Associate Dean and Professor of Pharmacy Practice South University School of Pharmacy, 709Mall Blvd, Savannah, 31406, Georgia.
University of New England College of Pharmacy, 716 Stevens Ave, Portland, ME, 04103, USA.
Res Social Adm Pharm. 2019 May;15(5):536-545. doi: 10.1016/j.sapharm.2018.07.004. Epub 2018 Jul 7.
The Hiring Intent Reasoning Examination (HIRE) was designed to (1) explore the relative value of applicant-specific attributes evaluated during the hiring of entry-level pharmacists; (2) examine how each of these attributes influences hiring decisions; and (3) identify which attributes practicing pharmacists perceive as most and least valuable.
An electronic questionnaire was developed and sent to 36,817 pharmacists; 3723 (11%) responded representing a broad cross-section of practice settings and job roles. Forty-eight attributes were analyzed, 24 character traits and 24 markers of academic success. Respondents identified: 1) the relative importance the possession of each attribute would play in the decision to hire an applicant; 2) the relative importance the lack of possession of the attribute would play on the decision to hire an applicant; 3) the 10 most important attributes used when considering an applicant, and; 4) the 10 least important attributes used when considering an applicant. After investigating the relative importance of the 48 traits, a factor analysis to further group the traits was undertaken.
Character traits were consistently ranked higher than academic traits, both in importance and as more likely to effect the hiring decision. Additionally, "the top ten most important attributes" were dominated by character traits and "the top ten least important attributes" used in the hiring of an entry-level pharmacist were dominated by the academic traits. A factor analysis provided further evidence of the distinction of the character traits from the academic success markers.
When selecting employees from a pool of qualified applicants, the most important attributes used in hiring decision relate to the character of the pharmacist. The results are similar across all practice settings and types of respondents completing the survey.
招聘意向推理考试（HIRE）旨在：（1）探讨在招聘入门级药剂师时评估的申请人特定属性的相对价值；（2）检查这些属性中的每一个如何影响招聘决策；（3）确定执业药师认为最有价值和最没有价值的属性。
开发了一个电子问卷并发送给 36817 名药剂师；3723 人（11%）做出了回应，代表了广泛的实践环境和工作角色。分析了 48 个属性，其中 24 个是性格特征，24 个是学术成功的标志。受访者确定：1）拥有每个属性对招聘申请人决策的相对重要性；2）缺乏该属性对招聘申请人决策的相对重要性；3）考虑申请人时使用的 10 个最重要的属性；4）考虑申请人时使用的 10 个最不重要的属性。在调查了 48 个特质的相对重要性后，进行了因子分析以进一步对特质进行分组。
性格特质的重要性均高于学术特质，无论是在重要性方面还是在更有可能影响招聘决策方面。此外，“最重要的十大属性”主要由性格特质主导，而“招聘入门级药剂师时使用的十大最不重要属性”则主要由学术特质主导。因子分析进一步证明了性格特质与学术成功标志物的区别。
在从合格申请人中选择员工时，招聘决策中使用的最重要属性与药剂师的性格有关。完成调查的所有实践环境和类型的受访者的结果都相似。
