Recruitment and Selection Plan Nursing

Recruitment and Selection Plan Instructions & Worksheet

Module 1 Assignment

Recruitment and Selection Plan

Instructions & Worksheet

For your Module 1 Assignment, you will use a job description of your choice to create a Recruitment and Selection Plan for filling the job with the most qualified candidate. The Assignment has two parts.

This worksheet provides the instructions and an information organizer for completing Parts 1 and 2 of the Assignment.

Part 1: Analyze a Job Description

Part 1 Tasks

Fill in with notes or a draft response.

1) Identify a job description from your current healthcare organization or where you have previously worked. Choose a job description that will enable you to determine the type of employees you are looking for and what the hiring criteria will be.

Your chosen job description:

2) Focus on developing and refining the job description. Describe:

o What are responsibilities of this job?

Job responsibilities:

o What are the competencies and KSAOs (knowledge, skills, abilities, other attributes) required for this job?

Competencies:

Knowledge:

Skills:

Abilities:

Other attributes:

o How would you evaluate a candidate to determine fit for this position?

Evaluation approach(es):

o How could the job description be improved to ensure a successful hiring process?

Job description revisions:

3) How could you use social media platforms and general job search websites and nursing career sites to maximize the field of potential recruits? Consider how jobs are presented to interested job seekers on these sites for insights and ideas to apply.

Job presentation ideas/insights from social media and online job search websites:

Part 1 Assignment:

Job Description Analysis

In a Word document, write 2–3 pages to include the following:

·        Explain the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

·        Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.

·        Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.

·        Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

·        Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

·        Describe two examples from social media and online job sites you visit of how jobs similar to your chosen position are presented to interested job seekers.

Part 2: Design an Interview and Selection Plan

Part 2 Tasks

Fill in with notes or a draft response.

Based on the job description you provide in Assignment Part 1, develop a plan for interviewing candidates for that target job.

1) For the job competencies and KSAOs (knowledge, skills, abilities, and other attributes) that you identified in Part 1:

o  Identify information sources for assessing candidates (e.g., credentials, past work experiences, references, material submitted in the job application, and interview questions).

o Prioritize and evaluate the different skills and tasks for the job.

o  Identify which specific competencies/KSAOs are best assessed with the use of interview questions (which may supplement other sources, such as checking references).

o Design interview questions for each competency/KSAO to be assessed.

Information sources for assessing competencies and KSAOs for this specific job, by type and priority:

Skills and tasks for the job (in order of priority):

Competencies/KSAOs best assessed through interview questions:

Sample interview questions for each competency/KSAO listed above (at least five interview questions total):

2) Identify how you will rate candidates:

o What will be considered excellent, acceptable, or poor responses to interview questions?

Excellent responses:

Acceptable responses:

Poor responses:

o What rater biases may be present in the job selection process, and how will you address rater bias?

Addressing rater bias:

o Who will be involved in the interview process and what training will be provided to  interviewers?

Who interviews this candidate?

Interview training required/recommended:

o How will interview impressions be consolidated?

Plan for consolidating interviewers’ impressions:

How will divergent views be resolved?

Plan for resolving interviewers’ divergent views:

3) Describe the ideal candidate for this job and, after hiring, how to retain that individual.

The ideal candidate:

4) Analyze the recruitment and selection process from an interviewee’s perspective, drawing on your own experiences.

Interviewee’s perspective:

5) Identify issues to consider in analyzing the interview and selection process (e.g., internal vs. external applicants), specific challenges; positive and negative outcomes.

Issues/challenges/outcomes:

6) Explain how to improve the interview and selection process.

Ideas/strategies to improve the interview and selection process:

Part 2 Assignment:

Interview and Selection Plan

In a Word document, write 3–4 pages to include the following:

·      Describe the ideal candidate for this job, and explain the sources of information you would use in evaluating applicants.

·      Explain an overview of your process to identify and select that candidate.

·      Focusing on the interview, explain:

o  Who within the healthcare organization would be involved in the interview process, and why

o  Pre-interview guidance and preparation for interviewers and recruits

o  How interview outcomes would be compiled

o  How differences in interview ratings would be resolved

·      List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.

·      Explain how you would measure a candidate and assess the recruit’s fitness for the position.

·      Analyze your interview and selection process for potential challenges, and explain how you would address those challenges to improve the process and outcomes, including retaining good employees.

Final Submission

Submit Part 1 and Part 2 of the Assignment in one Word file.

Think back to an experience, either recent or particularly memorable, in securing a position in a healthcare setting. How did you become aware of the position? Was the job description an accurate representation of the duties and responsibilities of the position? What was the interview process like and were there aspects you would recommend changing? When you were hired, did you feel this was a position that you would want to retain and in which you could grow?

Photo Credit: Getty Images/iStockphoto

This Assignment will involve you in following key steps in the recruitment and selection process. No doubt you have experienced this process from the candidate’s perspective. In keeping with your human resource functions as a nurse executive, for this Assignment, you will consider the recruitment and interview process from the hiring perspective. As you do, consider how you can apply your own experiences and insights, in combination with the Learning Resources you use, to develop the most effective recruitment and selection plan that strengthens a healthcare setting with high-quality employees.

Note: There are two parts to this Assignment. Both Parts 1 and 2 will be due on Day 7 of Week 2. Plan your time accordingly. Access and review the document, Recruitment and Selection Plan: Guidelines and Worksheet (located in the Learning Resources), for support in completing the Assignment. The preparation steps this week are intended to guide completion of Part 1 of your Assignment.

Part 1: Job Description Analysis

To Prepare:

• Review the Learning Resources on human resource management and recruitment, job analysis, and job design.
• Identify a job description from your current healthcare organization or where you have previously worked. Choose a job description that will enable you to determine the type of employees you are looking for as well as the selection criteria.
• Based on the job description, develop a recruitment and selection plan. For Part 1, you will focus on developing and refining the job description. Consider:
  • What are the responsibilities of this job?
  • What are the competencies and KSAOs (knowledge, skills, abilities, other attributes) required for this job?
  • How would you evaluate a candidate to determine fit for this position, both in terms of technical competencies for the job and fit with the culture and values of the organization?
  • How could the job description be improved to ensure a successful hiring process?
• Consider how you could use social media, such as LinkedIn or online employment recruitment sites, to maximize the field of qualified recruits.
  • If you are on LinkedIn, explore how the site functions as a recruitment source. If you are not on LinkedIn, create a profile for this Assignment, and then begin your research.
  • Identify and explore recruitment websites (e.g., Indeed, ZipRecruiter, CareerBuilder) that have been used to recruit for this type of position. Depending on the job, also explore discipline-specific websites where jobs are advertised (e.g., Nurse.org, ANA’s Career Center). Pay particular attention to how jobs are presented to interested job seekers.

Part 1 Assignment: Job Description Analysis

• In 2–3 pages, include the following:
• Explain the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.
• Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.
• Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.
• Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.
• Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.
• Describe two examples of how jobs similar to your chosen position are presented to interested job seekers from the social media and online job sites you visit.

Part 2 Assignment: Interview and Selection Plan

Based on the job description you created or revised in Part 1, design an interview and selection process for that job. In 3–4 pages, include the following:

• Describe the ideal candidate for this job, and explain the sources of information you would use in evaluating applicants.
• Explain an overview of your process to identify, and select that candidate.
• Focusing on the interview, explain:
  • Who within the healthcare organization would be involved in the interview process, and why
  • Pre-interview guidance and preparation for interviewers and recruits
  • How interview outcomes would be compiled
  • How differences in interview ratings would be resolved
• List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.
• Explain how you would measure a candidate and assess the recruit’s fitness for the position.
• Analyze your interview and selection process for potential challenges, and explain how you would address those challenges to improve the process and outcomes, including retaining good employees.

By Day 7 of Week 1

Note: There is no Assignment due in Week 1.

NURS_6221_Module 1_Assignment_Rubric

·         Grid View

• List View

Excellent

96–100

Good

76–80

Fair

56–60

Poor

0–40

Part 1 Assignment: Job Description Analysis

Select a job description to present as the focus of your Assignment.

Points Range: 5 (4.76%) - 5 (4.76%)

A job description is clearly and accurately presented as the focus of your Assignment.

Points Range: 4 (3.81%) - 4 (3.81%)

A job description is accurately presented as the focus of your Assignment.

Points Range: 3 (2.86%) - 3 (2.86%)

A job description is vaguely or somewhat inaccurately presented as the focus of your Assignment.

Points Range: 0 (0%) - 2 (1.9%)

A job description is vaguely or inaccurately presented as the focus of your Assignment; or the job description is missing.

In 2–3 pages, include the following:
• Explain the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Points Range: 5 (4.76%) - 5 (4.76%)

The response clearly, accurately, and thoroughly explains the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Points Range: 4 (3.81%) - 4 (3.81%)

The response clearly and accurately explains the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Points Range: 3 (2.86%) - 3 (2.86%)

The response somewhat vaguely and with some inaccuracies explains the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Points Range: 0 (0%) - 2 (1.9%)

The response vaguely, inaccurately, and/or incompletely explains the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function; or the explanation is missing.

• Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.

Points Range: 9 (8.57%) - 10 (9.52%)

The response clearly, accurately, and thoroughly analyzes the job description you have selected as the focus of your Assignment, and includes the source of the job description and clearly, accurately, and thoroughly critiques the job description for clarity and accuracy.

Points Range: 7 (6.67%) - 8 (7.62%)

The response clearly and accurately analyzes the job description you have selected as the focus of your Assignment, and includes the source of the job description and clearly and accurately critiques the job description for clarity and accuracy.

Points Range: 5 (4.76%) - 6 (5.71%)

The response somewhat vaguely and with some inaccuracies analyzes the job description you have selected as the focus of your Assignment, and includes the source of the job description and somewhat vaguely and with some inaccuracies critiques the job description for clarity and accuracy.

Points Range: 0 (0%) - 4 (3.81%)

The response vaguely, inaccurately, and/or incompletely analyzes the job description you have selected as the focus of your Assignment; and vaguely, inaccurately, and/or incompletely includes the source of the job description and critiques the job description; and/or analysis is missing.

• Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.

Points Range: 5 (4.76%) - 5 (4.76%)

The response includes a clear, accurate, and thorough explanation of how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, the explanation clearly, accurately, and thoroughly describes how the tasks and competencies associated with this job have changed since the job description was conceived.

Points Range: 4 (3.81%) - 4 (3.81%)

The response includes a clear and accurate explanation of how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, the explanation clearly and accurately describes how the tasks and competencies associated with this job have changed since the job description was conceived.

Points Range: 3 (2.86%) - 3 (2.86%)

The response includes a somewhat vague explanation with some inaccuracies of how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, the explanation somewhat vaguely and with some inaccuracies describes how the tasks and competencies associated with this job have changed since the job description was conceived.

Points Range: 0 (0%) - 2 (1.9%)

The response includes a vague, incomplete, and/or inaccurate or missing explanation of how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, the explanation vaguely, accurately, or incompletely describes how the tasks and competencies associated with this job have changed since the job description was conceived; or description is missing.

• Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

Points Range: 5 (4.76%) - 5 (4.76%)

The response includes a clear, accurate, and thorough new or revised written job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

Points Range: 4 (3.81%) - 4 (3.81%)

The response includes an accurate and complete new or revised written job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

Points Range: 3 (2.86%) - 3 (2.86%)

The response includes a somewhat vague new or revised written job description, with some in accuracies, which reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

Points Range: 0 (0%) - 2 (1.9%)

The response includes a vague, inaccurate, and/or incomplete, or missing new or revised written job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

• Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Points Range: 5 (4.76%) - 5 (4.76%)

The response clearly, accurately, and thoroughly explains how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Points Range: 4 (3.81%) - 4 (3.81%)

The response clearly and accurately explains how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Points Range: 3 (2.86%) - 3 (2.86%)

The response somewhat vaguely and/or with a few inaccuracies explains how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Points Range: 0 (0%) - 2 (1.9%)

The response includes a vague, inaccurate, and/or incomplete, or missing explanation of how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

• Describe two examples from social media and online job sites you visit of how jobs similar to your chosen position are presented to interested job seekers.

Points Range: 5 (4.76%) - 5 (4.76%)

The response clearly, accurately, and thoroughly describes two or more examples from social media and online job sites you visit of how jobs similar to your chosen position are presented to interested job seekers.

Points Range: 4 (3.81%) - 4 (3.81%)

The response clearly and accurately describes two examples from social media and online job sites you visit of how jobs similar to your chosen position are presented to interested job seekers.

Points Range: 3 (2.86%) - 3 (2.86%)

The response somewhat vaguely and/or with some inaccuracies describes two examples from social media and online job sites you visit of how jobs similar to your chosen position are presented to interested job seekers.

Points Range: 0 (0%) - 2 (1.9%)

The response vaguely, incompletely, and/or inaccurately describes two or fewer examples from social media and online job sites you visit of how jobs similar to your chosen position are presented to interested job seekers; or the description is missing.

Part 2 Assignment: Interview and Selection Plan
Based on the job description you created or revised in Part 1, in 3–4 pages, include the following:

• Describe the ideal candidate for this job and explain the sources of information you would use in evaluating applicants.

Points Range: 5 (4.76%) - 5 (4.76%)

The response is clearly, accurately, and thoroughly based on the job description you created or revised in Part 1, and includes a clear, accurate, and thorough description of the ideal candidate for this job and explains the sources of information you would use in evaluating applicants.

Points Range: 4 (3.81%) - 4 (3.81%)

The response is clearly and accurately based on the job description you created or revised in Part 1, and includes a clear and accurate description of the ideal candidate for this job and explains the sources of information you would use in evaluating applicants.

Points Range: 3 (2.86%) - 3 (2.86%)

The response is somewhat vaguely and/or with some inaccuracies based on the job description you created or revised in Part 1, and includes a vague description with some inaccuracies of the ideal candidate for this job and somewhat vaguely or with some inaccuracies explains the sources of information you would use in evaluating applicants.

Points Range: 0 (0%) - 2 (1.9%)

The response is vaguely, incompletely, and/or inaccurately based on the job description you created or revised in Part 1, and vaguely, incompletely, and/or inaccurately describes the ideal candidate for this job and vaguely, incompletely, and/or inaccurately explains the sources of information you would use in evaluating applicants; and/or some or all parts of the description and explanation are missing.

• Explain an overview of your process to identify and select that candidate.

Points Range: 5 (4.76%) - 5 (4.76%)

The response clearly, accurately, and thoroughly explains an overview of your process to identify and select that candidate.

Points Range: 4 (3.81%) - 4 (3.81%)

The response clearly and accurately explains an overview of your process to identify and select that candidate.

Points Range: 3 (2.86%) - 3 (2.86%)

The response somewhat vaguely and with some inaccuracies explains an overview of your process to identify and select that candidate.

Points Range: 0 (0%) - 2 (1.9%)

The response vaguely, incompletely, and/or inaccurately explains an overview of your process to identify and select that candidate; or explanation is missing.

• Focusing on the interview, explain: o Who within the healthcare organization would be involved in the interview process, and why

o Pre-interview guidance and preparation for interviewers and recruits

o How interview outcomes would be compiled

o How differences in interview ratings would be resolved

Points Range: 5 (4.76%) - 5 (4.76%)

The response clearly, accurately, and thoroughly focuses on the interview and explains who within the healthcare organization would be involved in the interview process, and why; pre-interview guidance and preparation for interviewers and recruits; how interview outcomes would be compiled; and how differences in interview ratings would be resolved.

Points Range: 4 (3.81%) - 4 (3.81%)

The response clearly and accurately focuses on the interview and explains who within the healthcare organization would be involved in the interview process, and why; pre-interview guidance and preparation for interviewers and recruits; how interview outcomes would be compiled; and how differences in interview ratings would be resolved.

Points Range: 3 (2.86%) - 3 (2.86%)

The response somewhat vaguely and with some inaccuracies focuses on the interview and explains who within the healthcare organization would be involved in the interview process, and why; pre-interview guidance and preparation for interviewers and recruits; how interview outcomes would be compiled; and how differences in interview ratings would be resolved.

Points Range: 0 (0%) - 2 (1.9%)

The response vaguely, incompletely, and/or inaccurately focuses on the interview and explains, with some or all parts missing, who within the healthcare organization would be involved in the interview process, and why; pre-interview guidance and preparation for interviewers and recruits; how interview outcomes would be compiled; and how differences in interview ratings would be resolved.

• List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.

Points Range: 9 (8.57%) - 10 (9.52%)

The response clearly, accurately, and thoroughly lists five essential questions you would ask in an interview to evaluate key employee characteristics for this job, and for each question, explains what you would look and listen for in the candidate’s response.

Points Range: 7 (6.67%) - 8 (7.62%)

The response clearly and accurately lists five essential questions you would ask in an interview to evaluate key employee characteristics for this job, and for each question, explains what you would look and listen for in the candidate’s response.

Points Range: 5 (4.76%) - 6 (5.71%)

The response somewhat vaguely and with some inaccuracies lists five or fewer essential questions you would ask in an interview to evaluate key employee characteristics for this job, and for each question, explains what you would look and listen for in the candidate’s response.

Points Range: 0 (0%) - 4 (3.81%)

The response vaguely, incompletely, and/or inaccurately lists less than five essential questions you would ask in an interview to evaluate key employee characteristics for this job, and for each question, explains what you would look and listen for in the candidate’s response; and/or some or all of the questions and explanations are missing.

• Explain how you would measure a candidate and assess the recruit’s fitness for the position.

Points Range: 9 (8.57%) - 10 (9.52%)

The response clearly, accurately, and thoroughly explains how you would measure a candidate and assess the recruit’s fitness for the position.

Points Range: 7 (6.67%) - 8 (7.62%)

The response clearly and accurately explains how you would measure a candidate and assess the recruit’s fitness for the position.

Points Range: 5 (4.76%) - 6 (5.71%)

The response somewhat vaguely and with some inaccuracies explains how you would measure a candidate and assess the recruit’s fitness for the position.

Points Range: 0 (0%) - 4 (3.81%)

The response vaguely, incompletely, and/or inaccurately explains how you would measure a candidate and assess the recruit’s fitness for the position; or explanation is missing.

• Analyze your interview and selection process for potential challenges, and explain how you would address those challenges to improve the process and outcomes, including retaining good employees.

Points Range: 9 (8.57%) - 10 (9.52%)

The response clearly, accurately, and thoroughly analyzes your interview and selection process for potential challenges, and explains how you would address those challenges to improve the process and outcomes, including retaining good employees.

Points Range: 7 (6.67%) - 8 (7.62%)

The response clearly and accurately analyzes your interview and selection process for potential challenges, and explains how you would address those challenges to improve the process and outcomes, including retaining good employees.

Points Range: 5 (4.76%) - 6 (5.71%)

The response somewhat vaguely and with some inaccuracies analyzes your interview and selection process for potential challenges, and explains how you would address those challenges to improve the process and outcomes, including retaining good employees.

Points Range: 0 (0%) - 4 (3.81%)

The response vaguely, incompletely, and/or inaccurately analyzes your interview and selection process for potential challenges, and explains how you would address those challenges to improve the process and outcomes, including retaining good employees; or analysis and/or explanation is missing.

Written Expression and Formatting Paragraph/Sentence Structure: Paragraphs make clear points that support well developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are clearly structured and carefully focused--neither long and rambling nor short and lacking substance.

Points Range: 9 (8.57%) - 10 (9.52%)

Paragraphs/sentences follow writing standards for structure, flow, continuity, and clarity.

Points Range: 8 (7.62%) - 8 (7.62%)

Paragraphs and sentences follow writing standards for structure, flow, continuity, and clarity 80% of the time.

Points Range: 6 (5.71%) - 7 (6.67%)

Paragraphs and sentences follow writing standards for structure flow, continuity, and clarity 60%–79% of the time.

Points Range: 0 (0%) - 5 (4.76%)

Paragraphs and sentences follow writing standards for structure, flow, continuity, and clarity < 60% of the time.

Written Expression and Formatting - English writing standards: Correct grammar, mechanics, and proper punctuation.

Points Range: 5 (4.76%) - 5 (4.76%)

Uses correct grammar, spelling, and punctuation with no errors.

Points Range: 3 (2.86%) - 4 (3.81%)

Contains a few (1–2) grammar, spelling, and punctuation errors.

Points Range: 2 (1.9%) - 2 (1.9%)

Contains several (3–4) grammar, spelling, and punctuation errors.

Points Range: 0 (0%) - 1 (.95%)

Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.

Written Expression and Formatting: The assignment follows parenthetical/in-text citations, and at least three (3) evidenced-based references are listed.

Points Range: 5 (4.76%) - 5 (4.76%)

Contains parenthetical/in-text citations and at least three (3) evidenced-based references are listed.

Points Range: 3 (2.86%) - 4 (3.81%)

Contains parenthetical/in-text citations and at least two (2) evidenced-based references are listed.

Points Range: 2 (1.9%) - 2 (1.9%)

Contains parenthetical/in-text citations and at least one evidenced-based reference is listed.

Points Range: 0 (0%) - 1 (.95%)

Contains one (1) or no parenthetical/in-text citations and zero (0) evidenced-based references listed.

Total Points: 105

Name: NURS_6221_Module 1_Assignment_Rubric