1. Chapter 5 Recruitment, Selection, and Retention Recruitment The Recruiting Message Selection Turnover and Retention Copyright 2011 Health Administration Press

2. Recruitment Defined Recruitment refers to the methods organizations use to attract qualified individuals on a timely basis and in sufficient numbers and to encourage them to apply for jobs. Key decisions in recruitment: – Should we promote from within, or should we recruit from the environment? – Should alternatives to full-time employees be used, such as outsourcing and flexible staffing? – How important is it for employees to fit the culture of the organization? Copyright 2011 Health Administration Press

3. Factors That Influence Job Choice Individual characteristics and preferences Vacancy characteristics, such as salary, benefits, and opportunities for advancement Challenge and responsibility in the job Job security Geographic location and employee lifestyle concerns Organizational culture Other factors, such as travel requirements Copyright 2011 Health Administration Press

4. Human Resources Information System: Key Recruitment Data Skills and knowledge inventory Previous applicants Recruitment source effectiveness and cost – Yield ratios – Cost – Cost per applicant – Cost per hire – Offers by recruitment source Application rate Time to hire Recruiter effectiveness Copyright 2011 Health Administration Press

5. Advantages and Disadvantages of Internal Recruitment Advantages May improve employee morale Permits easier assessment of applicants May be faster and lower cost Good motivator for performance Applicants more knowledgeable about the organization May reinforce employees’ sense of job security Disadvantages Possible morale problems for applicants not hired May lead to “inbreeding” May require strong management development May manifest the Peter Principle May cause ripple effect in vacancies Copyright 2011 Health Administration Press

6. Advantages and Disadvantages of External Recruitment Advantages Brings new ideas into the organization May be less expensive than training internal applicants External applicants do not have dysfunctional relationships in the organization Disadvantages May identify applicants with technical skills but lacking in fit with the organization May create morale problems for internal applicants not selected May require longer adjustment and socialization Reliable information about applicants may be difficult to obtain Copyright 2011 Health Administration Press

7. Selection Person–job fit: Does the applicant have the technical requirements to do the job? Person–organization fit: Does the applicant share the values, culture, and attitudes of the organization? Selection tools: procedures to obtain information about job applicants – Critical incident analysis: Useful for uncovering hidden or less formal aspects of job performance – Reference checks – Job Interviews Structured Unstructured Situational questions Experience-based questions – Applications and resumes – Ability and aptitude tests – Assessment centers Copyright 2011 Health Administration Press

8. Nurse Retention: Effective Strategies Select the right employees. Improve orientation and on-boarding processes. Monitor turnover to identify root causes. Develop and implement strategies to retain highly valued employees. Attempt to reverse decisions to leave. Copyright 2011 Health Administration Press

9. Nurse Retention Competitive compensation Well-structured jobs with sufficient autonomy and flexibility Strong and effective management and supervisors Career growth opportunities Example: Magnet Recognition Program acknowledges healthcare organizations that provide excellent nursing care Copyright 2011 Health Administration Press

10. International Recruitment and Migration Push factors are factors that cause someone to leave a country to work elsewhere. – Low pay – Poor working conditions – Political instability and insecurity – Inadequate housing and social services – Lack of professional development Pull factors are factors that attract someone to come to a host country. – Professional training – Better job opportunities – Safety – Higher wages – Better working conditions International recruitment has important ethical implications, including “brain drain” concerns. The UK National Health Service has developed the Code on International Recruitment. Copyright 2011 Health Administration Press