Healthcare Human Resource Management Literature Review 2022

Running head: HEALTHCARE HUMAN RESOURCE MANAGMENT
Healthcare Human Resource Management
Author Name(s)
Institution
Author Note

HEALTHCARE HUMAN RESOURCE MANAGMENT 1
Introduction
Talent acquisition is a process that lies at the heart of every organization. Nowadays,
most organization are coming up with different strategies for attracting the ‘best fit’ talents to
their organizations. While approaches differ from one company to another, there is a general
consensus that getting the best talent is one of the biggest challenges that organizations have to
deal with. The reason is that recruiting qualified candidates is not enough. Organizations have to
ensure that they are successfully recruiting people who are skilled enough that there will prevent
any occurrence of a gap should there be a need for promotion or a succession plan. In addition to
the recruitment process, organizations need to ensure that they have effective measures for
employee retention. In this way, an organization will be able to acquire the best talent and
prevent them from leaving their company. This paper aims to discuss the scope of the
employees’ recruitment and retention process.
Literature Review on Employee Recruitment
In Human Resource Management (HRM), recruitment forms as the most significant
process for the growth and performance of an organization. Organizations carry out the process
of recruitment both at the corporate and business level (Nordic Council of Ministers, 2014). At
the corporate level, the recruitment process involves the overall HRM process such as
considerations of the board (Daft, Kendrick, & Vershinina, 2010). Whereas at the business level,
recruitment involves finding employees who can carry out a task at hand (Daft et al., 2010).
Regardless of the level of recruitment, the organization seeks to find the ‘best fit’ when hiring
staff.
Every recruitment starts with attracting people to submit their application. According to
Elton and O’Riordan (2016), one of the most effective approaches in attracting applicants is

HEALTHCARE HUMAN RESOURCE MANAGMENT 2
where the organization provide relevant information about the job requirements. While
considering that, the organization should also ensure that their job requirements are clear enough
to avoid attracting the incompetent applicants who will end up slowing the process. In addition,
organizations should also keep in mind that they not only need to recruit persons, but they also
need to develop and retain the best talents. Therefore, winning the best candidate should not be
sacrificed for other means. For instance, many organizations begin the recruitment process by
gathering information where the applicants fill up forms. According to E. E. Lawler (2017), this
process is good, but organizations should not make the forms hard in a way that it will prevent
even the best applicants from reaching the end.
While organizations are conducting their interviews, there is a need to understand that
talent acquisition in the modern dynamically changing business environment is a complicated
process. However, most organizations have come up with modern methods which not only make
talent acquisition easier but also a fun way of interacting with applicants. Most of the
organizations are using simulated experience or apps that are aimed at making the recruitment
process user-friendly. For instance, E. E. Lawler (2017) explains that the Microsoft process of
fusing the recruitment process with games reduces the boredom of the process. Other than
making it a fun experience, the process also familiarizes the applicants with the company culture.
Other organizations use a method of providing applicants with tasks related to the job as a way of
identifying their skills. Other modern methods involve using temporary assignments, internships
and contract hire where candidates with best performance graduate to becoming the company
employees (Lawler, 2017).