Recruitment, Selection, and Retention The amount of Healthcare employees in the United states is expected to continue to change dramatically in the upcoming years. The generation known as the “Baby Boomers” are retired or heading towards retirement. The first set in this generation was born in 1946 and became entitled in 2008 for retirement which lead to a 11 percent decrease in the workforce. This decrease lead to an inadequate supply of replacement workers to fill the gaps so in 2015 twenty percent of the labor force was aged 55 and older (Valerie & Dreachslin, 2007). This change has caused healthcare organizations to adopt changes that promote recruitment, selection, and retention. Recruitment refers to how an organization attracts …show more content…
An initial step in the process is finding where qualified applicants are located also known as applicant sourcing. An organization must decide if they want to recruit employees internally or externally. Internal recruitment can be beneficial because candidates are generally known by the organization and it may also build morale because it shows that there are always opportunities for advancement but it could also lead to the Peter principle which happens when successful employees continue to be promoted until they reach a position above their level of competence. Internal recruitment also may cause a ripple effect to occur when one person moves up the ladder it leaves another vacancy, that is then filled by another internal employee that in turn causes another vacancy. An advantage of external recruitment is that the new employee might bring new ideas to the organization and they can target applicants with the skills needed then settling for a internal employee who may lack some of the skills. On another note, external recruitment can be negative because it is costlier to hire a new employee, conduct a drug screen, provide training, and it also takes a new employee more time to get to know the organization. Recruitment is followed by selecting the right person from the applicants known as selection. Selection is a tricky task. They must carefully decide which applicant will have the most likely chance of success. The organization strives to
This is beneficial to the business so you don’t spend time and money training new employees, meaning that those who are recruited internally are able to get on without needed any form of training that would be as time consuming in addition to the process being cost effective. Another benefit of internal recruitment is that there are opportunities for promotion, this means that it will motivate the employees to work harder which allows the business to run even more effectively. In addition to that, you know that by promoting that someone, they will be perfectly suited for the role in
The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.
1 Understand the recruitment and selection processes in health and social care or children and young people’s settings
External sources can also be beneficial if the company is looking for a fresh start or someone with some new ideas. External recruiting can help to diversify an organization while bringing in needed competencies. Hiring externally can be done through various ways such as Internet job boards, and staffing agencies. External hiring might be more costly but may provide more outstanding candidates. Whichever the organization decide internal or external, the position needed to be filled will determine the order of the search. Once you have started recruiting it is time to view your potential qualified candidates.
The Impact of the Aging Population on the Health Workforce in the United States: Summary of Key Findings. (2006, March). Retrieved April 27, 2016, from
Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)
Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.
One of the major functions of Human Resource Management is to lower the overall expenses of the company and try to find ways that an organization may run more efficiently. The first major potential problems for the baby boomers from a Human Resources perspective is since companies are always trying to find ways to lower costs which means that a lot of the baby boomers are being laid off because their health is a liability. Companies are trying to replace these baby boomers with younger, more charismatic workers. Companies that offer healthcare to their younger employees as a benefit to get them to work for them aren't profiting by having baby boomers on staff. These organizations feel as if the medical expenses incurred are far larger than the expenses incurred by their younger counter parts. In turn companies are laying off baby boomers before they can even reach retirement. The second major reason baby boomers are being laid off is due to the advancement of technology. Organizations are looking for younger individuals who may be as charismatic as the older individuals but far more tech savvy. Employers are confronted with the loss of skilled labor when the boomer cohort adds candles to its annual cake. There is a need for adaptive retirement strategies--on the parts of both employees and employers. There is no longer one standard retirement approach, and given the
The world of business, to include health care is faced with a myriad of challenges. Recruitment and retention in a highly competitive environment, is an area that institutions are being confronted with to a greater degree than in previous generations. Consequently, no longer do individuals become employed by an organization and stay until their eventual retirement.
Selection is the second stage in a normal organization entry scheme and starts at the end of recruitment. It involves identifying candidates who meet key requirements through a battery of tests and purposeful interviews. The selection
Recruiting and selection: Hires employees that relate to the corporate culture and makes the process transparent and gives as much information as possible to avoid mismatching.
Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.
Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”
The purpose of recruitment and selection is to reduce the risk of poor selection and
Once applicants with realistic job expectations are recruited the actual selection process starts. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization (Mony, Noe & Premeaux, 2002, p. 175). The recruitment process is very important for this because