Chapter 5 Recruitment, Selection, and Retention Recruitment The Recruiting Message Selection...

Copyright 2011 Health Administration Press

Chapter 5Recruitment, Selection, and Retention

• Recruitment• The Recruiting Message• Selection• Turnover and Retention


Recruitment Defined

• Recruitment refers to the methods organizations use to attract qualified individuals on a timely basis and in sufficient numbers and to encourage them to apply for jobs.

• Key decisions in recruitment:– Should we promote from within, or should we recruit from

the environment? – Should alternatives to full-time employees be used, such as

outsourcing and flexible staffing?– How important is it for employees to fit the culture of the

organization?


Factors That Influence Job Choice

• Individual characteristics and preferences• Vacancy characteristics, such as salary, benefits,

and opportunities for advancement • Challenge and responsibility in the job• Job security• Geographic location and employee lifestyle

concerns• Organizational culture• Other factors, such as travel requirements


Human Resources Information System: Key Recruitment Data

• Skills and knowledge inventory• Previous applicants• Recruitment source effectiveness and cost

– Yield ratios– Cost– Cost per applicant– Cost per hire– Offers by recruitment source

• Application rate• Time to hire• Recruiter effectiveness


Advantages and Disadvantages of Internal Recruitment

Advantages• May improve employee morale• Permits easier assessment of

applicants• May be faster and lower cost• Good motivator for

performance• Applicants more

knowledgeable about the organization

• May reinforce employees’ sense of job security

Disadvantages• Possible morale problems

for applicants not hired• May lead to “inbreeding”• May require strong

management development

• May manifest the Peter Principle

• May cause ripple effect in vacancies


Advantages and Disadvantages of External Recruitment

Advantages• Brings new ideas into

the organization• May be less expensive

than training internal applicants

• External applicants do not have dysfunctional relationships in the organization

Disadvantages• May identify applicants with

technical skills but lacking in fit with the organization

• May create morale problems for internal applicants not selected

• May require longer adjustment and socialization

• Reliable information about applicants may be difficult to obtain


Selection• Person–job fit: Does the applicant have the technical requirements to do the

job?• Person–organization fit: Does the applicant share the values, culture, and

attitudes of the organization?• Selection tools: procedures to obtain information about job applicants

– Critical incident analysis: Useful for uncovering hidden or less formal aspects of job performance

– Reference checks– Job Interviews

• Structured • Unstructured• Situational questions• Experience-based questions

– Applications and resumes– Ability and aptitude tests– Assessment centers


Nurse Retention: Effective Strategies

• Select the right employees.• Improve orientation and on-boarding

processes.• Monitor turnover to identify root causes.• Develop and implement strategies to retain

highly valued employees.• Attempt to reverse decisions to leave.


Nurse Retention

• Competitive compensation• Well-structured jobs with sufficient autonomy

and flexibility• Strong and effective management and

supervisors• Career growth opportunities• Example: Magnet Recognition Program

acknowledges healthcare organizations that provide excellent nursing care


International Recruitment and Migration

• Push factors are factors that cause someone to leave a country to work elsewhere.– Low pay– Poor working conditions– Political instability and insecurity– Inadequate housing and social services– Lack of professional development

• Pull factors are factors that attract someone to come to a host country.– Professional training– Better job opportunities– Safety– Higher wages– Better working conditions

• International recruitment has important ethical implications, including “brain drain” concerns.

• The UK National Health Service has developed the Code on International Recruitment.

Chapter 5 Recruitment, Selection, and Retention Recruitment The Recruiting Message Selection...

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