Conducting a Professional Interview
According to Aguilera & Dencker (2004), the Human Resource (HR) department has the potential to play a significant role in the development of human capital by motivating candidates and communicating organizational strategies and goals to candidates in order to achieve the organization’s stated goals. Bagdadli, Hayton, and Perfido, 2014; Birkinshaw et al., 2000). HR supervisors are demonstrated for a fundamental job to locally available new colleagues contributing long haul progress of the association (Hirsch, 2017).
HR division alone can’t achieve every one of the objectives as distinguished; it requires association with the different association and their chiefs and directors to distinguish their necessity to recruit HR. A decent correspondence and cooperation are the keys to progress. In a similar vein, leaders and managers need to be in sync with the HR program, processes, and the overall strategic plan of the organization in order to achieve strategies and goals (Braymer, Molloy, & Gilbert, 2014; (Hirk, 2017)
NSG 547 Assignment 1 Conducting a Professional Interview
The current “Human Resources Management” class for the Master of Nursing Administration requires an interview with the HR director. Understanding the hiring process, practicing interviewing, encouraging collaboration, and enhancing working relationships are the primary objectives of this interview.
To learn more about the hiring process, HR personnel should be questioned. In any case, since we utilize the meeting apparatus for the whole meeting in our work setting, we really want to ensure, language is straightforward, questions are basic and justifiable, and climate is inviting. The following steps should always be taken before an interview:
Stage one: Introduction: Introduce the interviewee to each other and allow them to introduce themselves.
Casual conversation – Make the simplicity climate and guarantee solace. In order to make the interviewee feel more at ease, solicit positive information.
An interviewee should be made aware that they will be given the opportunity to ask questions both at the beginning and end of the interview, as well as the expectation of the interview process and the interview’s objective.
Stage Two: The primary step in the interview process is data collection, during which the interviewer will gather all relevant information from the interviewee. In this step, questioner will pose inquiries, for example, anticipated goal; process; collaboration and communication; techniques for finding and hiring candidates; and methods for dealing with employee issues and reviews.
NSG 547 Assignment 1 Conducting a Professional Interview
Third phase: Shutting this is the end and last step where a questioner will thank interviewee for support, permit interviewee to get clarification on pressing issues if any, and give data about how the interaction will be taken consideration and when and by whom the interviewee will be reached for additional cycle whenever chose.
Inquiries Questions
1. Objectives and Objectives:
– What are the primary objectives of the HR concerning recruiting another worker?
– How is the goal of hiring a new employee determined by HR?
2. Collaboration across disciplines: How does the HR department assist related departments in finding the right candidate to hire?
– How does the HR office and nursing division make connection to one another and achieve objectives with respect to while employing a situation in the nursing division?
3. Strategies for locating candidates and hiring them: What are the formal steps for hiring an employee in response to an advertised position?
– What common eligibility requirements, such as licensure, certification, experience, etc., are used to select a candidate for an interview?
– How does the HR department select candidates for a particular unit, such as the ICU, Cath Lab, etc., based on specific selection criteria?
– Is there any dos and don’ts of the employing system
NSG 547 Assignment 1 Conducting a Professional Interview
4. Strategies for managing employee issues and reviews – How and when can HR assist the department with reviews like interviews, settlements, onboarding, and so on?
– When and how HR mediates during the recruiting system if fundamental?
– When and how can HR assist with managing particular issues?
Reference:
Aguilera, R. V., & Dencker, J. C. (2004). The role of human resource management in cross-border mergers and acquisitions. International Journal of Human Resource Management, 15(8), 1355–1370.
https://doi.org/10.1080/0958519042000257977
Bagdadli, S., Hayton, J. C., & Perfido, O. (2014). Reconsidering the role of HR in M&AS: what can be learned from practice. Human Resource Management, 53(6), 1005–1025.
https://doi.org/10.1002/hrm.21671
Black, J. S., & van Esch, P. (2020). AI-enabled recruiting: What is it and how should a manager use it? Business Horizons, 63(2), 215–226.
https://doi.org/10.1016/j.bushor.2019.12.001
Birkinshaw, J., Bresman, H., & Hakanson, L. (2000). Managing the post-acquisition integration process: How the human integration and task integration processes interact to foster value creation. Journal of Management Studies, 37, 395–425. Retrieved from
Brymer, R. A., Molloy, J. C., & Gilbert, B. A. (2014). Human capital pipelines: Competitive implications of repeated interorganizational hiring. Journal of Management, 40(2), 483-508.
Hirsch, A. S. (2017). Designing and implementing an effective onboarding strategy. Retrieved from
