respond to peers thoughtfully, add value to the discussion, and apply ideas, insights, or concepts from scholarly sources, such as: journal articles, assigned r

respond to peers thoughtfully, add value to the discussion, and apply ideas, insights, or concepts from scholarly sources, such as: journal articles, assigned readings, textbook material, lectures, course materials, or authoritative websites.

1 – first post to respond

This situation that Cockerell explains reminds me a lot of the new graduate nurses who apply for positions. These new nurses come with a great attitude and are eager to work but they lack the skills that are needed for the job. Depending on the role trying to be filled, someone who is more experienced might be a better fit versus someone who has a great attitude. Taking the applicants time on the job into consideration is important when conducting interviews and gong through the new hire process. If an applicant comes with years of experience as a nurse, but they don’t have the skills and knowledge to support that, they might not be the best fit. Whereas, someone who comes with no experience but is confident and willing to learn, might be the best candidate for that position.

     During a nursing shortage, it might be beneficial to hire someone with more experience versus someone who has none because of the high level of patient ratios. Although having staff is important, hiring people just to increase the number of staff present doesn’t make patient safety any better nor is it fair to the new nurse to be thrown into hectic situations that they are not prepared for. Those with advanced skill sets are important to hire based on regulatory requirement because someone with more knowledge on technology and procedures would be a better fit since policies are constantly changing. In addition, having knowledgeable staff members will impact the quality of care for patients.

     On the contrary, someone who is new, positive, and eager to learn, might be the best fit when hiring applicants based on employee and/or physician referrals. These applicants typically come ready to work with the unit and can make a positive impact on the unit. Cockerell explained the importance of “team chemistry” when hiring new staff because filling an empty position with someone who is not fit, might not be what is best for the team (Cockerell, 2010).  If experienced nurses are available to precept unexperienced staff, then new graduate nurses should be considered to fill the position during nursing shortages because they can help facilitate small tasks that are easy to learn and can help the preceptor. No one will come knowing everything, so it is important to decide what skills are needed to fill a specific position.

Cockerell, L. (2010). Creating magic: 10 common sense leadership strategies from a life at Disney. Ebury Dig

2- second post to respond

As a hiring manager in the healthcare industry, discuss how you must weigh the balance between finding the person with the right attitude vs. someone with the right skill set.

As a hiring manager in the healthcare industry, I must make sure the applicant, first of all, is qualified for the position. They must have all the certifications or licenses needed for that position. I will talk about their work history, how long they stayed in a job, and if they left, the reason for leaving that position. The applicant’s attitude is essential because every workplace has a specific culture. The right attitude, as is the right skill set, is vital for a good fit. You may not always find the perfect person, but you will surely get a better one if you aim for the ideal (Cockerell, 2008. p. 86).

Regardless of the position you are hiring for, the recommendation is to evaluate candidates for technical, management, technological, and leadership competence (Cockerell, 2008. p. 86). I would instead hire someone with the right attitude and teach them the correct skill set because attitude is challenging to change.

In addition, explain how you would address this balance when a specific situation (i.e., nursing shortage, employee/physician referral, regulatory requirement, etc.) is an overriding component to the hiring process.

I would address this balance by keeping strictly to the regulatory requirements; I am aware of the nursing shortage in the country, but it is expedited that licensed personnel is employed to fill the vacancy. Employee and physician referral is understandable. The correct process is to involve the team in the selection process, select by talent rather than by resume, and find a good fit (Cockerell, 2008. p. 93). If the referral is not a good fit, they should not be hired because they are referred. Explain to the party involved why they were not hired.

Reference

Cockerell, L. (2009). Creating magic: 10 common sense leadership strategies from a life at Disney. Doubleday Publishing Group/Random House. Inc. 9780385523868