Selection Process

Selection Process

 

Selection Process

The human resource element is a critical success factor for health care organizations. It is always crucial for health care organizations to have adequate and qualified employees. However, for different reasons, some employees leave the organization. A gap may also emerge as the organization expands. In each case, it is crucial to recruit the most suitable candidate to fill a particular position. Interviews are among the most effective techniques for assessing an employee’s readiness for the job and skills. The purpose of this paper is to describe the interview process, including testing options and selected interview questions, for a unit secretary in the labor and delivery unit.

The Interview Process

A unit secretary in the labor and delivery unit requires a person proficient in administrative tasks and able to support the medical staff in admitting patients and organizing their charts. Interviewing such a person would take approximately one hour. The best time is in the morning (8.00 am-9.00 am) in the unit’s boardroom. It is the ideal place since it is a calm environment with minimal movement. The quietness of the place would allow the interviewers and interviewees to hear each other well and complete the interview within one hour.

The interview format varies depending on the time available and type of the candidate wanted. Regarding the format, the interview is formal, with five main stages. The first stage is the introduction, where the team leader welcomes the interviewee and interviewers. The second, third, and fourth stages involve information to the interviewer and expectations, questions from the interviewers, and an opportunity for the interviewee to ask questions and seek clarifications. The fifth stage is the conclusion, and the sixth stage is the follow up after the interview. As illustrated, this is a panel interview. Besides lessening the interview rounds, a panel interview reduces selection bias since the recruiting team gets to an agreeable decision together (Woods &Tharakan, 2021). Employees involved include the unit manager, two human resource department representatives, and two experienced nurses from the labor and delivery unit.

Testing Options

Different tests can be included in the selection process to ensure that the potential employee’s skills and readiness to handle the job are assessed in detail.  A job simulation is an ideal option to include in the interview. Forest (2018) described job simulation tests as evaluating how an employee will perform in an actual work setting.  It is a segment of the interview expected to consume a considerable time as the employee’s abilities from multiple dimensions are assessed.

Job simulations are highly effective when testing a diverse array of employees since they provide a more realistic view of their abilities. As Forest (2018) explained, job simulations are highly effective when an employer wants to concentrate on the skills specific to a job.  Unlike role-playing, where testing occurs without the actual context, job simulations assess skills in a realistic setting.  It is an excellent opportunity to see how an employee will respond to the job itself.  Accordingly, the test option will enable the recruitment team to get the best insight into the employees’ capabilities and make a more accurate decision when deciding the most suited to fill the secretary’s role.

Interview Questions

Situational Questions

1. Describe your role as a unit secretary in labor and delivery unit
2. Suppose you lost an important file or data and you have no clue about its whereabouts; how would you handle such a situation? Who would you inform and why?
3. How would you react when a rude visitor or uncooperative patient visits you in the unit?
4. What would you do if asked by the unit manager to handle a task when a) you are exhausted and b) already completed the day’s work?

Behavioral Questions

1. Tell us about a situation when you handled a difficult challenge and you were proud of yourself.
2. How do you handle tasks when under a tight deadline? Give us two examples of such a situation.
3. In school or in a place you have worked in before, goal setting is crucial. Tell us about a short-term and a long-term goal you set and the approach you used to ensure that you achieved your objective.
4. How do you handle disagreements, given that they are inevitable in the workplace? As you answer this question, inform us about your most preferred conflict resolution strategy.

Conclusion

Selecting the right candidate for a job is a challenging task that must be done professionally and with high precision. As a result, employers must select the most effective method to assess an employee’s skills and readiness comprehensively. Interviews are a common selection method, and a panel interview would be the most appropriate for assessing the unit secretary in the labor and delivery unit. As further discussed in this paper, job simulation would be a highly effective testing option to analyze how the employee would behave and act in an actual setting.

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References

Forest, R. (2018). Competency mapping – behavioral evaluations and testing.Lulu.com.

Woods, A., &Tharakan, S. (2021). Hiring for diversity: The guide to building an inclusive and equitable organization.John Wiley & Sons.

 

 

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)
In the previous assignment the job description was a unit secretary in Labor and Delivery Unit