Response on Hiring Process

You are selected to be part of a hiring committee for new staff members on a medical-surgical unit. As the committee discusses the hiring and evaluation process, they ask your opinion on the following two points:

The role of the manager in the selection process.
Two criteria that should be included in the evaluation appraisal of staff nurses on the unit. ( NO INITIAL RESPONSE IS NEEDED TO THESE QUESTIONS! Please just respond to the posts below in regards to the above topic).
One scholarly article must be cited in APA 7 format for each response.

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POST 1 to respond to (100 words)
Hiring innovative and committed staff is really crucial to the success of a unit. In the hiring process, the manager is instrumental in the selection process as the employee not only reports to them but also works with them throughout the day. Ensuring a good fit is beneficial as it promotes positive interactions and expectations can be discussed between both parties. In a 2017 study, nursing interviewers were seeking nurses with the best fit and that includes determining where the candidate has the right values and attitudes, right experience, adequate communication skills, their long term intentions and the manager’s overall feeling about the interview (Haynes et al., 2017). These components led to better outcomes and managers were more likely to hire candidates that met these criteria. Additionally, managers also needed to consider cultural variations and education amongst candidates (Haynes et al., 2017). Among all my experiences, I have interviewed with my reporting manager along with a few other key figures within the department in various industries. Nursing is no different. The ability for managers and staff to work together can impact the work environment greatly. There have been many instances where I have seen staff and managers butt heads which leads to conflict and reduced efficiency within the team. As a result, having the direct manager conduct the interview is advisable as it leads to more favorable outcomes.

In hiring, two criteria to consider are candidates with empathy and confidence to act independently (Koontz, 2019). More specifically, the criteria should be whether the candidate possesses emotional intelligence and critical thinking skills. When reviewing the candidate, consider interpersonal communication both over the phone and in person. In order to determine whether the candidate has EI, consider asking scenario-based questions such as, “Tell me a time when you made a mistake at work?” (Koontz, 2019). As for critical thinking, asking the candidate for examples or providing examples and asking what they would do in that scenario would suffice. The reason one should seek these criteria is so that the candidate is able to perform the demands of the nursing RN job well. Nurses require great emotional intelligence when working with peers, patients, patient families and other care teams. Similarly, an RN needs great critical thinking skills as well as decision-making skills so that they can make the best decision possible for their patients. These qualities seem to be the most often sought when selecting candidates.

POST 2 TO RESPOND TO (100 words)
The hiring process at any institution can require a great amount of oversight which includes qualifications, screenings, and availability. Managers must navigate through a strict budget for their cost center and keeping safe patient nurse ratios. Managers can use the budget-based staffing model to fit the needs of both the department and the budget (Yoder-Wise, 2019). This type of approach the nurse manager can decide on how many nurses based on historical data collected (Yoder-Wise, 2019). For example, using national scales and standards with the number of hours per patient needed historically in the unit (Yoder-Wise, 2019). In this budget-based staffing a nurse manager must pay close attention to the productivity index of their unit (Yoder-Wise, 2019). This index accounts for all hours worked projected costs and actual pay cost among other metrics (Yoder-Wise, 2019). Understanding the above the nurse manager’s role in the hiring process is to be a good steward of company resources, ensuring the employee is flexible with their scheduling and lastly, that the employee fits the unit culture. How a manager is a good steward of company resources is ensuring both fair and equitable pay for all staff that is being brought onboard.

Scheduling flexibility can have a positive impact on the ease of scheduling and decrease absenteeism (Ingels & Maenhout, 2017). The hiring manager must be able to know the degree of scheduling flexibility of each candidate to ensure a higher rate of substitutability within the team (Ingels & Maenhout, 2017). Regarding the candidate evaluation, there are two criteria’s that should be evaluated. First, is the candidate responsible? This is extremely important in the health care setting as there are many ways a nurse can affect the outcome of a patient through negligence (Yoder-Wise, 2019). Gauging responsibility will indicate if the client is dependable not just to show up to work but to also complete their assignment well (Yoder-Wise, 2019).

Lastly the other criteria that should be assessed for a candidate is if they can effectively communicate to others on the health care team and most importantly, the patient (Yoder-Wise, 2019). So much of a nurse’s job is education, it must be insured that a nurse can effectively communicate with a patient with the appropriate terms. It is no beneficial to a patient if a nurse exclusively uses medical terminology. In conclusion, the nurse manger in the hiring process must take into account their budget, the need for more staff on the unit, and lastly the candidate’s ability to both be responsible and effectively communicate.

POST 3 TO RESPOND TO (100 words)

The role of the nurse manager in the hiring process is to recruit, hire, train, and manage their staff. This is an important responsibility and should be taken seriously, as those that are chosen to be hired will become representatives for the hospital or facility. They will also be responsible for patient care, and lives will be in their hands. As far as criteria that a nurse manager would look for there are many things you want to look at in the nurse’s background, aside from the nurse being competent in their skills. First, you will want to make sure the belief of the nurse and their approach to care matches up with the beliefs of the hospital and institution. This will ensure that there are common goals between the nurse and the facility and will minimize conflict in the future. By ensuring the nurse has a likeminded philosophy of the facility it will also increase employee satisfaction and decrease the turnover rate. This is something that will decrease hospital costs. Another aspect is that the safety and quality of care that the nurse delivers will match that of what is expected by the facility. The safety and quality of patient care will also allow for the patient and their family to have a higher satisfaction with their care, all of which are positive outcomes (Cain et al., 2018). The second characteristic that a nurse manager should look for in a nurse that you are considering hiring is that they will work well with the team that you currently have on staff. This is important because you want to reduce potential conflict and miscommunication between your staff. By preventing conflict and ensuring that the nurse will communicate well with the other team members, a positive work environment will be established. A nurse that has good teamwork abilities will also be able to work well with patients and their families which is another important aspect of nursing (Potts et al., 2020). For more information on Response on Hiring Process visit this:

Response on Hiring Process

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