MH001 Employee Recruitment and Selection

Student Name

Western Governors University

D030 Leadership & Management in Complex Healthcare Systems

Prof. Name:

Date

Employee Recruitment and Selection

The recruitment of new employees marks just the beginning of building a strong workforce. Equally important is the retention of employees, which plays a crucial role in sustaining a healthy organizational environment. Organizations often invest substantial resources in training new hires, and losing these trained individuals to other employers represents a significant financial loss. According to Merhar (2016), the cost of training a new employee can amount to six to nine months of their salary. Beyond financial implications, high employee turnover negatively affects morale, productivity, and overall patient satisfaction. Thus, employee recruitment and retention have far-reaching effects on organizational dynamics. This advocacy campaign highlights the importance of recruitment and retention, especially within nursing, aiming to present evidence-based insights on the topic, its impacts, best practices, and relevance to nursing to improve organizational outcomes.

Significance of Employee Recruitment and Selection

Healthcare organizations function 24/7 and depend on a variety of staff to fulfill their goals (Marquis & Huston, 2017). These organizations require a diverse workforce, including highly skilled professionals and support staff, to meet the needs of patients and their families effectively (Marquis & Huston, 2017). Managing staffing effectively is critical for healthcare leaders who bear the responsibility of recruiting and selecting employees. The recruitment and selection process brings in qualified candidates, which improves productivity, decreases turnover, encourages a positive work environment, and supports organizational objectives (Marquis & Huston, 2017).

Good hiring decisions are fundamental to an organization’s success, saving both time and costs (Marquis & Huston, 2017). Management must carefully identify candidates whose values align with the organization’s mission and vision, as this congruence promotes unity and effectiveness within the organization (Senter, 1999). Recruitment and selection processes are essential not only for finding the right fit but also for maintaining a capable workforce and attracting new talent (Ralph & Ortega, 2006).

Review of the Literature

Organizations prioritize specific qualities when recruiting employees, such as adaptability, leadership potential, technological skills, autonomy, engagement, and accountability (Algorta & Zeballos, 2011). These characteristics contribute to cultivating effective leaders. Improved recruitment and selection efforts have been linked to lower turnover rates, better teamwork, and higher employee satisfaction (Abrokwah et al., 2018).

Talent management plays a key role in this process by facilitating the recruitment, retention, and engagement of staff. A strategic approach to talent management includes strong commitment from top leadership, alignment with organizational values and goals, and consistent evaluation of human resource practices to ensure evidence-based management (Christensen & Rog, 2008). By strengthening recruitment and selection, organizations can develop strong leadership and mitigate issues such as nurse burnout, enhancing overall healthcare delivery.

Application to Nursing

In nursing, a rigorous recruitment process that includes multiple interviews, peer assessments, background checks, and resume reviews can significantly impact healthcare settings. Employees who are carefully selected tend to take pride in their roles and align well with the organization’s values, creating a positive work atmosphere (Raziq & Maulabakhsh, 2015). Conversely, poor selection choices can lead to resistance to organizational culture, dissatisfaction among colleagues, and increased turnover, posing management challenges.

Nurse leaders have a vital role in fostering trust and cohesion within the workforce. Effective recruitment and selection help establish a supportive environment that reduces burnout and increases job satisfaction among nursing staff.

Conclusion

The growing attention to employee recruitment and selection stems from rising turnover rates, higher hiring expenses, and increasing burnout. To address these challenges, organizations need to investigate the root causes of turnover and dissatisfaction, developing strategies that enhance competitiveness (Widman & Ritchey, 2017). Early-stage recruitment should focus on understanding candidates’ preferences and goals to better match organizational offerings with employee expectations (Widman & Ritchey, 2017). Additionally, recognizing generational differences and promoting an inclusive workplace are crucial for improving retention (Cabral et al., 2016). Ultimately, effective leadership involves creating an environment that respects diverse generational perspectives and supports employee well-being (Cabral et al., 2016).

Table: Key Attributes and Benefits of Effective Employee Recruitment and Selection

Key Attributes in Recruitment	Impact on Organization
Adaptability	Promotes flexibility in changing work environments
Leadership potential	Develops future organizational leaders
Technological proficiency	Enhances operational efficiency
Autonomy and accountability	Encourages responsibility and ownership
Active participation	Boosts engagement and teamwork
Alignment with organizational values	Fosters cohesion and reduces turnover

References

Abrokwah, E., Yuhui, G., Agyare, R., & Asamany, A. (2018). Recruitment and selection practices among nongovernmental organizations (NGOs) in Ghana. Labor History, 59(2), 185-201. https://doi.org/10.1080/0023656X.2018.1422417

Algorta, M., & Zeballos, F. (2011). Human resource and knowledge management: Best practices identification. Measuring Business Excellence, 15(4), 71-80. https://doi.org/10.1108/13683041111184125

Cabral, R. A., Hanson, D., & Reilly, M. D. (2016). Leading and retaining a multigenerational nursing workforce: Leadership grounded in caring science. International Journal for Human Caring, 20(2), 93-95.

Christensen, J., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757. https://doi.org/10.1108/09596110810899086

Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.

Merhar, C. (2016). Employee retention – The real cost of losing an employee. Retrieved from https://www.peoplekeep.com/blog/bid/312123/employee-retention-the-realcost-of-losing-an-employee