Reference no: EM132850263 , Length: 2

Intake meetings

• "HR will arrange a meeting with the hiring manager to conduct an intake meeting prior to posting a job opening to learn more about the position, the requirements, and the profile of the ideal candidate. The recruiting strategy will be set during this meeting and expectations will be established with all of the key stakeholders."

Job postings

• "HR will create job postings that briefly describe the job opening and communicate the hospital's brand. All job openings will be posted concurrently on the hospital's intranet and externally, with sources such as employment agencies Web sites and other apps. The job ads will remain posted until the position is filled." Mrs. Judy emphasized that the HR department will be responsible for tracking all of the applicants and retaining applications and resumes as required. She noted that apps and software like HRMIS are very useful in managing candidate information.

Internal applicants

• "Current employees with a satisfactory employment status may apply for internal job openings. The consent of the employee's manager and the HR department may be necessary for employees with less than 1 year of service with the hospital. All applicants for a posted vacancy will be considered based on their qualifications and ability to perform the job successfully. Internal candidates who are not selected will be notified by the HR department."

Interview process

• "The HR department and the hiring manager will screen applications and resumes prior to scheduling interviews. Initial interviews are generally conducted by the HR department and the hiring manager using behavior-based interview questions and a structured interview process. Candidate evaluation forms will be completed after each interview and retained with the application. The unsuccessful candidates will be notified of their nonselection."

Reference checks

• "HR will conduct professional reference checks and employment verification on the top candidates based on the results of the candidate evaluation forms completed by the interviewers. A minimum of three professional references are required from each candidate."

Job offers

• "After a decision has been made to hire a candidate, an offer will be made contingent on the satisfactory completion of required background checks and testing. The offer may contain a salary structure and benefits package. Backgrounds are ordered and done with the permission of the candidate. This may include criminal history, credit history, driving record, drug testing, or any other relevant information for the job. Internal applicants must complete required background checks or tests not previously completed. Once the HR department receives satisfactory results from all required background checks and tests, candidates will be provided with a final job offer. If a candidate fails to accept an offer of employment within 7 calendar days, the offer may be rescinded by the company."

With regard to retaining staff, Mrs. Judy advanced the following recommendations:

1. Good benefits, competitive wages, and bonuses
2. Effective employee training, development, and empowerment
3. Providing needed resources for staff
4. Using mandated and appropriate scheduling standards and ratios
5. Enforcing quality performance initiatives

Using the scenario above, respond to the following questions:

Question 1: Why was Mrs. Judy's response about brand name significant to her employers?

Question 2: Mrs. Judy identified the role of technology in HR functions such as job postings. What could be an advantage of the use of HR apps in performing HR functions?

Question 3: When selecting a candidate, HR makes a job offer. According to Mrs. Judy, what should be the composition of a typical job offer?

Question 4: What is the difference between a preliminary job offer and a final job offer?

Question 5: Mrs. Judy mentioned internal and external candidates in the recruitment process. What advantages would an internal candidate have over an external candidate for a job opening in a hospital?

Question 6: A first impression is very important during an interview. What would convince the interview panel that Mrs. Judy would be a good fit for the position of Director of Human Resources?

Question 7: Certification is very important for HR personnel. The interview panel selected Mrs. Judy partly because she was certified. What would be one of the interview panel's reasons for selecting a certified HR Director like Mrs. Judy?