HRM-635 Selection Process

HRM-635 Selection Process

Organizational success depends largely on the nature of the hired employees. The employees should fit the organizational culture, mission, and vision for them to contribute to the required performance objectives. Interviews are essential in ensuring that organizations hire the right employees that meet their needs. Interview approaches should be designed in a manner that enables the acquisition of employees with the desired personalities and professional knowledge and skills that drive organizational excellence. Therefore, the purpose of this research paper is to explore the interview approach that would be adopted to acquire a suitable registered nurse to meet the current organizational needs.

Time, Place, Format, Interview Type, and Employees

The interview for the registered nurse’s position will take place between 10 am and 5 pm. The time will be adequate to enable the determination of candidate suitability for all the potential applicants. Each candidate will be allocated equal time. A group interview format will be adopted in the process. The interview format will encompass several managers that would evaluate the suitability of the candidates for the job. The managers will ask questions that evaluate multiple aspects of task performance such as teamwork, communication problem solving, and patient-centeredness in the care process among others (Wilton, 2022). The use of this format will ensure that the organization hires the most suitable candidate that meets the organization’s needs.

The interview type that will be utilized to acquire a potential candidate for the registered nurse’s position is a behavioral interview. The behavioral interview is a type that focuses on acquiring greater insights into how an individual behaves and responds to situations. The focus of the interview is on the thinking and decision-making approaches that the registered nurse uses in responding to different clinical situations. This interview type is appropriate since it will provide a multi-sided view of the candidate’s ability to manage the organization’s needs effectively in different circumstances. The potential candidate will be expected to have adept information and experience on clinical issues that require the use of evidence-based approaches in addressing them (Flynn et al., 2021). As noted initially, nurse managers and human resource managers will be involved in interviewing the shortlisted candidates.

Testing Option

The interview will incorporate several testing options. One of the options will be psychometric tests. Psychometric tests will evaluate skills that include reasoning, logic, problem solving, and verbal ability of the candidates. The tests will be timed to determine the problem-solving and critical thinking abilities of the candidates. The test will be online. They will be sent to the potential candidates before the actual interview to determine their suitability for the organization (Syed & Kramar, 2017). A personality test will also be administered to the potential candidates. The test will focus on their communication styles, beliefs, ethic, leadership, teamwork, and interpersonal skills. A personality test will help determine candidates’ suitability for the specific nursing roles and their potential to succeed in the roles in the long term (Syed & Kramar, 2017). The specific skills test is the other type of test that will be conducted on the potential candidates. The test will determine if the candidate has the specific skills needed to provide high-quality, safe, and efficient care. Job simulation tests will also be administered. The simulation tests will determine if the candidate will be able to undertake the actual work expected from them in the hospital. The adopted format will include providing approaches they would adopt in addressing real-life scenarios in their roles as registered nurses (Daft & Marcic, 2022). The combination of the above tests will ensure the acquisition of a candidate that fits the organizational needs.