Assignment: Managing Recruitment and Selection The recruitment and selection process is often challenging, as it can be expensive and time-consuming for health care organizations. Administrators are...

Running Head: MANAGING RECRUITMENT AND SELECTION 1
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MANAGING RECRUITMENT AND SELECTION 2
Part I: Challenges and Strategies for Recruitment and Selection
Recruitment and Selection Challenges:
The first challenge associated with the recruitment is the legal standards that are essential
for the healthcare organization to adhere. Human resource department of the healthcare should
analyze the legal consequences associated with the respective job to reduce the risk associated
with them (Go2HR, n.d.). For instance, the recruitment process should be such that it must not
provide any rooms for any discrimination like age, gender preference, race, religion, ethnicity,
etc. These legal challenges are one of the reasons that ba
icade the healthcare from obtaining the
suitable candidate. Similarly, in many cases, it requires more resources for obtaining the
necessary talent on time for the hospital.
The second challenge in the recruitment process is related to the ethical aspects that
equire the healthcare to take more proactive actions to handle them. It is the responsibility of the
human resource department of the healthcare to avoid advertising some misleading
advertisement related to the jobs, requirements, candidates, etc. These challenges delay the
ecruitment process and will require more resource utilization towards recruitment. The third
challenge related to recruitment is a moral challenge. There is a situation where the human
esource manager and the team might be forced to make tough decisions that are against the will
of few stakeholders. Such conflicts delay the recruitment process and incur more cost.
Their internal challenges are present in the recruitment process; the fourth challenges are
the operational challenges where the healthcare operations may lack in operational competencies
(Cocca, 2015). There could be some process that is incompetent and may challenge the
ecruitment process as the required candidate may not accommodate with the ineffective process.
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It is challenging to obtain a suitable candidate who can handle such inefficiencies in an
effective manner. The fifth challenge is the inadequacy in the capital that creates more challenge
to the human resource department operations. When there is a shortage of the funds, HR
department cannot operate efficiently to attract more candidates as the cost of advertisement and
ecruitment is higher.
The sixth challenge associated with the recruitment pertains to the internal challenges that
are related to the location of the healthcare. If the healthcare is situated far away from the main
city and consumes more time in commutation, then it 's hard to attract more talent. If the
accessibility to the location is difficult, then the number of candidates applying for the vacancy
will be limited, and it will cause more trouble in recruiting the best suitable candidate (Joice,
2013).
Employee selection has six challenges the first challenge is associated with the size of the
healthcare organization. Mostly experienced and highly qualified candidates prefer large and
well-reputed hospitals over small to medium size healthcare. It creates more challenges in
selecting the best suitable candidates for the small and medium size hospital. The second
challenge in the selection process is the lack of required experience and qualification of the
people from the local area. It will result in seeking for candidates from different cities or to select
candidates with substandard.
The third challenge associated with the selection is an inadequate description of the job
and the expectation criteria. It is related to internal inefficiencies where the advertising personnel
may not have sound knowledge about the requirements of the suitable position that results in the
inefficient selection process. Political interference is the fourth and external challenge associated
with the selection process in the healthcare organization (Rogger, 2014). There are cases where
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the candidates with political recommendation and reference may apply, and the HR has no other
option except to select the candidate i
espective of their compatibility.
The fifth challenge is the misrepresentation of the qualification by candidates to the
ecruiting professionals. There are cases the candidates produce fake certificates and experience
to the hospital, and it results in the selection of inappropriate candidates, and it creates more
challenge to recruitment. The sixth challenge is the legal requirements that require the hospital to
employ a respective proportion of candidates from a different background, failing which will
esult in legal trouble for the hospital. It results in the bad selection process.
Strategic Approaches:
Free and open recruitment strategy will result in mitigating the legal risk associated with
the recruitment. It will enable the hospital to recruit people from different background and it will
eliminate the opportunity for discrimination and will eliminate the legal consequences associated
with them. Using the hiring agency for recruitment will eliminate the ethical consequences
associated with the recruitment. In this case, the third person will be responsible for the
ecruitment process, but the hospital should provide their requirement and criteria (Aliyu et al.,
2014). The hospital HR team should adhere to various policies that are ethical. It should develop
policies that will eliminate ethical dilemma in the recruitment process.
The hospital HR team should develop various policies and standards that will enable to
develop effective moral standards that the recruitment team is expected to adhere strictly. The
ecruiting professionals should be given training about the entire business operation of the
hospital along with the expectation and requirement of various department. It will eliminate the
inefficiency of the hiring professionals and improve the effectiveness. The department can
overcome financial challenges by opting for internal recruitment or recruiting more junior
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professionals for performing the assistance jobs. It will enable the hospital to reduce the overall
cost involved in the recruitment process and easy to get more staffs. Making...