Discuss Issues of Faculty Recruitment in Health Profession
In recent years, recruitment process in healthcare settings has become imperative. The recruitment team in health profession is faced with many challenges in the process of recruiting competent candidates. In the 21st century, human resources departments are utilizing the modern technology to fuel and address the recruitment needs. Typically, human resource teams are facing a lot of challenges in ensuring that every candidate suits his or her role. As the demand for healthcare professionals increases, the pressure to achieve best recruitment decisions have extremely become intense. Overall, most organizations have established the need to embrace and solve any change in the recruitment process in that, this process determine how an organization performs, the kind of employees working, and the employees that need to be replaced. This paper discusses how the faculty recruitment in the health profession faces complex issues in trying to attract quality professionals.
According to Khatri, Wells, McKune & Brewer (2006), shortage of nurses and physicians has negatively affected most hospitals since it has increased patient waiting time, reduced the number of hospital beds, and delayed discharges. The shortage of nurses is a major problem for the recruiters in the health care as well. Most organizations are investing so much on the recruitment and retention strategies to minimize the effects of the shortage staffs in the health care. Because of shortage of nurses and physicians, many positions remain unfilled every year. To attract competent candidates, most recruitment departments have to offer many benefits such as flexible work schedules, tuition benefits, increasing salaries, and employment bonuses. These benefits are so costly and to some extent it may drain an organization financially. With this, the faculty recruitment in the health care setting has to have adequate resources to attract and retain a large number of competent employees.
To Belbin, Erwee & Wiesner (2012), the field of health care requires an individual to have specific skills, experiences, and qualifications. This poses a complex change in the recruitment process. Specifically, the recruitment team in the health care sector may be drained physically, emotionally, and psychologically when figuring out who suits for the position. In some instances, a candidate may have the required skills and qualifications, but lack the experience required. Other people may have the experience required, but lack the required qualifications and skills. With this, most human resource managers have to evaluate who suits for the position. The evaluation process may require time and energy thus, making the recruitment process a challenge. For the past years, the question of what is the right age and experience to consider in the health care sector is a major challenge in the recruitment process. The most paying jobs in the health care such as surgery requires one to have a strong working experience. Now, it becomes complex to find applicants with many years of experience in the medical sector.
In essence, recruitment process may be expensive especially if an organization is targeting candidate globally. In such instances, recruiters are obliged to invest on the modern technology such as video interviewing. This technology is beneficial in that it allows candidates to present themselves without the restrictions of time zone and distances. Video interviewing allows applicants to display their personality and skills, which may not be displayed in the written applications. Now, this technology comes at a cost. Health care organizations may have to save its resources and finances to keep the pace of the modern technology. Also, the faculty of recruitment in the health care setting should also embrace the innovation of technology to eliminate any obstacle that hinders effective recruitment process. Video interviewing requires an organization to have a strong team of recruiters who understand how to analyze personalities, character, talents, and skills online (Rosenberg, 2012).
The healthcare sector is consistently understaffed thus; there is tremendous pressure and need to ensure that proper decisions are made. Work stress is affecting the nursing industry thus, attracting less people into the professional. Often, most healthcare professionals become stressed and overwhelmed in their work environment because they are constantly providing care to patients. The problem is more severe in the public hospitals where nurses, physicians, and doctors have to attend to a number of patients on a daily basis. With this problem in hand, the faculty of recruitment in the health sector faces complex issues in attracting a large number of willing employees ready to embrace the challenges that emerge in the industry. Specifically, it becomes difficult to recruit competent staff in that most require huge salaries, which are unaffordable to some organizations (Grumbach & Mendoza, 2008).
As the demand for healthcare professionals increases in today’s society, good public relations become imperative. Each organization is looking for ways to attract the best candidates. For examples, organizations are spending a lot of resources in marketing their services. Now, it becomes a challenge when an organization is advertising its job opportunities especially if it has fewer benefits. In such instance, an organization must present its company as the best among other competitors. In so doing, this creates a positive image to the candidates willing to participate into available job opportunities. As innovation in technology increases, health care organizations are obliged to embrace technological tools in their marketing. In this case, it becomes a challenge to attract competent candidates across the globe in that, some organizations may have better offers and opportunities. In most cases, competent and qualified professionals have more organizations to choose from when seeking job. Competent candidates are in high demand in the medical sector, and thus human resource managers must make best decisions not lose them. The organization must work hard to outshine its competitor in the industry (Dankwa-Mullan et al, 2010).
Although some healthcare organization may find it easier to find candidates for available position, most HR professionals encounter challenges in accessing the quality of hire, or how a new employee meets the needs of the organization. Grumbach & Mendoza (2008) argues that, most HR managers encounter challenges in evaluating whether the right candidates are in the right positions in the organization. The shift in the job mix in the healthcare sector is a complex challenge in the healthcare recruiting. For instance, healthcare institutions are discovering that they require more specialists in the aging population especially at home. As hospitals shift their care from hospitals to home, then it becomes a challenge to recruit healthcare professionals in that most demand huge salaries. With this, recruiters must embrace the new shifts in the healthcare sector to fully achieve their goals in recruitment.
Given the intense innovation of technology, there have been dramatic changes in communication. Rosenberg (2012) affirms that, most human resource managers face complex issues in establishing the best communication method in the recruitment process. Specifically, it becomes difficult to establish a consistent, courteous, clear, and timely process of communicating with all applicants. Cash et al (2009) believes that, candidates who have been selected should receive accurate messaging of their qualification. After the interview, it is crucial to communicate to applicants who did not meet the minimum qualification. In this era, the faculty recruitment in health profession may have to embrace the modern methods of communication such as social media to communicate effectively with the applicants who participated in the interview. When marketing the available vacancies, the faculty recruitment encounter challenges in providing accurate information. Overall, it becomes a challenge to present the job post just as it is. For instance, recruiters may find it difficult to state that there are no employee benefits in the job position. It may also be difficult to state the wages offered by the organization.
Quintessentially, there has been a tremendous shift in the role of recruiters in the healthcare profession. Traditionally, the responsibilities of human resource managers were primarily administrative, focused on the basic argument that improvements of an individual performance would improve the organizational performance (Cash et al, 2009). In the 21st century, an emphasis on integrating the best HR systems emerged. Both practitioners and researchers have recognized the effect of aligning human resource practices with the organization’s goals and objectives. With this, HR functions such as recruitment, compensation, selection, training, and performance appraisal are aligning with the mission, goals, and objectives of the organization. The new approach of management has been a challenge in that; recruiters have to ensure that the chosen candidates add value to the organization. Most recruiters are facing an increasing pressure in trying to come up with a team that will deliver quality care (Dankwa-Mullan et al, 2010).
In conclusion, this essay has summarized the issues of the faculty recruitment in the healthcare profession. In brief, the major issues affecting the recruitment process include shortage of health professionals, stiff competition from other organizations, expensive especially when targeting candidates globally, and retaining a competent team that works hard to achieve the organizational goals and objectives. From the ongoing discussion, recruiters must be ready to embrace every challenge that comes along to attract competent and qualified applicants. This is because; an organization is more likely to achieve its set goals when it has a strong and competent team. Healthcare organizations must be willing to invest heavily on the recruitment process for good results. It is paramount for healthcare organizations to embrace technological tools to communicate effectively with the applicants. As mentioned, some of the useful technological tools include internet and video interviewing, which allows recruiters to choose the best applicants for the job position. When healthcare organizations fail to embrace the mentioned challenges, they will deteriorate in their performance since most competent applicants would choose organizations offering the best services. With this, healthcare organizations must present itself in the best way to attract competent and qualified applicants with a good working experience.
References
Belbin, C., Erwee, R., & Wiesner, R. (2012). Employee perceptions of workforce retention strategies in a health system.Journal of Management and Organization, 18(5), 742-760.
Cash, P. A., Daines, D., Doyle, R. M., von Tettenborn, L., & Reid, R. C. (2009). Recruitment and retention of nurse educators: A pilot study of what nurse educators consider important in their workplaces. Nursing Economics, 27(6), 384-9.
Dankwa-Mullan, I., Rhee, K. B., Williams, K., Sanchez, I., Sy, F. S., Stinson, N., & Ruffin, J. (2010). The science of eliminating health disparities: Summary and analysis of the NIH summit recommendations. American Journal of Public Health, 100, 12-8.
Grumbach, K., & Mendoza, R. (2008). Disparities in human resources: Addressing the lack of diversity in the health professions. Health Affairs, 27(2), 413-22
Khatri, N., Wells, J., McKune, J., & Brewer, M. (2006). Strategic human resource management issues in hospitals: A study of a university and a community hospital. Hospital Topics, 84(4), 9-20.
Rosenberg, L. (2012). Are healthcare leaders ready for the real revolution? The Journal of Behavioral Health Services & Research, 39(3), 215-9.
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