Evaluating Recruitment Strategies in Healthcare Organizations

The task focuses on analyzing the 2016 Healthcare United recruitment and selection policies. Students will assess time management issues, technological adjustments needed for competitiveness, streamlining shortlisting, and optimizing interview preparations. By understanding these elements, students can propose actionable recommendations to enhance organizational efficiency in HR practices within healthcare settings.

Running head: REPORT ON HEALTHCARE UNITED 2017 1
Report on Healthcare United 2017 for Recruitment and Selection
Name
Institutional Affiliation

REPORT ON HEALTHCARE UNITED 2017 2
Report on Healthcare United 2017 for Recruitment and Selection
Introduction
The policies for healthcare for the year 2016 seems to be a bit contrary to the current
Healthcare united policy for 2017 and therefore it needs some adjustments in order to be in line
with the present policies and procedures. Despite the fact that it seeks to employ a lot of people
to do the work that they want to be done in a professional way by professionals, it should seek to
employ the employees it wants who are qualified and who will fit in the posts they will be posted
(Pynes & Lombardi, 2011). According to the 2017 Healthcare United, it aims to employ an
additional 500 healthcare professionals to expand its operations and to provide quality services to
the growing influx of the clients.
The Objective of the report.
The key purpose of carrying out the report was to analyze the policies and procedures of
recruiting and selecting processes for new employees into an organization that is in line with the
Healthcare United 2017 legislation.
Terms of reference.
The report was carried out with reference to the 2017 Healthcare United legislation that
suggested the 2016 Healthcare United policy to be adjusted and reviewed in some key areas that
seemed to be cumbersome and perceived to be time consuming. This will help in making
adjustment in future so as to avoid time lost while handling the outdated procedures.
Procedure. Steps taken.
The steps that were taken were meant to bring back a new dimension in acquiring new
staff and handling the clients in the healthcare systems. The procedure that was involved in the

REPORT ON HEALTHCARE UNITED 2017 3
report in the report are as follows in the recruitment and selection of new staff according to the
2017 Healthcare United is as outlined below:
1. Time frames.
The time frame for every stage of recruiting, selecting and employing the new staff
should be followed and it should be allocated appropriately so as to avoid much time on less
important things.
2. Personnel involved in recruiting and selecting.
The manager should assume major responsibility for the recruitment and selection of the
staff, the training of the required personnel and the supporting documentation from the
successful staff after undergoing through the interview and making to the next stage (Bottomly,
2011). This helps to save on time, resources and space for doing other things. Here, the Human
Resource department will support managers while handling this role as it’s for the organization.
The timeframe for recruitment and selection will be two to three weeks maximum and does not
involve a lot of procedures as it’s the case with the 2016 Healthcare United procedures that
requires one to get the ‘permission to recruit form’ something that seems to be quite cumbersome
and time consuming (Arthur, 2012). Thus all the vacant positions will be advertised internally
and externally for a period of ten working days unless special exemptions apply and the
information given to the manager within the stipulated timeframe and be advertised online and in
leading national newspapers (Bartram, 2000).
3. Job offer.
Healthcare united interviews are to be conducted by the departmental managers that best
places the newly acquired staffs according to their efforts and where they fit well. This interview

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from the selected trained panel exposes the new staff to the reality that they will meet in the field
they are yet to join and work on delivering their services to the client.
4. Feedback to Applicants.
After the process of interviewing the new staff is over, it’s the responsibility of the
manager to select the staff subject to reference. It saves time for a lot unlike the case with the
Healthcare United policy that takes additional time with those who were unsuccessful.
Thus, HealthCare United 2017 has brought a new revolution to the staff acquiring and should be
adopted widely as it an equal opportunity employer and fast (Bernerth, 2005).
Findings.
Throughout the report, it was found out that a lot of time is consumed while using the
2016 Healthcare United procedure because of its lengthy and tedious steps, the HR is involved in
the advertisement of the vacant positions within the organization, short listing takes a lot of time
of upto five days, a lot of time is consumed while preparing the interview and also it takes abit
longer to interview an applicant and it takes up to two days to complete the shortlisted
candidates.
It was also found that a lot procedures are involved all through the interview time which
involves a lot of staffs from different ranks in the interview something that seems to be lengthy,
reference checks are also done during the selection process. Moreover, it was found out that the
candidates who were unsuccessful are provided with feedback after the interview by having a
meeting with the HR.
Observations.
During the period of conducting the report, it was observed that despite the ingress of
modern methods of recruiting and selecting the new staff, there is still the need to educate and

REPORT ON HEALTHCARE UNITED 2017 5
introduce the new methods of recruiting and selecting new staff. This will enable easy and
smooth flow of activities involved right from the time a position is advertised to interviews,
selection till it gets to the training of the newly acquired staff into the organization. During the
research on the report, it was discovered that after the whole process of recruiting new staff
members into the organization, the candidates who were not successful are contacted and given
feedback. The HR is also handed copies of notes about the unsuccessful candidates. To be in line
with the 2017 Healthcare United legislations, the 2016 Healthcare United need adjustments in
the following areas in order to offer quality services with each passing day:
The recruiting and selecting process.
The recruiting and selecting process should involve acquiring only best and most
qualified and trained human resources available for the clients in order to offer the best services
that the clients desires to have. This is achieved through the acquired labor and they should strive
towards bringing out the best from the working team.
 Technology Advancement.
The Healthcare United act for 2016 should have with them the latest or modern
technology for the services to be rendered because technology changes with every passing day
and they should stay updated with the changes. They should also innovate the culture of that will
build its name in and around the organization and its environs. Through innovative practices, up-
to-date advancements and customer care to the clients, it helps build confidence and reliability
from the clients as they receive the best services according to their needs and satisfactions.
 Facilities Available.
The facilities available should cater all the clients without sidelining any one whether
young, old or who are mentally and physically challenged and should be the best as it’s a

REPORT ON HEALTHCARE UNITED 2017 6
competitive environment. The procedures for handling and service delivery should be given
priority and administered in a professional way so that the facility can build a good reputation
and have a good public image (Blacksmith & Poeppleman, 2014).
 Feedback to unsuccessful applicants.
A good employer should select and recruit the staff that it can handle right from selecting
those to invite for interview till the time for giving the feedback. Thus, giving feedback to those
who did not make to the other level should be left out because it seems outdated. It should rather
be replaced by time to train and equip the newly recruited members into the team (Burt, 2004).
Consequently, it does not comply with the current legislation and therefore should not be applied
in the current legislation because its cumbersome ,time consuming and may have some overhead
expenses to the organization (Elearn Limited, 2009).
Recommendations.
The areas to be revised from the 2016 Healthcare United are meant to bring out the
simplicity of acquiring new members into the organization, filling the left positions in the office
among others. The recommendations include the:
 Filling the vacant positions in the organization.
The element of time should be considered because a lot of time that is used to look for
new employees should rather be used in other activities that may bring henceforth benefits to the
company. Thus the vacant positions should be filled within the shortest time possible in order to
save on time as is with the case with the 2016 Healthcare United policy (Delanty & Engin,
2003).
 Technology adjustments.

REPORT ON HEALTHCARE UNITED 2017 7
The organization with long term goals and objectives should have modern technological
advancement in order to survive and counter competitors because in this competitive
environment it’s all about the services that you offer your clients (Ambrose & Rosse, 2003).
Personally, I suggest that new and advanced techniques should be integrated into the service
deliveries to both the clients and the staff.
 Short listing and recruitment of new staff.
The process of short listing and recruiting new staff should be as done within the shortest
time and should avoid a lot of time consuming activities but should rather use the spare time in
other activities. Through this, delay time is minimized to the lowest level possible.
 Interview preparations.
The process of interview should be done within the shortest time possible. This will give
the trainers sufficient time to prepare themselves well enough both psychologically and also have
their trainees made familiar with what they are going in their respective fields. This will help in
focusing the time and the newly acquired skills, knowledge and efforts in delivering the services
to the clients and staff.

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References
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York:
AMACOM.
Ambrose, M.&,Rosse , J. (2003). Procedural justice and personality testing. An examination of
concern and typicality. Group and Organization Management, 28(4), 502-526.
Bartram,D. (2000). Internet recruitment and selection: Kissing frogs to find princes.
International Journal of Selection and Assessment, 8(4), 261-274.
Bernerth, J. (2005). Perceptions of justice in employment selection decisions: The role of
applicant gender. International Journal of Selection and Assessment, 13(3), 206-212.
Blacksmith, N.& Poeppleman, T. (2014). Three ways social media and technology have changed
recruitment. The Industrial Organizational Psychologist, 52(1), 114-121.
Bottomly, L. (2011).Social Media: New Opportunities and Headaches. Employment Law
Seminar, Atter Wynn LLP, 1-13.
Burt, L. (2004). Recruitment revolution. Personnel Today, 31.
Delanty ,G.& Engin, I. (Eds.), (2003). Handbook of historical sociology. London: Sage
Elearn Limited (Great Britain). (2009). Recruitment and selection. Amsterdam:
Elsevier/Pergamon.
Pynes, J., & Lombardi, D. N. (2011). Human resources management for health care
organizations: A strategic approach. San Francisco: Jossey-Bass.