Parkland Hospital Case Study

1269 Words 6 Pages
Getting the right people in the right positions is one of the most difficult yet critical aspects of building a quality organization. This means having a hiring process that not only attracts top potential employees, but also evaluates them and ensures that they are ready and able to perform the tasks and assume the responsibilities the organization requires. In a hospital setting, the hiring process is even more critical because so many of the positions in the organization have direct impact on the lives of others. The hospital must maintain high standards in hiring and have an effective and efficient process.
The Current Hiring Process
At Parkland Hospital, the hiring process is formalized, with specific steps that must take place at each
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These recruiters are on the lookout for both ongoing open positions, such as nurses, and also anticipated hard-to-fill positions, such as a pharmacist who will be retiring in six months. They identify candidates who would be beneficial to the hospital system and get them to put in an application to begin the hiring process. For high quality candidates, a recruiter may also follow the applicant through the process. Hinkel (2005) noted that internal recruiters and marketing on the part of the hospital is typically much more effective than utilizing outside employment agencies to recruit quality …show more content…
The system can be cumbersome, leading to situations where critical positions go unfilled for weeks while the various steps of the hiring process are completed. Sahay (2015) noted that many hospital organizations have overly formalized hiring, which may lead to excess paperwork, more interviews than needed, or other wasteful activities that are undertaken because they are part of an established process rather than because they result in higher quality hires. In other words, the organization operates in a certain way because it was historically effective, but changes in hiring regulations and use of technology may have rendered these practices obsolete or at least less effective. Since Parkland has had the same practices for many years, it is likely that there is waste in the process that could be identified and eliminated. For example, the previous candidate data management system required that candidates apply separately for different open positions, rather than complete one application and submitting it to multiple openings. Although the system no longer requires this, applicants for more than one nursing position must still complete separate applications for each position, which may stop qualified candidates from applying for multiple

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