Zinober J W, Maier C
Center for the Professions, Tampa, FL.
Clin Lab Manage Rev. 1993 Nov-Dec;7(6):483-5, 488, 490-1.
This article describes the benefits of good hiring and the costs of poor hiring in a health-care environment. The elements of an effective hiring process are delineated and discussed, including job descriptions; position specifications; the advantages and disadvantages of hiring from within or outside of the organization; and job application, résumé, and telephone screening. Part II will focus on compensation considerations; the selection interview; legal issues in hiring; letting candidates know the results; and orientation of new employees. Keys for success in each of these areas are provided. An outline of the steps in a selection interview as well as specific do's and don'ts in interviewing are provided. The point is made that the selection of a new employee is one of the most important processes in the effective management of any health-care organization. Yet, it is often done in haste, with a sense of urgency and with insufficient attention to the demands of the job, the specific nature of the organization, and the less tangible but critical aspects of the applicants.
本文描述了在医疗保健环境中良好招聘的益处以及糟糕招聘的成本。阐述并讨论了有效招聘流程的要素，包括职位描述、岗位规范、从组织内部或外部招聘的优缺点，以及求职申请、简历和电话筛选。第二部分将聚焦薪酬考量、选拔面试、招聘中的法律问题、告知候选人结果以及新员工入职培训。文中给出了在这些领域取得成功的关键要点。提供了选拔面试步骤的大纲以及面试中的具体注意事项。文中指出，选拔新员工是任何医疗保健组织有效管理中最重要的流程之一。然而，这一过程往往仓促进行，带着紧迫感，且对工作要求、组织的具体性质以及求职者那些不太明显但至关重要的方面关注不足。
