HRM 635 Selection Process

HRM 635 Selection Process

HRM 635 Selection Process

The process of selecting employees for an organization needs to be vigorous and goal-oriented to select competent and skilled people for the advertised positions. As a result, they need to structure the interview process that would able to give the first impression of the applicant concerning the advertised position (Roulin et al., 2019). The effective interview process is the foundation of growth and development in any organization. The purpose of this paper will be to discuss the selection process at Mercy Hospital that aims to hire a medical-surgical programs coordinator.

Interview Strategy

Mercy Hospital is in search of a competent employee who can join the clinic as a medical-surgical program coordinator. The medical-surgical program coordinator’s roles include promoting a team approach to patient care, improving nursing standards in the unit, and coordinating treatment services (Roulin et al., 2019). All patients need preparation, emotional support, and guidance to make informed decisions before and aftercare. As a result, the program coordinator will play a central role in organizing unit-centered patient education programs.

The interview design will be in a structured format in which the applicants will be expected to respond to predefined questions about their previous work and the levels of experience they have gained over their years in practice. Each applicant will be subjected to a similar question at different times (Doll, 2018). The scoresheet will be prepared for each applicant to allow the interviewer to rate those applicants who performed effectively and applicants who did not meet the minimum impression to fill the position. Each applicant will be awarded a maximum of three points for questions answered according to the expectation of the organization. The committee in the interview panel would then assess these results and make their final remarks on the advertised position.

The structured interviews will be adopted because they give a wide range of options in determining the skills of applicants. While the team will be majoring in the determination of the best candidate in terms of skills and academic qualifications, their emotional intelligence would also be an urgent need for this position (Doll, 2018). The structure of these interviews allows the team to have eye contact with the applicant and make their judgment on the social skills of the applicants. The confidence and approach that an applicant would give to the questions would have a significant in selecting an employee empowered to perform their roles excellently. On the other hand, the structured interviews will give an interviewee time to understand their ability and confidence in answering the questions asked. It will be offering a chance to recognize some of the communication skills of applicants.

Testing Options

All employees will be subjected to an aptitude test after undertaking the structured interview process. The score on the aptitude test would give an applicant an added advantage in being selected for the advertised position (Shang & Xie, 2020). This test will help in determining applicants’ ability to solve problems, manage change, and apply new information that would result in a desired patient outcome at the clinic. This testing option allows the organization to hire an applicant who thinks critically and can solve issues that arise within the unit. The current issues facing healthcare clinics need applicants who will apply unique skills in designing change and rallying the team towards meeting the desired patient outcome.

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Mercy Hospital aims to reach Magnus status in the US, and the process starts with the employees that are

HRM 635 Selection Process
HRM 635 Selection Process

driving it towards its desired objective. As one of the clinics offering the best health care delivery in the US, aptitude tests would suffice to pick the most competent applicant that would allow the clinic to meet its goals (Gambrell & Lesch, 2021). Besides, the tests come with various options of understanding proficiency that one has concerning healthcare-related skills. This test would as well allow the interviewing team to select an applicant with the best leadership skills that can aid the clinician in developing a collaborative and teamwork desire towards meeting a common goal.

Situational Interview Questions

  1. Describe a situation where you were faced with a major clinical problem, and how did you solve the problem?
  2. What situation would you attend to at the expense of your selected position?
  3. Time me about the goals you were able to meet in your previous working station?
  4. How do you express your dissatisfaction with a job?

Behavioral Interview Questions

  1. As we know, healthcare, especially the surgical department, is full of pressure to save patients’ life. Tell me how best you can undertake your coordination roles in such a situation?
  2. I believe you have your weaknesses. Please explain to us some of your greatest weaknesses and the plan you have for reducing your weaknesses?
  3. What are some of the achievements as far as program coordination is concerned?
  4. How can you fix a problem of disunity among professionals working in the surgical unit?

Conclusion

The selection process is critical to any organization, and Mercy clinic is not an exception. The interview process and the testing options applied in this selection process would help in selecting the most skilled employees to fill the advertised position. The need to have a team of employees competent and skilled to dispense healthcare roles requires Mercy hospital to conduct a vigorous process. Selecting a competent employee is a positive step towards meeting the desired outcome for Mercy Hospital.

 

 

References

Doll, J. L. (2018). Structured interviews: Developing interviewing skills in human resource management courses. Management Teaching Review3(1), 46-61. https://doi.org/10.1177%2F2379298117722520

Gambrell, S., & Lesch, H. M. (2021). Interpreter training: Devising a model for aptitude testing for simultaneous interpreters. Stellenbosch Papers in Linguistics Plus61(1), 127-149. https://hdl.handle.net/10520/ejc-spilplus-v61-n1-a9

Roulin, N., Bourdage, J. S., & Wingate, T. G. (2019). Who is conducting “better” employment interviews? Antecedents of structured interview components use. Personnel Assessment and Decisions5(1), 2. https://doi.org/10.25035/pad.2019.01.002

Shang, X., & Xie, G. (2020). Aptitude for interpreting revisited: predictive validity of recall across languages. The Interpreter and Translator Trainer14(3), 344-361. https://doi.org/10.1080/1750399X.2020.1790970