Nursing and Midwifery Services, Hunter New England Local Health District, PO Box 1743, Newcastle, NSW, 2300, Australia.
Nursing and Midwifery Research Centre, Hunter New England Local Health District, James Fletcher Campus, 72 Watt Street, Gate Cottage, Newcastle, NSW, 2300, Australia.
Hum Resour Health. 2021 Oct 2;19(1):121. doi: 10.1186/s12960-021-00658-0.
The annual recruitment of new graduate nurses and midwives is key to recruiting large numbers of staff with the right attitude, skills and knowledge who are the best fit for the organisation. Virtual interviews were undertaken in 2020 due to the surge worldwide in the COVID-19 crisis. This study evaluates those virtual interviews and explores the sustainability of the model.
A cross-sectional study was conducted at a large health organisation in New South Wales, Australia. Data were collected over 3 weeks using two online surveys, one for interviewees (n = 512) and the other for interviewers (n = 68). Quantitative data were analysed using descriptive statistics and frequency distributions, and additional free-text comments were analysed using content analysis.
Response rates were 55% (n = 280) interviewees and 54% (n = 37) for interviewers. The majority of interviewees (58%, n = 184) and interviewers (78%, n = 29) stated the interview was seamless or very seamless and 55% (n = 156) of interviewees and 73% (n = 27) of interviewers agreed interviewees conveyed themselves well during interviews. Over half of interviewees (65%, n = 182) and interviewers (51%, n = 18) agreed the virtual interview was fair or very fair for interviewee performance, regardless of age, race, or socio-economic status. However, many expressed a need for better internet access, equipment, and support, and a longer interview time to personally connect. Both new graduate interviewees (60%) and interviewers (75%) agreed virtual interviews are a suitable model for future use. However, some respondents indicated they preferred face-to-face interviews.
The use of virtual interviews to select new graduates is considered acceptable, cost-effective and sustainable, as well as fair by the majority of participants. Study findings inform policy development, future planning, support the use of flexible selection practices and provide other health care professionals with a virtual recruitment model to consider when developing strategies to grow their future health workforce.
每年招聘新的毕业护士和助产士是招聘大量态度端正、技能熟练、知识渊博且适合组织的员工的关键。由于 COVID-19 危机在全球范围内的激增，2020 年进行了虚拟面试。本研究评估了这些虚拟面试，并探讨了该模式的可持续性。
在澳大利亚新南威尔士州的一家大型医疗机构进行了一项横断面研究。在 3 周的时间里，使用两个在线调查收集数据，一个针对面试者（n=512），另一个针对面试官（n=68）。使用描述性统计和频率分布对定量数据进行分析，并对额外的自由文本评论进行内容分析。
响应率为 55%（n=280）的面试者和 54%（n=37）的面试官。大多数面试者（58%，n=184）和面试官（78%，n=29）表示面试无缝或非常无缝，55%（n=156）的面试者和 73%（n=27）的面试官同意面试者在面试中表现良好。超过一半的面试者（65%，n=182）和面试官（51%，n=18）认为虚拟面试对面试者的表现公平或非常公平，无论年龄、种族或社会经济地位如何。然而，许多人表示需要更好的互联网接入、设备和支持，并需要更长的面试时间来进行个人联系。新毕业的面试者（60%）和面试官（75%）都同意虚拟面试是未来使用的合适模式。然而，一些受访者表示他们更喜欢面对面的面试。
大多数参与者认为，使用虚拟面试来选拔新毕业生是可以接受的、具有成本效益的和可持续的，而且也是公平的。研究结果为政策制定、未来规划提供信息支持，支持灵活的选拔实践，并为其他医疗保健专业人员提供虚拟招聘模式，供他们在制定未来卫生劳动力发展战略时考虑。
