For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words)
For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words)
Healthcare organizations require adequate skilled staff to optimize patient care and organizational productivity. Often, vacant positions emerge as employees quit, retire, or join other organizations. New job demands also emerge, necessitating skilled personnel to fill such positions. Due to the continuous need for employees, organizations should invest heavily in employee recruitment and ensure the selection process helps them acquire passionate and skilled employees. The interview strategy is the most typical selection process. Small and large organizations use it to fill different positions. The purpose of this paper is to explain the interview strategy for hiring the candidate identified in the needs assessment.
ORDER A PLAGIARISM-FREE PAPER HERE ON;For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words)
The Interview Process/Strategy
Employee recruitment should be primarily formal and rely on valid and reliable processes. From the needs assessment, the organization needs a medical-surgical educator for a service-line approach to teaching. The interview should be conducted preferably in the morning hours (8.00 am-11.00 am) before the potential candidate is distracted by other day’s activities. Many places in the facility can serve as the interview room. However, the official boardroom is the most suitable area for testing and physical interaction with the interviewee. It is also spacious and adequately resourced for all interview-related activities.
[elementor-template id="144964"]Interview formats vary depending on the target interviewees and the objective of the interview. The most appropriate format is the traditional approach that allows the interviewers to interact with the interviewee and ensure that the interviewee has adequate time and space for self-expression. In this format, the candidates seeking to fill the position get sufficient time to introduce themselves and explain why they are interested in the job. Next, the interviewers test the candidates on various job skills to ascertain their ability to perform the job. Testing options vary depending on the interview type and job skill level. In this format, the results are not instant. Instead, the candidates leave and wait for feedback, which can be positive or negative.
Concerning the interview type, the best type is roundtable format comprising different management representatives. The representatives would make a panel for testing the candidate from multiple perspectives. Some would test on job knowledge, as others test on personality, cultural awareness, and emotional intelligence, among other elements. Such interviews are effective in examining different aspects of a candidate, including skills and experience, although they can be intimidating depending on the number and type of people involved (Adler, 2021). Employees involved in the actual interview process should be selected departmental heads from the medical-surgical unit, human resources, management, and the education department.
Testing Options
The hiring process should be intensive to ensure candidates have the right skills, mindsets, and abilities. Job knowledge tests are an appropriate testing option to include in the selection process. Generally, such tests measure the employee’s expertise in a particular field (Nankervis et al., 2019). The organization usually examines a candidate’s technical and theoretical expertise during pre-employment. The main reason for job knowledge tests is to ensure that the candidate understands the job’s essentials and execution. For instance, the medical-surgical educator should be conversant with educational programs and curriculum preparation and training methods that match employees’ needs and skill gaps. The other crucial testing option is integrity tests. Always, organizations should hire honest and reliable employees. Also called honesty tests, integrity tests ensure that organizations hire disciplined, genuine, and trustworthy employees (Reed, 2019). Candidates can be asked direct questions on organizational ethics and dilemmas to determine their connection with integrity and moral issues.
Situational and Behavioral Interview Questions
Situational interview questions
- Tell us about a situation you have experienced and made you dissatisfied with your job.
- Have you ever worked with difficult coworkers? How did you manage the situation?
- Tell us about an instance you had to choose something else over your job?
- Have you ever experienced workplace incivility? How do you think organizations should respond to workplace incivility?
- Does working in new environments affect your productivity? How long do you take to adapt and what are the facilitators or barriers?
Behavioral interview questions
- What do you do when exhausted and deadlines have to be met?
- What is your idea on overtime? Should all work beyond the normal working hours be compensated?
- Some employees pay their colleagues to handle their work. What is your view on this behavior?
- The medical-surgical unit is a high-stress working area. Which mechanisms would you adopt to build healthy relationships with employees in this area?
- Can you handle roles that are not part of your job description?
Conclusion
Employee selection is a tedious process that organizations must get right. Besides recruiting skilled candidates, organizations must hire employees with integrity who match the organizational culture. As a result, the interview format, type, and questions asked during the interview should be designed to help organizations hire the right candidates. As explained in this paper, the roundtable interview with departmental representatives can help determine a candidate’s potential from multiple perspectives. The situational and behavioral questions can further help to assess how a candidate reacts and behaves in different circumstances.
References
Adler, L. (2021). Hire with your head: Using performance-based hiring to build great teams. John Wiley & Sons.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2019). Human resource management: Strategy and practice. Cengage.
Reed, S. M. (2019). PHR and SPHR professional in human resources certification complete study guide: 2018 exams. John Wiley & Sons.
Assessment Description
Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization.
For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):
A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
At least one testing option to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees.
A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.)
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