Pros And Cons Of Recruiting In Healthcare Organizations

Healthcare organizations struggle at times finding candidates that not only meet the standard proficiencies for the job, but also have the interpersonal skills needed. Companies can become crippled if the organizational fit of some workers does not match the organizational structure (Montgomery, 1996). Human resources and administration must be able to conduct interviews that can identify proficiency, work ethic, and personality insight (Montgomery, 1996). When recruiting it is important to identify how well someone will fit into the workplace, it at times can have strong advantages, but also disadvantages if utilized to select the applicant. One advantage of selecting an applicant based on their organizational fit into the organizational culture of the company will meet all the criteria of the evaluation process (Montgomery, 1996). If an individual posses the educational, work experience, as well as job experience, language skills, and decent personality this would be an ideal,
You cannot ask someone how many children they have, marital status, when or where they were born (Fallon & McConnell, 2007). You cannot question someone directly about an internet search that was conducted if it results in personal affairs that have no relation to your organization. Employers have a disadvantage when trying to determine if this individual can personally fit in with the culture of the establishment. Human resources and administrators of healthcare industries must find a balance of proficiency and organizational fit into the hiring process. Conducting behavioral profiles identifies a person’s personality. When interviewing mix questions that require more soft answers, and questions that address work requirements. If an applicant demonstrates organizational fit and proper qualifications they will aide in maintaining a positive organizational