nurse manager and HR department should employ successful evidence-based methods. The most effective strategies for the selection, interview, and hiring processes should be based on evidence. For instance, the candidate selection strategy calls for creating an effective interview tool on the basis of evidence. It has been demonstrated that creating a successful team necessitates both experienced and newly graduated nurses, so the candidate selection process will include both experienced and newly graduated nurses.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
Because it is relevant to a candidate’s competency in a particular area based on previous roles and experiences, the behavioral interview process has been successful in the health industry. Based on previous experiences, the behavioral interview process predicts a candidate’s competency in a desired area required for the upcoming position. It also reflects a person’s ability to solve problems, be adaptable, lead, handle conflicts, multitask, and manage stress (Florea & Duica, 2016; (2018) Foster The behavioral interview format will therefore be used to recruit RNs for the Neuroscience unit. In addition, the interview tool needs to reflect and be in sync with the values, vision, and mission of the organization as well as the requirements of the unit. In light of the current pandemic COVID-19 situation, as per organizational policy, the interview should be conducted via video call using a service like Zoom.
Interface Endeavors to Quantifiable Result
It is likewise expected to make chosen applicants acquainted with the unit culture and climate before enlisting so they can choose if they will be equipped for taking on a new climate or not. After an interview has been chosen, it is helpful to shadow for at least four hours in a unit. The HR department should let candidates know in advance about the shadow so they can prepare their mindset for the interview. Pre-employ shadowing is viewed as a strong to embrace the new culture for future up-and-comers (Cabral and Assi, 2019).
Additionally, integrated efforts to develop an onboarding program that reflects the organization’s values, vision, and mission have proven to be fruitful. In addition to the requirements of the unit, programs should also reflect the organization’s values of safety, quality, and patient-centered care (Cabral & Assi, 2019).
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
After the interview and shadowing are over, the hiring manager should choose which candidate for what reasons, and the HR department should be informed. The hiring manager’s information must be used by the HR department to verify the potential candidate’s certification, education, skills, and safety and security scenarios, as well as conduct a reference check. The nurse manager should be informed by the HR department once the candidate meets all requirements, and the hiring process, including an offer letter with specifics, should begin. If the candidate accepts the position, HR must work with the hiring manager to provide a possible hire date and accommodate the candidate for the necessary orientation process for new hires.
At the point when the applicant is chosen, joint exertion between the HR division and recruiting unit begins. The two players ought to remain in total agreement on the direction of recently recruited contenders to guarantee smooth change and insist on sharing ownership and accountability when selecting and hiring a nurse. The HR department and hiring manager share ownership and accountability.
According to Cabral & Assi (2019), it has been discovered that maintaining a positive and productive work environment within the organization is made possible by both parties sharing responsibility and accountability. This expects an obligation to transparency, trustworthiness, and key correspondence arranging and dividing among the two units. Additionally, a cross-functional team comprising representatives from both operational areas should be established by both parties.
Incorporate HR and Nursing Viewpoints
It is important to make cooperative energy and divide responsibility among the HR division and medical caretaker supervisors to sustain the relationship and cycle required. This includes having the hiring manager and HR department involved from the beginning of the selection process until the new candidate is hired.
NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
The new candidate’s values, abilities, and attitude will all be evaluated in light of the unit’s established goal if hiring managers are involved early on. In addition, integrated effort preserves the unit’s quality and safety while ensuring new candidates’ smooth and efficient transition (Cabral & Assi, 2019). In addition, the nurse manager and the HR department must adopt a feedback system and make any necessary adjustments based on feedback for future hires.
Lead by Example An effective leadership collaboration benefits the organization as a whole. Both parties need to be open and honest about all hiring strategies in order for the partnership to succeed in the future. The following are some methods for achieving partnership success: regular meetings and a place where HR and unit managers can get to know each other better; sharing the organization’s vision, mission, and alignment through open communication; including comments from both parties; cultivating and demonstrate commitment to one another by frequently exchanging information and expectations; and appreciate the accomplishments and outcomes of the collaboration, as well as celebrate hard work and success (Cabral & Assi, 2019).
Interview Questions
- Please describe yourself in terms of your education, experiences, and skills, as well as your motivation for joining this hospital’s unit.
- Provide me with an illustration of when it has been significant for you to seem proficient in your area of strength. Why was this so significant and how has everything turned out about laying out believability?
- Give me an example of a time when you’ve failed. Please describe what transpired and how you dealt with the issue.
- What do you think success looks like in your current position or at work? Can you give me a specific instance of this happening? What explicitly do you wish to accomplish? How can you tell when you’ve succeeded?
- Can you recall a time when you worked particularly hard in your current or previous position? Which aspect of the situation inspired you to put in a lot of effort? What criticism did you have of your exhibition?
- Portray when you worked in a truly successful group. Why was the team so successful? What specific contribution did you make to the team?
- Can you give me an instance of a time when you had to help others on a team? For what reason did they require support? What actions did you take to help him?
- Inform me concerning when you have acknowledged joint liability regarding a group’s limit or issues. What was going on? How did you explain your role in the circumstance? What would you alter the following time? NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
- Describe a time when you struggled to collaborate with others. What brought about the issue? What was your response? What happened next?
- Provide me with a particular illustration of when you have empowered a helpful and cooperative methodology in a group. What did you do that worked especially well? What advantages did this strategy offer?
- Tell me how you keep yourself organized when you have a lot of work to do. How do you begin? On what premise did you pursue your choice? How would you guarantee that everything finishes?
- Describe, using a recent example, the steps you’ve taken to reach your goals. How successful were your actions in achieving your goals? What areas of your action planning could use some work?
- In response to a change in an organization’s direction, tell me about a time when you were required to plan multiple alternative actions. How did you reorder priorities? How could you screen the advancement of the plans?
- Please describe the most recent time you were put in a professional or ethical predicament at work. What was the topic of the Ethical Dilemma? What moves have you used to settle distinguished moral issues?
- How would you be described as a communicator by others? What kind of compliments have you received regarding your capacity for interpersonal communication? How would you like to rate your own communication skills in comparison to those of others? Why? How might you turn out to be better at speaking with others? NSG 547 Assignment 4 Preparing to Find, Interview, and Hire Candidates
- At work, a coworker makes intentional errors on multiple occasions. For a long time, you have seen that she has not been repositioning a bed-headed patient for the entire 12 hours, and on the fourth day of her work, during the group night shift, the nurse revealed that the patient had fostered a tension sore. Even though the patient already had a pressure sore, the coworker continued to act in the same way and didn’t move the patient for 12 hours. What will be your reaction to her behavior after witnessing her carelessness at work and causing harm to a patient? Do you intend to report to your manager? What do you think will happen in the future as a result of her behavior?
Conclusion:
The ultimate goal of the recruitment process is to find the person who best fits the requirements (Chamorro-Premuzic & Steinmetz, 2013). The selection process itself is a discovery process that involves both art and science and the most useful way to find the right person for the job when and where is the selection interview (Florea & Duica, 2016; Foster, 2018). A collaborative approach between the HR hiring manager is required for optimal job selection and hiring. As develops the job description, HR and the hiring manager should develop a job description that is consistent with the organization’s mission, vision, and values, as well as the unit’s needs and goals (Dessler, 2020). An effective job description and behavioral interview tool for the main job have been shown to be effective in reducing nurse turnover and increasing nurse retention rates. It is also necessary that excellent cooperation and cooperation between the head of human resources and the head of the recruitment unit will ensure the safe transition of the new employee, thereby increasing the quality and safety of the organization. It also ensures higher nursing staff retention and low turnover (Cabral & Assi, 2019).
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