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Selection Process

Selection Process

 

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Selection Process

Job searching can be a very stressful process. Even after your application is accepted, one still must interview to prove that they are capable to perform job duties and be an asset to the organization.  Due to the pandemic and changes continuously happening in our health care system, there has been a staffing shortage across the board. Staffing shortages anywhere can be a disaster but especially in healthcare. Hiring the desired staff is necessary for each hospital unit and is critical to patient experience and outcomes.  Currently, there is a need for more certified nurse assistants (CNAs) on the medical surgical units.  Our healthcare organization utilizes CNAs to be sitters on the floor so most of the duties they were hired for are done on the unit. Med Surg units only get one CNA. About 90% of the time the CNA is a sitter and there’s no one to help the nurses on the floor. Activities of daily living (ADLs) are rarely performed because nurses already have their plates full and do not have enough time to do the CNAs job as well. Hiring more CNAs on our Med Surg units will make a difference in patient care. Selection Process

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Interview Process

Before an interview can take place, a job requisition must be posted by human resources (HR) on the company’s /organization’s website. The job listing summary for current CNAs is to perform a variety of patient care duties as assigned and in line with the legal scope of competency and established standards of care, policies, and procedures under the direct supervision of a Registered Nurse or physician. The CNA is also required to display quality and effectiveness in work habits when providing treatment and treats patients, family, and the health care team with dignity and respect. The applying CNA must also have a basic life support (BLS) certification, have one year experience as a CNA with certification, or enrolled into a licensed vocational nurse (LVN) or registered nurse (RN) program to apply.

Reading this job posting will allow potential CNAs to review the job duties in its entirety and apply if interested. Once the applications are received and reviewed by HR, candidates will be selected to interview. It’s an amazing to make it through the online application procedure and into the interview round, but it’s not a certainty. The type of follow-up you receive after submitting your application will vary in form of an email or a call by a HR representative or hiring to schedule an interview date and time. Depending on the organization some interviews are in person but majority have been via zoom. All involved in this process is the recruiting HR rep and hiring manager of the unit.

Testing Options

Some pre-employment tests are given to narrow down the number of candidates. One test that will be given during pre-employment is a job knowledge test.  This testing option is best suited for selecting a diverse array of employees because it allows the HR reps to not be biased but to select candidates who are most knowledgeable in their job description. Employers can then utilize the exam results to ask you specific questions about your talents and work experience if they have enough data on applicants (Indeed, 2021). Selection Process

Interview Questions 

There are various interview questions that can be asked during an interview. Depending on the job an employee may receive more situational questions than behavioral, and vice versa. The interviewer’s questions in a behavioral or competency-based interview are aimed to discover if the candidate possesses particular characteristics or skills. The purpose of situational interviews is to learn how an applicant thinks and reacts in a certain situation (SHRM, 2022).

Four behavioral questions that a CNA will be asked are:

  1. Tell me about a time when you resolved a conflict
  2. When was a time that you had to go out of your way to provide care for a patient. What did you do?
  3. Describe a ti`me in which you were able to use persuasion to successfully convince someone to see things your way.
  4. How do you respond when you are delegated a task by a nurse?

Four situational questions will be:

  1. You have been assigned to ten patients on the unit. How do you prioritize your start of shift?
  2. You have been delegated a task from a registered nurse (RN) that is not within your scope of practice. How would you handle that situation?
  3. You have taken a patient’s vital signs and noticed that the some of the vitals are abnormal, what would you do?
  4. You have been asked by a patient to perform a task that is not in your scope. What will you do next?

Conclusion

In summary, from the time that an application is submitted, until the time of your interview, you are being evaluated based on your skills and how you are able to respond to certain situations in a given environment. Having some background history on the organization and being knowledgeable of the role in which you’re applying can help you in being better prepared for the interview process.

 

References

Indeed. (2021). 7 Types of Pre-Employment Tests Given by Employers. To Increase Quality of Interviews. Retrieved from 7 Types of Pre-Employment Tests Given by Employers | Indeed.com

SHRM. (2022). Interviewing Candidates for Employment. Types of Interviewing. Retrieved from  Interviewing Candidates for Employment (shrm.org)

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