Recruitment Method

Recruitment Method

An effective recruitment method is organization-specific and aims at finding the most qualified candidate for a particular job opening. Recruitment follows a step-by-step approach in hiring talented people who would significantly help the business grow. There are various vital phases in a complete recruitment process. However, these phases may vary depending on the organizational structure, nature of operations, the firm’s size, and existing recruitment and selection approaches. In any organization, the primary objective of recruiting is to hire candidates that would help the company achieve its goals (Niles, 2013). Both internal and external sources can be employed in determining the best candidate for the job. The hired candidate can then be an onsite or remote worker based on the nature of the job. Therefore, the paper will focus on the critical aspects of a recruiting manager and the recruitment method that would be appropriate for Lenox Hill Hospital.

Job Opening

Currently, Lenox Hill Hospital is looking for a qualified candidate to fill the position of a nurse administrator. The job opening will be posted on the hospital’s job board and websites that promote healthcare jobs to ensure that the organization gets the right candidate. This will ensure that there is only a small pool of qualified candidates applying for the job. Additionally, the advert on the job opening will accurately describe the position of a nurse administrator. In order to ensure that the job posting has detailed information, the head of the nursing department and charge nurse may be asked for their input (All Nursing Schools). This will ensure that the responsibilities of the position, the skills needed, and the salary range are covered extensively in the ad. The job opening will also describe the organization in detail. An appealing ad that describes the facility as an excellent place to work would be crucial in attracting the best candidates.

Description of the Position

The candidate required for the nurse administrator position should have emotional intelligence needed to build trust and a positive working environment with staff, patients, and families. The position requires an individual with clinical knowledge, experience, and management skills. Additionally, a nurse administrator should be more focused on administrative responsibilities, such as scheduling staff, budgeting, and upholding policies (Tanioka et al., 2011). The nurse administrator may be put in charge of a particular department or may oversee several medical units at the same time. The nurse administrator may also hold executive-level responsibilities, thus working alongside other managers to handle organization-wide initiatives and systems. It will be required for the nurse administrator to be passionate about the position and be dedicated to providing the best care to both patients and subordinates.

Job Duties

The primary role of the nurse administrator will be to ensure that the hospital operates in a safe and less costly manner. This will be achieved by managing financial and human resources and supervising nurses and other healthcare team members. In addition to managing the nursing staff, the nurse administrator will also address and direct projects related to quality and safety, financial, community, and regulatory issues (Tanioka et al., 2011). It will be the responsibility of the nurse administrator to ensure that activities within the hospital are safely and expertly coordinated.

Generally, the job duties and responsibilities of the nurse administrator will be:

1. Creating and overseeing budgets and also providing approval for expenditure.
2. Overseeing the hiring, promotion, firing, and retention of the nurses.
3. Ensuring compliance with regulatory requirements.
4. Ensuring that the records on budget, facility services, and resources are accurate.
5. Motivating and mentoring the nurses.
6. Ensuring that patient satisfaction is met in an efficient, cost-saving, and safe approach.
7. Overseeing administration and other staff meetings.
8. Preparing and presenting reports to the general hospital manager.
9. Resolving operational problems in a timely manner.
10. Collaborating with medical staff and the public in improving the health of the community.

Required Qualifications

Nurse administrators are usually required to offer leadership for nursing departments in long-term care facilities, hospitals, and private practices. In order to ensure that they carry out their duties and provide effective leadership in their departments, nurse administrators must utilize their knowledge and experience from clinical practice. In addition, nurse administrators are advanced-practice registered nurses (APRNs), which means that they must hold a post-graduate nursing degree (All Nursing Schools). Since their key responsibility is to manage staff and perform high-level duties, nurse administrators must have extensive experience and impeccable management and leadership skills.

Therefore, the required qualifications for the position will be:

1. Hold a Master’s degree in nursing or healthcare administration.
2. Valid nursing and CPR certification.
3. Nursing leadership and management experience.
4. Sufficient knowledge of the legal regulations in healthcare and hospital procedures.
5. Ability to lead, motivate, and develop junior nurses.
6. Outstanding critical thinking and problem-solving skills.
7. Understanding of basic financial and budgeting reporting.

Recruitment Method

The appropriate recruitment method for hiring the nurse administrator will be the internal approach. This method will be beneficial to the healthcare facility in various ways:

1. Cost effectiveness: External recruitment is usually very costly. Therefore, an internal recruitment method will help to cut down recruitment charges (Slezak, 2012). This is because there will be no posting on job boards or paying for background checks to be done.
2. Save time: Going through hundreds of CVs from applicants to pick a handful for interviews takes a lot of time. Therefore, considering the existing workforce for interviews would save a lot of time (Slezak, 2012).
3. Employee familiarity: Existing employees already know how the hospital operates and also fit the organizational culture. Therefore, induction and training days will be significantly reduced (Slezak, 2012). Additionally, this will create an opportunity to promote talents within the company and make them more effective.

Onsite Job

Employing an onsite worker or this position will greatly benefit the organization. When the nurse administrator works onsite, he or she will be immersed in the hospital’s unique culture. As a result, there will be high productivity since learning the onboarding essentials will be much faster. Additionally, there will be improved communication when working onsite compared to remotely. Communication usually occurs naturally when everyone is in the same place. Also, working face to face with the nursing teams will create a sense of cohesion and unity. Moreover, it will be much easier for the nurse administrator to manage and oversee projects when all the team members are onsite (Niles, 2013). Working onsite is critical, especially for highly complex projects with lots of moving parts. There is also a high possibility that minor errors that can be costly to the company can be identified.

In conclusion, an effective recruitment method is specific to a particular organization and focuses on finding the best candidate for the job opening. In the case of Lenox Hill Hospital, the primary objective is to hire a candidate that would the company achieve its goals. The job opening for the position of the nurse administrator will be posted on the hospital’s job board and websites that promote healthcare jobs. The nurse administrator’s job duties will be to manage the financial and human resources and supervise nurses and other healthcare team members. The candidate’s required qualifications will be a Master’s degree in nursing, valid nursing certification, and critical and problem-solving skills. An internal recruitment method will be used because it is cost-effective, saves time, and also the employees are familiar with the organization. Finally, an onsite worker will be required for the position because it will be easier to manage and oversee projects and also communicate effectively with the team members.

References

All Nursing Schools. (n.d.). Nursing administration: Job description, requirements and career outlook. Retrieved from https://www.allnursingschools.com/nurse-leadership-administration/job-description/

Niles, N.J. (2013). Basic concepts of healthcare human resource management. Jones & Bartlett Publishers.

Slezak, P. (2012). Why internal recruitment is the best place to start. Retrieved from https://www.zippia.com/employer/keeping-it-in-house-5-reasons-why-internal-recruitment-is-the-best-place-to-start/

Tanioka, T., Kataoka, M., Yasuhara, Y., Miyagawa, M., & Ueta, I. (2011). The role of nurse administrators and managers in quality psychiatric care. The Journal of Medical Investigation, 58(2), 1-10. DOI: 10.2152/jmi.58.1