Role of the Recruiter and His/Her Responsibilities

This learning experience keeps under careful observation an interview with the Director of Recruitment, whose primary responsibilities encompass practices of recruitment and pre-employment. Additionally, this position involves supervising all kinds of recruitment efforts, for instance, advertising and careers fairs, annual reports on compensation packages along with the supervision of the hiring processes and innovative employee training.

The employment process starts with a thorough examination of the applications and resumes. If the qualifications and skills suit an available position, the recruiters pass the materials to the hiring managers for further consideration. A few of the offered applicants are chosen for an interview with the hiring managers and Human Resources, in other words, H.R. At this stage, the H.R. department usually examines at least two letters of reference and carries out a background check. Before passing the obligatory check, the candidate confirms a convenient start date.  As a rule, new employees obtain benefits and compensation packages, grounded on a strict regularly viewed formula.   

Each October, benefits and compensation packages are analyzed to ensure their fairness and competitiveness with the similar companies within the region. According to the salary surveys conducted in 2010, the national average increments make 1.5 percent for a base salary and 1.7 percent for cash compensation. However, ample work positions are part-time, which implies incomplete benefits packages. For this reason, monitoring these part-time packages are essential for preserving fairness and costs.

Key Roles Connected to Nursing

It is of the utmost importance to define people qualified to hold the actual position as this connection has a considerable influence on the patient care. Hiring new employees also implies that the recruits have favorable attitude to both patients and colleagues in the company. In such case, the quality of care remains satisfactory. Although the recruiter has no direct contacts with the patients, his/her remarkably performed job contributes to the overall patient quality of care.

Insights Obtained from Observations

On a daily basis, the recruiter in the HR department should handle from 40 to 70 open work positions, described in a requisition book. Due to the availability of so many openings, they perform 3-4 interviews per day, also responding to e-mails and phone calls.

The Director mentioned that the major problem of the department was keeping gifted and skillful nurses. According to her vast experience, owing to the lack of experienced nursing staff in the region, replacement of the nurse is usually extremely costly. For this reason, the Director considered it complicated to find qualified employees that possessed teamwork skills and proper attitude to the patients. Additionally, it is a time-consuming and daunting process to follow up with the applicants and hiring managers, which implies that the recruiters should fill the openings in a timely manner, also coping with the HR managers.

Finally, one of the fundamental insights obtained in this learning experience was a considerable amount of work daily processed by the HR department. Except for huge piles of work and annual reviews of the compensation packages, they are obliged to follow strict legal guidelines. Consequently, the recruiters contribute to the appropriate functioning of the hospitals.



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