Employee Recruitment And Selection Process

The key in the selection process is to choose a strategy for screening your candidates so that you are able to view the people that or most qualified for the position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. These screenings can be very important in weeding out the wrong candidates and keeping potential good fits for the position in place for the

Assessment in the nursing process will establish the patients' ongoing needs and provide a quality of care best suited to the individual, to achieve a desirable health outcome.

It begins with assessment and including an evaluation of the perceptions by the person, the person 's family, and the nurse. This is where subjective and objective data is gathered and recorded. It is a holistic assessment which covers the patient’s physiological, psychological, sociological, cultural and spiritual status. Information is collected by the nurse interviewing the patient, giving a physical exam, getting the patients’ health history and family history. For example, if a patient came into the hospital after a fall at home the nurse would start by gathering information that lead up to this point. The nurse would find out what the patients complications are from the falls, the frequency of falls, cause of the fall, or are there underlying causes. They would get medical history, family history, mental status, environment, and medications. The nurse would do a head to toe assessment and from there would begin diagnosing the patient appropriately.

Two assessment methods that can be used to employ select new applicants for my organization would be substantive assessment and discretionary assessment method. Substantive method uses a more precise way of selecting applicants. Discretionary assessment method is used to assist in separating individuals who received job offers from the selected finalist. This method focuses on person/organization match at the point in the selection process.

Assessments provide insight into a nurse’s ability to perform, discover and create new knowledge, adapt to changes and improve performance levels. Assessments intend to protect patients through identifying incompetent nurses, optimizing the capability of each nurse by providing incentives and a path for future learning. In addition, assessments can assist a healthcare administrator with choosing an applicant for advanced training.

This assessment is evaluated and analyzed by trained professionals so the room for error is very limited. These professionals analyze the job requirements, test results and advise whether the applicant will be an acceptable candidate for the job opening. They will help find the appropriate fit for the job, department, and

assessment by managing suitable alternatives to the candidate needs. The key being to identify specific

Each selection assessment is viewed differently in regards to usefulness and validity of predicting a candidate’s ability to perform a job.

Using three to four examples candidates will discuss the relative strengths and weaknesses of the major methods of recruitment and selection, including assessment centres, competency based recruitment, interviews and on-line recruitment. Candidates should

The assessment process, according to Dougherty and Lister (2015), requires nurses to collect comprehensive and accurate information on not only the physical aspects of the individual, but also taking in to consideration the psychological and social aspects.

In the medical field, healthcare professionals need to always look into both major and minor aspects including advancement of medical sciences and technology. The process of selecting, hiring and management in a health care environment should involve the basic hiring criteria, and including knowledge in areas that could be irrelevant with critical thinking and patient needs. In health care, professionals deal with situations and dilemmas that are not usually experienced by general public. This includes the necessity of taking into consideration, the common good of all patients, hence the branch of medical ethics called applied ethics, meaning that it deals with the field of practical application of moral standards that is beneficiary for the patients (Bonnie F. Fregmen, 2012).

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

1.3,NAD, UNIT13, Evaluate different approaches that may be used to ensure the selection of the best individuals for work in health and social care.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.