RECRUITMENT AND STAFF SELECTION

Recruitment and Staff Selection

Recruitment and Staff Selection

This paper is based on case study involving Brad, a nursing student aspiring for his graduate degree in nursing. He has twelve years of experience in this field and is now concerned with the recruitment and hiring practice of his immediate supervisor. Brad is currently working at Greenhill Memorial Hospital. Three questions are answered in this paper.

Q1: What would you say to Brad about the ideal legal and ethical hiring practices?

Ans: I would like to convince Brad about the current hiring practices at the Greenhill Memorial hospital. There are some issues that are needed to be addressed urgently. When human resource planning indicates that additional employees need to be hired, the organization engages in recruitment activities. The initial goal of recruitment efforts is attracting a pool of potentially qualified applicants to the organization (Greenhill Memorial Hospital in this case). This pool is then screened until an appropriate number of candidates are offered employment (Phillips, 2008). Recruitment activities include assessment of immediate and long-term employment needs, monitoring the labor market conditions, designing recruitment materials and methods, generating pools of qualified candidates, monitoring the effectiveness of different sources and methods of recruiting, follow-up with candidates regarding hiring decisions, and evaluation of the overall recruitment efforts. Legal issues like the definition of an applicant, company disclaimers, the nature of job advertisements, and misrepresentation of employment opportunities also come into play (Meglino, 2006).

There are legal requirements that affect every aspect of organizational staffing (Greenhill Memorial Hospital in this case). Organizations need to be aware of legal obligations and requirements or face the possibility of expensive litigation. Staffing, in a legal sense, deals with the employment relationship.

Q2: What can you do to ensure that the recruitment and selection process is fair and consistent with the requirements of federal and state laws on hiring practices?

Ans: Numerous decisions are required of employers (Greenhill Memorial Hospital in this case) during the recruitment process. Principal among these decisions is the issue of source. Recruitment for jobs other than entry level can be strictly internal to the organization or may also involve seeking applicants (Brad in this case) from outside the organization. Promotion from within is a general policy for many organizations, whereas other organizations prefer seeking “new blood” for many positions. Whenever external recruitment is involved, decisions must be made regarding what external sources to use (Arvey, 2008).

Some ...