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.
Center for the Professions, Tampa, FL.
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Zinober
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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