Nurse Recruitment Analysis

“Recruiting is the process of creating a reasonable pool of qualified candidates for a job opening” (Lussier & Hendon, 2016, p. 194). If organizations hire competent staff that provides safe quality care that organization can invest in ongoing development of the new hire (Markey & Tingle, 2012). Therefore, the recruitment process, which involves human resources (HR) and the nurse manager (NM), is key to successful health care organization. The purpose of this paper is to investigate the selection process, identifying the role expectations of the nurse manager and human resource representatives. Moreover, the paper will encompass the skills and the right fit of the desirable candidate for a new graduate RN position. In addition, the paper
180). Two years ago, the CSLB partnership created a surplus in RNs. In the next 5 years we expect a large percentage of RNs to retire; therefore, our program will create enough supply for our demand. The recruitment process has a high yield ratio because almost all applicants automatically make it to the hiring process due to high graduation rate (Lussier & Hendon, p. 180). The cost per hire is very high due to the paid tuition cost. Essentially, it takes three years to hire a new group; however, they are constantly produced. It is vital to understand if the recruiting process is cost-effective through evaluating the cost-benefit ratio (Lussier & Hendon, 2016, p. 180).
According to McGuigan and Stamatelos (2010), recruitment requires commitment from the organization to attract, screen and select the best fit while ensuing that the candidate thrives and continues to grow. Unfortunately, hiring a RN while they are students is not the most effective recruitment process. The organization had to hire a few RNs with poor performance and poor attitude, which are eventually weeded out but much money is spent on orientation. It is very disappointing that the management team is not afforded the opportunity to select the most qualified
The hiring process is a partnership between NM and HR department. Significant change is needed in this organization to focus on attracting, screening and selecting the best candidate for the open positions. Key components to hiring are confirming the job description matches the expectations. In addition, interviewing skills are important in eliciting information about the candidate. Creating a cost-effective selection process is complex but worth the effort to hire qualified staff that fit into the culture of the organization that will work together to provide competent safe patient