Recruitment as a component of human resources.

Locating potential workers, enticing them to apply for open positions, conducting interviews with them, making hires, and orienting them to their new jobs is referred to as recruitment. In other words, it encompasses everything from determining whether or not there is a need for more personnel to supplying that demand (Sangeetha, 2010). The job of recruiting falls on a variety of employees within a company, the number of which is proportional to the size of the business. Some companies, especially smaller ones, may simply have a single recruiter, while others may have a complete team of recruiters. When a company is small, the person in charge of hiring may also be responsible for recruitment. In addition, many companies contract with other businesses to handle the recruitment of new employees. Advertisements, online job boards, social networking sites, and other online mediums are virtually always used by businesses as part of the applicant recruitment process for open jobs. Many businesses use recruiting software to improve the effectiveness and efficiency with which they find outstanding candidates. Whatever the case may be, recruiting is most often done in combination with or as a component of human resources.
Nursing Executive Role
A nurse executive is the in a hospital context (Pearson, 2020).They are in charge of the nursing staff, monitor the administrative aspects of patient healthcare, and make managerial choices that align with the business’s overall objectives.Nurse executives are in charge of the of the nursing staff. For this reason, they can accurately describe the job duties of each member of their workforce. Because the nurse executive has worked with patients, they know exactly what each employee needs to be qualified for. Nurse executives use their knowledge in determining job competencies to improve patient safety and care (Pearson, 2020). The expectations of the nursing workforce must be established and then satisfied, and this is where the nurse executive’s job comes into play. Nurse executives need to express their expectations for their personnel via job descriptions.
Selected Role for the Job Description
The position of a registered nurse is the one that was chosen for this job description. One of the roles includes recording the administration of drugs, treatments, and special tests following the requirements of the policy of the healthcare institution and the regulations set out by the federal government (Furaker, 2008). My present employer, a healthcare company that specializes in the nursing profession, utilizes this job description for my position. Candidates for the registered nurse position are required to interact with patients, including providing medicine and evaluating their requirements, as part of the job description. Because there are other nurses already working at the facility, the job description needs the candidates to coordinate their efforts with the existing staff to develop a strategy for providing care to patients.
Required Employee Attribute
By outlining the qualifications necessary for success in the role, the job description helps determine whether a candidate is qualified for the position. For example, the candidate must demonstrate that they are willing to work with other people. Therefore, according to this job description, the employee should communicate effectively to facilitate productive cooperation and teamwork (Furaker, 2008). The job description specifies “caring” as an additional quality candidate must possess. It is possible that, after the job description was written, the essential skills shifted their emphasis to being technologically savvy. Because technology is rapidly gaining a foothold in the healthcare sector, job postings will need to include fundamental skills as a necessary qualification for new hires shortly.
Job Description
According to the updated job description for the role, the workers are now accountable for evaluating the health issues that other colleagues are experiencing. Electronic recording and maintenance of vital medical records is another criterion included in the job description, and workers are expected to comply with this requirement. A nursing diploma or bachelor’s degree is required of the candidate for this position. Only applicants who have completed and graduated from a program that ACEN or NCLEX-RN has accredited will have their applications reviewed (Furaker, 2008). Compassion, fundamental technology abilities, the ability to communicate effectively, and the ability to think critically are some of the essential talents and skills necessary for the position.
Utilizing Social Media
Companies must go to where candidates are when utilizing social media to take advantage of the staging of the employment narrative in order to reach a vast proportion of potential applications. To reach out to potential candidates for available positions, the organization may use sponsored job advertising on social media sites. The organization may use paid job ads on social media platforms to advertise employment opportunities. When the job description is posted, the human resource department will be precise about the qualifications and skills necessary (Koch et al., 2018). During the recruiting process, the company will also publish the firm’s status on its website to provide potential employees with further insight into the company’s nature.
Social Media and Online Job Sites
Many job postings may be found on job search engines, social media, and other internet resources. is one of the online job sites in this scenario, which is a site that lists all the jobs available in the United States (Koch et al., 2018). The way jobs are displayed to job searchers is based on the structure dictated by the company offering the positions. As an illustration, some employers begin by providing background information about the business; on the other hand, others get straight into the job description. The other social networking website that advertises available positions to prospective employees is called Linked In. Employers post openings on this site, and the first thing job seekers see is an overview of the position.
Ideal Candidate
A candidate who wishes to be considered for the post of nurse executive should have certain traits and attributes that distinguish them as the most qualified individual for the job. Communication abilities that are applicable in real-world situations are one of the traits. Active listening, engagement model, and non-verbal communication are all potential communication components. The other characteristic also influences emotional intelligence. A nurse executive who has emotional intelligence is better able to comprehend the feelings of their personnel. An excellent candidate can maintain composure and make choices under external pressure (Philips & Enderby, 2021). One of the essential characteristics of an ideal nurse executive is integrity. The applicant’s job experience is one of the sources of information that are considered throughout the evaluation process. Referrals from current workers are another source of information used throughout the applicant evaluation process. When examining candidates, staffing agencies may also be a valuable source of information that can be gathered.
Overview of the Process
To find the best candidate, post a job opening and ask for applications from those interested. This is the second phase in identifying and selecting a candidate. The first step in the selection process is to ask generic questions about the candidate. The interviewer can get a sense of the candidate’s personality, qualities, and credentials for the position via broad questions throughout the interview (Philips & Enderby, 2021). The second part is a , focusing on questions on nursing leadership. Applicants for nursing leadership positions must attend this workshop to evaluate their educational and professional backgrounds adequately. Final candidate selection is the next phase, and it entails finding the person who is the most closely aligned with the job description. The last phase in the selection process is testing the potential candidates. As part of the interview process, a candidate’s personality and pertinent facts are examined more deeply.
One of the candidates is asked to participate in the interview process by the person in charge of recruiting. An applicant is evaluated by the person in charge of recruiting to determine whether or not they are qualified for each stage of the interview process. The second person is the manager of the organization’s human resources (HR). The primary candidate screening is organized by HR to verify that candidates satisfy all of the standards. The hiring manager receives copies of the resumes of the top prospects from HR. A healthcare recruiter will also conduct interviews as part of the process. The recruiter screened the candidate’s knowledge, talents, abilities, and any other relevant traits to determine whether or not they are suitable.
Pre-Interview Guidance
The discussion or gathering before the interview is considered to be part of the pre-interview rules. Communication between applicants and those being interviewed is necessary before the actual interview so that both parties may get acquainted with one another and establish a connection. The recruiter can talk about the position and get fundamental information thanks to the pre-interview instruction. The compilation of the interview results will require a database in which members of the interview panel will record their ratings of the candidates. During each applicant interview session, the interviewers will fill out an online scoring form, and then they will transmit that information to the database so that it may be compiled. The next thing that has to be done is to create a master file that will include sub-files for each candidate’s score that they received during the interview. The collection focuses on classifying applicants according to their scores during the conversation.
During interviewing and selecting candidates, rating differences amongst candidates are expected. The disparities are attributable to the absence of a standardized metric that may guide interviewers through the process of conducting interviews and selecting candidates. Creating a consistent rating system that applies to all applicants is one way to address inconsistencies in the interview ratings. If disagreements over the ratings of interviews are not handled, this might lead to ethical problems. The disparities may benefit some candidates, which would corrupt the process.
Five Questions
One of the questions is how you would evaluate your approach to leadership? During the candidate’s response, the interviewers are more interested in an in-depth discussion of the candidate’s leadership style and examples. How has your previous work experience prepared you for the function you are now filling? The emphasis of this question is on the particulars of a candidate’s previous experience in leadership roles and the traits that make them qualified for the position. How can you ensure that you are up to date on the most recent tendencies and breakthroughs in the healthcare industry? The question emphasizes applicants’ understanding of recent advances and advancements in healthcare, particularly those in their particular area of concentration. To be successful in the healthcare profession, a person must be self-motivated and willing to stay informed about emerging trends and challenges. What was the one professional achievement that brought you the most pride during your clinical career? When listening to the candidate’s answer, the most important thing to concentrate on is the candidate’s significant accomplishments and how they accomplished those accomplishments. Share some of the challenges and rewards you have encountered when working in a ? This question asked for specifics on an experience where the candidate was required to prioritize duties and describe how they did so while preserving their excellent performance.
Measure a Candidate’s Fitness
A candidate is evaluated for their “job fit” when their hard and soft skills, abilities, experience, and needs for the position in question are considered throughout the evaluation process (Sangeetha, 2010). It considers the needs of a specific job, the environment in which it will be performed, and the organization’s values. It decides whether or not a candidate is a suitable fit. Job suitability assesses a person’s ability to do the tasks required of them and their capacity to build connections inside the firm that will keep them engaged and working successfully. This is because it is pretty rare for a candidate to be a top performer, regardless of how well prepared and experienced they are. If they cannot develop productive connections within a team, they will not be successful.
Evaluating applicants’ capabilities, experiences, and soft and hard skills about the job description are required to determine whether a candidate is a goodmatch for the position. Pre-employment testing is one method that may be used to evaluate an applicant’s suitability for a job. The pre-employment exam allows recruiters to learn how candidates understand and approach the resolution of work-related and personal problems. The alternative approach is determining the applicants’ levels of motivation. When determining whether a person is qualified for a specific job description, one of the most important factors to consider is their level of motivation. Job-seekers have many distinct motivations for submitting their applications for a given opening. The motivation behind a candidate’s application for a specific position is critical to comprehend whether or not they are suited for the position.
Inconsistency among applicants is one of the obstacles that must be overcome; inconsistency in the interview and selection process may entail arranging interviews on various days or at different times. The image that the interview panel forms of each candidate may also be influenced by other irregularities, such as the use of different interview settings for different types of candidates (Sangeetha, 2010). Establishing a uniform scoring system and ensuring that the same person interviews all applicants to maintain consistency in the interview process are two methods for resolving discrepancies throughout the interview and selection process. Finding qualified people interested in the job opening is the second obstacle that has to be overcome. When finding the ideal applicant to fill a position, recruiters have a big challenge. As a result, they may choose to select the most acceptable candidate already available. Providing an accurate and unambiguous work description is the approach that has to be taken in order to overcome this obstacle.

Furker, C. (2008). Registered Nurses’ views on their professional role. Journal of nursing management, 16(8), 933-941.
Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn?. SA Journal of Human Resource Management, 16(1), 1-14.
Pearson, M. M. (2020). Transformational leadership principles and tactics for the nurse executive to shift nursing culture. JONA: The Journal of Nursing Administration, 50(3), 142-151.
Phillips, A., & Enderby, P. (2021). Developing interview skills. In Developing Leadership Skills for Health and Social Care Professionals (pp. 126-155). Routledge.
Sangeetha, K. (2010). Effective Recruitment: A Framework. IUP Journal of Business Strategy, 7.

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