Biasing in human resource hiring process
In the medical care context, nursing executives and leaders are core players in human resource management roles such as workforce hiring and employee induction processes. The human resource hiring process incorporates analyzing job applicants and selecting the optimal candidate possessing the maximum potential to accomplish success for the medical organization. Nevertheless, various biases such as confirmation bias, racial and gender biases, and preference to employees with high extraversion capacity, especially when the interview process is performed through video interviewing, may affect the workforce hiring process. The biases may be identified in when a colleague recruits a medical profession because the candidate is from a specified race or gender, agrees with the recruiter’s opinions, and when the interviewee expresses the capacity to perform job requirements without extensive evidence of experience or capacity to perform (Flynn et al., 2015).
When such biases occur during the hiring process in a healthcare context, it contributes to various prospective challenges by selecting candidates lacking critical medical competencies like the capacity to provide quality and safety care to patients, incapacity to enhance teamwork during medical practice, and poor communication capability (Flynn et al., 2015). The challenges result in poor quality care and medical errors leading to increased patient dissatisfaction and complaints, poor organizational reputation, patient suffering, and mortality events.