Recruiting Strategies for Emergency Nurses at St. Mary's Hospital

This article discusses the job description and job specification for an Emergency Nurse at St. Mary's Hospital, Camrose, AB. It also explores the ideal recruiting strategies and important skills, knowledge, and abilities (SKAs) of Emergency Nurses. The article concludes with six interview questions that could be used to explore the SKAs of Emergency Nurses.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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1. Job description
i. Job Title: Emergency Nurse
ii. Job Location: St. Mary’s Hospital, Camrose, AB
iii. Job Summary: The St. Mary’s Hospital, Camrose, is looking for a quick thinking as
well as compassionate Emergency Room Nurse to join the Emergency team. The job
role of the selected candidate includes performing laboratory work, handling patient
assessment at the initial stage and creates instructions for the patients who are not
admitted to the hospital.
iv. Reported to: Emergency Room Doctor, Mr. X
v. Job Duties:
 To make accurate and quick assessments of the incoming patients
 Identification of medical issues of the patients
 Documentation of the medical history
 Checking for any allergies as well as current medications
 Accessing the height, weight, heart rate, blood pressure as well as the body
temperature of the patient.
2. Job Specification
i. Educational Qualifications: Associate's degree at minimum, bachelor's degree
required for some positions
ii. Additional Requirements: State Nursing License, Basic Knowledge of professional
nursing principles as well as techniques used for assessing, caring and treating
inmate patients.

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iii. Experience: Minimum 1 year of job experience in the same field
iv. Training Session: On the job training for 6 months
v. Required Skills:
vi. Responsibilities:
 Maintenance of healthcare standards in the emergency room.
 Providing assistance to the doctors with checking patients.
 Generating initial insurance paperwork as well as performing tirage work for doctors.
 Provision of assistance to healthcare service users as well as their family members during
treatment recommendations as well as test results
 Maintaining contact with the laboratory personnel so that any initial lab findings can be
reported to the Emergency room doctors.
 Making an arrangement of healthcare service users who need to be admitted to the
hospital on an emergency basis.
vii. Additional skills:
 Ability to Remain Calm
 Being Assertive
 Proper Time management
 Personal coping methods
3. Identification and justification of 3 ideal recruiting Strategies
i. Creation of a Nurse specific career site:
This recruitment method will help the management of the mentioned hospital to attract
the attention of the potential candidates (Lane, Armin & Gordon, 2015). A targeted

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microsite will allow the management to tailor the content specifically to the profession so
that the hospital develops better chance of finding highly skilled candidates.
ii. Multi-targeting via Social Media, Radio and Direct Mail
This recruiting method will ensure that a huge pool of candidates is available for
recruitment. According to the survey, more than 94 person adults still can be reached out
through radio (Temple & Brown, 2012). Considering the fact that the HR department
wants to reach a comprehensive nursing audience, it is important to reach through
advertisement to all ages and area.
iii. Student Recruitment
This recruitment method can be considered as one of the most effective recruitment
strategies to deal with the increasing shortage of Nurses. The HR management of St. Mary’s
Hospital can recruit students from nursing colleges one year before their graduation (Lyon et
al., 2013). This will not only increase the workforce of the hospital but will also provide a
long-range staffing plan which are essential to provide superior quality of care to the
healthcare service users.
4. Design of an online advertisement
ST. MARY’S HOSPITAL, CAMROSE, AB - CANADA
The St. Mary’s General Hospital has fostered cultural innovation, respect and compassion for
more than 90 years till now. The highly employee-friendly environment of the intuition has
helped the employees to perform to the best of their ability. So when you will join the emergency

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team of St. Mary, you will join a team that is dedicated to make St.Mary the safest a well as most
effective healthcare institution in Canada.
Position requirements:
 Maintenance of healthcare standards in the emergency room.
 Providing assistance to the doctors with checking patients.
 Generating initial insurance paperwork as well as performing tirage work for doctors.
 Provision of assistance to healthcare service users as well as their family members during
treatment recommendations as well as test results
 Maintaining contact with the laboratory personnel so that any initial lab findings can be
reported to the Emergency room doctors.
 Making an arrangement of healthcare service users who need to be admitted to the
hospital on an emergency basis.
5. Identification and list of four most important skills, knowledge, and abilities (SKAs) of
Emergency Nurses
Knowledge: Basic Knowledge of professional nursing principles as well as techniques used
for assessing, caring and treating inmate patients, care and treatment of inmate patients.
Skills: Proper Time management
Ability: Ability to stay calm an composed at the adverse situation

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6. Development of six interview questions that could be used to explore the SKAs listed in
question
1. Why did you decide on a career as a nurse?
2. How will you handle a highly abusive patient?
3. Tell us your strategies for handling multiple patients who need attention at the same
time?
4. How will you deal with a patient who is not satisfied with your patient care?
5. Tell us what you feel to be one of your greatest skills as a nurse?
6. How will you handle stress and anxiety associated with the job?

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Reference list:
Lane, T. S., Armin, J., & Gordon, J. S. (2015). Online recruitment methods for web-based and
mobile health studies: a review of the literature. Journal of medical Internet
research, 17(7).
Lyon, S. R., Trotter, F., Holt, B., Powell, E., & Roe, A. (2013). Emotional intelligence and its
role in recruitment of nursing students. Nursing Standard (through 2013), 27(40), 41.
Temple, E. C., & Brown, R. F. (2012). A comparison of Internet-based participant recruitment
methods: Engaging the hidden population of cannabis users in research. Journal of
Research Practice, 7(2), 2.