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It is important to ensure that the recruitment and selection procedures have to match with the skills of the applicants that will match with the staffing process. Both the entity goals, Jamrog (2008) notes, as well as the legislation will be compiled in the process. The basic purpose of recruitment and selection is to hire sufficient staff that will help the organization's basic objective. In general, we look for the knowledge of the applicant and the better the knowledge is, he or she will be more fitted into the job and finally, the productivity will be higher.
There are several steps, but the most important is to plan the general staff recruitment before starting out the process. After that, the management has to post the jobs and after receiving the applications it is important to screen them. After screening, interviewing the candidates and assessment of the candidates are important. The management has to have a clear idea of what qualities they are looking for from the potential candidates. This will be good for both the management and the candidates. At least the candidates will have a first hand knowledge about the expectations from them.
The process is designed in such a way that it will benefit that specific entry as well as it will give the greatest amount of knowledge to the recruiters about the identification of the proper candidate. According to Kesler (2004), the recruitment process of our organization maintains different laws like, Title VII of the Civil Rights Act, Age Discrimination in Employment Act, Equal Employment Opportunity Act etc. In the year 1970, the Equal Employment Opportunity Commission pointed out some guidelines for the selection of employees that will go on to assist the employers to comply with the Federal Laws that will prohibit the different types of discriminatory practices. We also follow the guidelines strictly.
Any entity, be it commercial or non-commercial, employs staffs so that the working procedure of the company becomes smoother. Hence, it is important to [link widoczny dla zalogowanych] closely examine the general relationship between the industrial processes and the selection and recruitment process. It is the industrial process, which first identifies about the necessity of recruiting the staffs. After that, they systematically put their demands to the management and then, the management conducts the recruitment. It is now the duty of the Human Resources Department, particularly in health sector, Lawler (2007) notes, as well as the management to look for the new employees [link widoczny dla zalogowanych] and for doing that they do publish advertisements in mass mediums. Other aspects like references and promotions also take place in the companies. But it is always important to involve new people into the organization to make it more and more effective.
In our concern, we look at the processes in both ways, so that both the management and the patients benefit from that. So, there is a close relation between the two departments. We deal with health care services and it is important that we do not lose our workforce. For the last recruitment, we have only recruited doctors and medical staffs who are experienced in the child-care and maternity processes. This is done as we were lacking employees in these two departments and as both of them are closely linked, the recruitment was done together. In this part of the discussion, we will give an example of a practical scenario. And after that, we will discuss about the subsequent recruitment and staffing process of our organization. There was a time we were seriously lacking man power in different units as well as we were thinking of expansion.
We first decided that what the different aspects of expansion are that we will need. It was decided that there will be four different departments that will be added, one will be the orthopedic department, which will be the most important in the process, and the others will be sports medicine department, department of dermatology and finally, a dental clinic. Along with these four, we wanted to increase staffs in some other departments also. With the expansion of the departments, it is important to increase the staffs in the management and other medical workers (Rondinelli & Black, 2000). So, we first published an advertisement about the recruitment of office personals. It took us about a week to finalize the applicants who will come for interview and after the interviews we quickly selected the candidates, who immediately came on board. After that, we again made a team of selectors, in which there were personnel from the HR department as well as some experienced employees to find doctors and medical workers for the new and existing departments. We gave first priority to the existing departments and for that the interview and subsequent screening processes [link widoczny dla zalogowanych] went on. That was the same for the medical workers.
We looked for both experienced and fresher candidates, as we always believe that a healthy [link widoczny dla zalogowanych] mix of experience and new workers can do a world of good for any concern. Finally, there was the time to recruit both doctors and medical personals for the new departments. For any organization, the recruitment process is as important as any other profit making aspects. Actually, it will be the employees who will later help to earn revenues. Generally, Porter (2008) noted, when a company recruits someone, be it a fresher or an experienced candidate, it spends a fortune to train that [link widoczny dla zalogowanych] person in the procedures, and the company has to be certain that the person is capable of returning the capital with his or her involvement with the company. We can say that there are a number of employees who always look for a better opportunity and as soon as he or she gets one leave the previous company. This can be bad for the company as well as for the employee. So, the integrity towards the company the person is working for is important.
First and foremost, Robbins (2005) noted, organizations need to [link widoczny dla zalogowanych] define whether they want to grow. Proper planning is the key behind strategic growth. Analysis should be made, regarding the kind of positions before thinking of a growth. As part of this analysis, organizations need to decide whether the positions are technical or managerial, how important the soft skills are for the [link widoczny dla zalogowanych] positions, and whether there are any location constraints. In case of internal recruitment, organizations should have a [link widoczny dla zalogowanych] proper cross training plan, so that the employees can be productive in their [link widoczny dla zalogowanych] new role easily and comfortably. Cross training also helps in creating multi-skilled talent pool within the organization. In the case of external [link widoczny dla zalogowanych] recruitments, the media of advertising needs to be chosen judiciously. In the job advertisements, organizations should project the roles properly, so that these can attract the best and brightest talent. A competency based interview structure is likely to give good results in recruitment decision.
Along with traditional recruitment and selection practices, talent management is also equally important in today's marketplace. For managing talent, Ramlall (2007) noted, organizations should derive good retention strategies. Competitive compensation structure is a motivation parameter for attracting good workforce. So, to retain the workforce, the organization should also stress on creating other value propositions for the employees. Healthcare organizations should create a good knowledge base, and encourage the cross skill enablement for their employees. Finally, organizations should always gather long term data and use the data to do statistical analysis of what is working well for them. They should use this analysis in formulating their recruitment and talent management strategy.
The talent management [link widoczny dla zalogowanych] practices have further increased the effectiveness of recruitment, selection and retention practices in order to meet the organizational needs. Globalization has led to the development of competitive economy. The changing times have also influenced organizational objectives. Naturally, the recruitment strategies need to be modified in order to accommodate the changing organizational goals. Thus, it should be noted that recruitment and hiring is one of the most important as well as tough jobs, while running an organization. It can determine the proper working process and earning of revenues of the organisation. That is why the management [link widoczny dla zalogowanych] always gives it so much importance.

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