Selecting the best to be the best: how to gain a competitive edge for your organization, Part I.
This article describes the benefits of good hiring and the costs of poor hiring in a health-care environment. The elements of an effective hiring process are delineated and discussed, including job descriptions; position specifications; the advantages and disadvantages of hiring from within or outside of the organization; and job application, résumé, and telephone screening. Part II will focus on compensation considerations; the selection interview; legal issues in hiring; letting candidates know the results; and orientation of new employees. Keys for success in each of these areas are provided. An outline of the steps in a selection interview as well as specific do's and don'ts in interviewing are provided. The point is made that the selection of a new employee is one of the most important processes in the effective management of any health-care organization. Yet, it is often done in haste, with a sense of urgency and with insufficient attention to the demands of the job, the specific nature of the organization, and the less tangible but critical aspects of the applicants.
Zinober
J W
JW
Center for the Professions, Tampa, FL.
Maier
C
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D003365:Costs and Cost Analysis; D017408:Guidelines as Topic; D007586:Job Application; D007587:Job Description / Q000592:standards; D017056:Medical Laboratory Personnel / Q000592:standards*; D010560:Personnel Selection / Q000191:economics / Q000379:methods*; D014481:United States