Effective Leadership and Management in Nursing CHAPTER EIGHTH EDITION Recruiting and Selecting Staff...

Effective Leadership and Effective Leadership and Management in NursingManagement in Nursing

CHAPTER

EIGHTH EDITION

Recruiting and Selecting Staff

15

Effective Leadership and Management in Nursing, Eighth EditionEleanor J. Sullivan

Learning OutcomesLearning Outcomes

1. Describe how to recruit applicants.2. Discuss how to select candidates.3. Describe how to interview prospective

candidates.


Learning OutcomesLearning Outcomes

4. Distinguish between appropriate and inappropriate questions to ask during an interview.

5. Determine how to make a hiring decision.

6. Discuss the legal issues involved in hiring.


Position DescriptionPosition Description

• Describes required skills, abilities, and knowledge

• Reflects current practice guidelines• Includes duties and responsibilities• Lists tasks inherent in duties• Specifies personal qualifications• Includes competency-based behaviors


Recruiting StrategiesRecruiting Strategies

• Where to look• How to look• When to look• How to sell the organization


How to promote organizationHow to promote organization

• The four Ps of marketing:1- product; the available position

(professionalism, standard of care, quality, service, respect)

2- place (accessibility, scheduling, parking, reputation, organizational culture)

3- price (pay, benefits, sign on bonuses, insurance, retirement)

4- promotion: advertising, public relation, direct word of mouth, personal selling)


Cross training as a recruitment Cross training as a recruitment strategy strategy

• Increase moral and job satisfaction• Improving efficiency• Increasing flexibility of the staff• Providing a mean to manage

fluctuations in the census


Successful RecruitmentSuccessful Recruitment

• Depends on organization's reputation for higher levels of job satisfaction

• Satisfied nurses are more likely to speak highly of the organization


Selecting candidate Selecting candidate

• Nurse manager should participate in the interview process


Table 15-1: Selection Process


Interview RulesInterview Rules

• Review application and résumé• Determine discrepancies between

applicant's qualifications and job description

• List specific questions to ask applicant• Identify a rapport builder• Determine if résumé provides a balance

of strengths and weaknesses


Principles for Effective Principles for Effective InterviewingInterviewing

• Develop structured interview guides• Prepare for the interview• Open the interview• Gather information• Give information• Close the interview• Involve staff in interview process


Preparing for the InterviewPreparing for the Interview

• Assemble all materials for interview• Use a quiet, pleasant interview site • Verify scheduled time with the

applicant• Avoid interruptions


Work Sample QuestionsWork Sample Questions

• Determine applicant's knowledge of work tasks, but avoid leading questions such as: – We have lots of overtime. Do you mind

overtime?


Behaviors and Sample QuestionsBehaviors and Sample Questions

• Decision-making– What was your most difficult decision in

the last month and why was it difficult?

• Communication– What do you think is the most important

skill in successful communication?



• Adaptability– Describe a major change that affected

you and how you handled it.

• Delegation– How do you make a decision to

delegate? Describe a specific situation.



• Initiative– What have you done in school or on a

job that went beyond what was required?

• Motivation– What is your most significant

professional accomplishment?



• Negotiation– Give an example of a negotiation

situation and your role in it.

• Planning and organization– How do you schedule your time?– What do you do when unexpected

circumstances interfere with your schedule?



• Critical thinking– Describe a situation in which you made

a decision by analyzing information, considering a range of alternatives, and selecting the best one for the circumstances.

• Conflict resolution– Describe a situation in which you helped

to settle a conflict.


Structured Interview Guides Structured Interview Guides

• An interview is most effective when information on the pool of interviewees is comparable

• Interview guides contain questions, interviewer directions, pertinent information for a uniform process, and how to gain the same basic information from each applicant


Interview Reliability and ValidityInterview Reliability and Validity

• Agreement between two interviews of same measure by same interviewer– High

• Ability to predict job performance– Low

• Structured interviews– More reliable


Interview Reliability and ValidityInterview Reliability and Validity

• Pressured interviewers– Less accurate

• Interviewers tend to make quick decisions and be less accurate

• Interviewers are influenced by race, gender, and their own stereotypes


Do Not Ask Questions About Do Not Ask Questions About

• Age• Race• Color• Sex• Marital status


Do Not Ask Questions About Do Not Ask Questions About

• Sexual preference• Disability• National origin• Any other protected factor


Legal Issues in HiringLegal Issues in Hiring

• Title VII of the Civil Rights Act of 1964• Equal Pay Act of 1963• Age Discrimination Act of 1967• Title I of Americans with Disabilities Act

of 1990• Bona Fide Occupational Qualification• Uniform Guidelines on Employee

Selection Procedures


Hiring DecisionHiring Decision

• Considerations– Education, experience, licensure

• Integrate information from the interview– Weigh desired qualities based on relative

importance and on reliability of data– Weigh job dimensions based on

trainability– Compare data across entire applicant pool

if possible

Effective Leadership and Management in Nursing CHAPTER EIGHTH EDITION Recruiting and Selecting Staff...

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