White S J
Am J Hosp Pharm. 1984 May;41(5):928-34.
A practical approach to recruiting, interviewing, and hiring pharmacy personnel is presented. Recruiting applicants should be an ongoing function, and personnel departments can serve as an important resource. A good pool of applicants can be developed by contacts, referrals, and advertising and through schools of pharmacy and placement services. Federal and state regulations regarding equal employment opportunity and affirmative action are discussed. The first step of the interview process involves comparing the applications with a current job description. A strategy for conducting the interview should be developed before the meeting takes place. Some examples of basic questions and questions that can be used to explore the applicant's work experience, background, and motivational level are presented. Suggestions are made for documenting interviews. Details on making the hiring decision on the basis of the interview are discussed, and the process of actually offering the position is covered. Hiring new employees is a major commitment that demands careful consideration. Each step in the process of recruiting, interviewing, and hiring must be performed diligently to avoid problems later on.
本文介绍了招聘、面试和雇佣药学人员的实用方法。招聘求职者应该是一项持续进行的工作，人事部门可以作为重要的资源。通过人脉、推荐、广告以及药学院和就业服务机构，可以建立起优秀的求职者人才库。文中讨论了联邦和州关于平等就业机会及肯定性行动的法规。面试过程的第一步是将申请与当前的职位描述进行比较。在面试前应制定面试策略。文中给出了一些基本问题以及可用于探究求职者工作经验、背景和动机水平的问题示例。还提出了记录面试的建议。讨论了基于面试做出雇佣决定的细节，并涵盖了实际提供职位的流程。雇佣新员工是一项重大决策，需要仔细考虑。招聘、面试和雇佣过程中的每一步都必须认真执行，以避免日后出现问题。
