Recruitment, selection and retention of employees face a big challenge in terms of identifying the best person for the job (best talent), and a person who will fit in the organizations culture. Although the human resource managers have most times faced the problem of budget constraints and the need to make a quick hire, getting the right person for the position has been a persistent topmost challenge in the current highly competitive world. Fried and Fottler (2008) admit that this has been a major challenge for most sectors, including healthcare.From my personal experiences and the learning from the resources, it is important for the hiring team to consider both organizational fitness of an individual, as well as ones innovativeness. Apparently, some job positions require external candidates who may bring with them special skills to the organization. In regard to the positions that can be taken by the internal candidates, it is advisable for the management to consider them so as to promote their retention (McCooy & McCooy, 2009).
A challenge presents itself when making a choice between two internal candidates. There is a likelihood of political reactions, especially from the candidate who does not get the position. Such a candidate may feel as if sidelined or treated unfairly. It is advisable to hold a face to face meeting with them and explain to them why they did no get the position. In the case of a mismatch between a job description and requirements, the company may employ its policies to compensate the affected officer for the extra responsibilities (Kanof, 2008).
When gathering information about applicants, the most effective way is the use of a standardized application. This enables the hiring authority to gather as much of the specific information needed as possible. Technology can be used effectively to save time, for example, using phone calls to interview a long list of applicants (Larcker, & Tayan, 2011). From my experience, one way of assessing whether an individual will be comfortable in the organizational culture is by checking their experience. A number of legal considerations need to be made when hiring (Fried &Fottler, 2008). For example, the employer should not guarantee employment to the applicant and should state that he/she is an equal opportunity employer, among others.
Fried, B., &Fottler, M. D. (2008).Human resources in healthcare: Managing for success. Chicago, IL: Health Administration Press.
Kanof, M. (2008). VA health care: Recruitment and retention challenges and efforts to make salaries competitive for nurse anesthetists: Congressional testimony. Collingdale, PA: DIANE Publishers.
Larcker, D., & Tayan, B. (2011). Corporate governance matters: A closer look at organizational choices and their consequences. Upper SaIDle River, NJ: FT Press.
McCooy, D., & McCooy, D. (2009). Keeping good employees on board: Employee retention strategies to navigate any economic storm. New York, NY: Morgan James Publishing.