Question

RECRUITMENT PLAN

Assume the role of a human resources specialist in a health care organization of your choosing (hospital, private practice, etc.). Develop a recruitment plan for a position category within the organization as the focus of this plan (examples: physicians, registered nurses, medical assistants, HIM professionals, etc.), which should include the following:

• A minimum of five sections, with the total document being 2-3 pages in length (not including a cover and reference page).
• This plan will serve as an internal guide and resource for all hiring managers within the organization.
• You will need to conduct outside research, in addition to utilizing this week’s lesson material, to complete this assignment. A minimum of three scholarly sources should be used and referenced at the end of the plan in APA format.

Answer 1

The healthcare industry is a service sector and has seen tremendous growth in the past few years. Thus, there is an urge to understand the cause of its development. HR of any service industry acts as a backbone of its growth. Therefore, Recruitment and selection process are very crucial in hospital industry. It offers an advanced diagnostic and surgical solution as well as the latest IT systems to doctors and patients. A number of hospitals represent a confluence of excellent talent, state of art infrastructure, cutting edge technology, and commitment. These four pillars are considered very important as they act as the foundation of the institution’s huge range of healthcare services. The research related to health and related sectors are fully geared- in terms of technology, structure, talent, and spirit to reshape perceptions regarding hospitals. It is done with a view to redefine the concept of caring. Certainly, this globally benchmark foundation marks the establishment of a new era in healthcare industry.

The recruitment plan includes various sources of recruitment for positions such as physicians, nurses, technicians, housekeeping staffs and other marketing and administrative staffs for a healthcare organization. The efficacy of each source are discussed. A standard recruitment plan is chalked out there after and recommendations for further improvement are provided at the end.

Internal sources:

The different sources of internal recruitment are as follows:

Promotions and advertisements: Firms offer promotion to existing employees because firms need not train them as they are familiar to the policies and working environment of the organization. This saves a lot of time, money and efforts. Employee is well-known with the working culture and functioning style. In addition, the purpose of promotion and advertisement in the hospital is to give an opportunity to the doctors to apply for the promotion. In this, vacancies in a particular department are notified. Interested candidates can make a formal application for the promotion. This technique helps in locating people who desire to shift in their own branch.

Retired employees: Many companies call or appoint doctors retired from army or from government hospitals of rural areas. This is useful as the doctors from military background or from rural area hospitals have already got better exposure (related to variety of patients and their diseases). The technique is beneficial because it gives a sense of pride to the retired army officers and it will help the organization to minimize the cost of recruitment, selection and training. Transfers Transfer is a process of recruitment. This concept is followed by the employers to fill the required position where there is scarcity of manpower.

Employee reference: In this source of recruitment, personnel are asked to recommend people for required position. Since the personnel is well-worse with the working environment of the firm, he will suggest only those people who can adjust to the situation.

E-recruitment: E- Recruitment is the utilization of technology to help the staffing process for a smooth functioning. The job searchers send their applications through e-mail or place their CV’s on employment portal, which can be listed out depending upon their requirements. Now with emergence of employment portals, searching of job has become faster, simpler and easier. Employment portals are the accessible platforms through which recruiters and job seekers are linked to each other. These portals have gained acceptance because of the growing access and availability of connectivity on the internet. Employment portals are used for sourcing candidates for some of the following positions:

• Relationship Manager

• Nursing Candidates (Female candidates only)

• Lab Technicians

• CSSD Technicians and many more

External sources:

Press Advertisements: It is the most accepted and one of the oldest sources of recruitment method. Advertisements for the job are specified in well-known newspapers; the information about the job is given. Candidates were given a communicating address where they can send their application within a stipulated time

Internet advertisements: Internet advertising has an impact because of its straightforwardness and its reach. Therefore, government and private firms are using the internet as a medium of advertisement to recruit desired candidates. The internet is a definite standard to advertise and to reach the target audience easily and effectively.

Campus recruitment through placement agencies/consultants: When companies search for fresh graduates or new talent, then they start selecting the manpower through campus placement. Campus recruitment process is organized by various placement agencies for hiring the candidates in the various departments like doctors, technicians, nurses, etc. On behalf of client companies, there are various private consultancy firms that perform recruitment function by charging a certain fee. The reason is simple because, Indian companies are slowly but surely realizing that to survive in this competitive environment, they need to appoint the best people to work for them. If a firm decides to contract out its recruitment processes or activities, it will be essential to find and go for suitable recruitment consultancies, which can deliver results according to the necessities of the organization.. As in healthcare industry, many hospitals hire female candidates for the nursing staff because there is a huge demand in the industry .For this purpose, a hospital approaches various colleges and universities wherein fresh B.Sc. nursing graduates were interviewed. The main purpose of this visit is to tie-up with the college as a result of which fresh nursing graduates would be directly placed with hospitals. This is an extremely important step considering the huge requirement of nursing candidates at private hospitals.

The Process of Recruitment and Selection:

• Information about the vacant positions is obtained from the Head of Department (HOD).In case the position is new, the personnel requisition form is filled which is duly approved by the HOD, HR officer and a member of the governing council.

• If the position is not new, CV’s are sourced from various job portals site. In case the requirement is really urgent, consultants are also referred. The HR team is given the information about the vacant positions for a particular opening.

• The CV’s of the candidates are screened by the HR officer and appropriate CV’s are forwarded to the concerned HOD for approval. If the CV is found suitable, the interview is scheduled.

• The candidates are informed about the first round of interview over the phone or through e-mail. In this initial screening, the HR officer judges the candidates on his/her communication skills.

• The HR officer attaches an assessment sheet to the candidates’ CV. This assessment sheet is used for reference in the next round of interview.

• Only if the candidate is found suitable by the HR officer, they are sent for the second round of interview which is taken by the head of the concerned department and it usually deals with technical questions from his/her field. On the basis of the success/failure in second round, the HR team at hospitals prepares the remuneration packages. These are proposed packages which are then negotiated and finalized.

• Further, they are called for the medical check-up to determine whether the candidate is physically fit or not for the offered job. While coming for the medical check-up, the candidates are also required to carry relevant documents with them.

• When the candidate goes for the medical check-up, the proposal sheet of the candidate is prepared by referring the assessment sheet. This proposal sheet contains the grade of the candidate, CTC offered, and his/her reporting officer. This proposal sheet is attached to the offer letter which will be given to the candidate. Once the medical reports come, the fitness of the candidate is intimated to the concerned people in the HR Team. Once the candidate is found to be medically fit to join the hospital, the offer letter is given to the candidate with confirmed date of joining.

Recommendations:

Reduce the “white space” in your staffing process: The presence of white spaces and the delay in the process of recruitment might reflect a lack of productivity, wastage of time and consequently, the loss of human talent. Sometimes it happens that the dates of the candidates are scheduled and they might not turn up. This delay occurs due to the tight schedule of the candidates because of which the interview sometimes has to be postponed. Scheduling interviews in the regional locations could shrink this delay.

Emphasize on the concept of job rotation: Job rotation is a positive way to keep the employee away from a monotonous regime. To prevent the feeling of outgrowth and lack of interest in the employee, job rotation can be seen as an alternative worth consideration. The biggest obstacle that an employee undergoes after being suspended in a job routine is the lack of change. By offering certain challenges the employee might feel motivated and will grow some zeal in overpowering the monotonous nature of doing the same job over a time span. This is where job rotation can be used as a way to ensure the motivation and performance of the employee. If one employee is handling the recruitment processes for a prolonged period of time, he/she should be given an opportunity to include himself/herself with other aspects of HR such as handling the medical letters and dealing with the salary certificates formalities, payroll, organizational development, and coordinating with the specialized trainers for training programs.

Tie-ups with nursing colleges: Hospitals have a very huge requirement for hiring female nursing candidates. For this purpose, they should tie-up with nursing colleges. Therefore, a proper placement program should be designed. Updating the company website Due to lack of time and a busy schedule, it is found that the company website is not updated on a regular basis. As a result of this even the positions that have been closed long back appear in the open vacancies. Candidates keep calling for the vacancies which are already filled. The IT personnel should take into consideration. Further, candidate should be informed about the final result on the same day, or at the earliest, so that qualified candidates do not shift to other job.

References:

Outsourcing decisions influences the strategic choices of the HR function (Tyson and Selbie, 2004).

Becoming a Best Place to Work Organization: Recruiting & Retention Strategies for Healthcare (Healthcare source)

Recruiting and Hiring in Healthcare Industry ( Kristina Martic, 2017)