Hiring Strategies, Essay Example

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Essay

Job description

The job description of the position is as highlighted in the subtitles below

Employment

The employment opportunities for the health planners are usually with the state’s department of health.

Duties and responsibilities

A health planner is expected to integrate and focus the requirements of different health professionals and divisions and also to ensure that funds and resources have been secured through the relevant proposals and legitimate grants written. The required health planner will be expected to promote both child wellness and health and the participation of family in health planning (Kadis, 2009). This will be achieved by:

  • Establishing and maintaining a good relationship between the state health department and the health care providers in the community.
  • Establishing a good relationship with parents so as to promote their full participation in their children’s health care whenever the children are placed in foster care.

Education

Candidates should have a first degree in a health related field and a master’s degree in regional or urban planning and public health. In addition the planner should have the following qualifications;

  • Should have excellent communication skills; both oral and written.
  • Should be an expert in the child development diseases and disorders.
  • Should be an expert in the public health system.
  • Should have previous experience in a medical clinic or a hospital.

Job scope

The duties of the health planner may involve developing some advocacy programs addressing the health policies as concerns public health within or outside the state health department. The planner has a role to play in dealing with trends ad issues which directly or indirectly affect large groups of people (Gill, 1997).

Advertisement

Considering the fact the best employee is being sought, the advertisement should be done in a manner that will result in many potential employees being reached. The advertisement shall be posted in the local media.

Daily newspapers will be a good choice fro they have a large following. Any advertisement posted in the print media reaches many people either directly. Where directly means the potential employee reading it by him/herself whereas indirectly means the potential employee is informed by another third party who has read it (Gill, 1997).

Online advertisement is also a viable option since the world today is experiencing the technological storm. Most people have easy access to the internet and so it would be efficient to advertise on the blogs that deal with vacancies that can easily be accessed by the majority of the people. These blogs may also include the online newspapers’ sites and the hospital’s website (Kadis, 2009).

Interview

During the interview, a panel of interviewers will be used and shall be expected not to intimidate the candidates as this is the regulation in the field. The candidates will be questioned so as to gauge his competence (Gill, 1997). For example, the candidate will be expected to:

  • Describe his or her personality.
  • This will be aimed at giving the candidate a chance to tell the panel who he/she really is; the intrapersonal values.
  • State how he feels about his or her last boss.
  • This will ascertain whether or not the candidate has had a good relationship with their former bosses
  • Describe his or her management style in dealing with coworkers or staff.
  • This will be aimed at identifying the leadership potential possessed by the candidates
  • State any three things important in his job.
  • This will be aimed at ascertaining whether or not the candidates understand the scope of their work.

One important law governing the process of hiring could be the 1964 Civil Rights Act which cove employees with respect to their protection against discrimination on the basis of color, gender, state of origin, race as well as religion (Gill, 1997).

References

Gill, K. (1997). “Recruiting health officers: what to consider.” Community Health Journal, 33(4), 323-329.

Kadis, J. (2009). “Work Force Planning: How to Recruit and Retain Health Workers.” Community Living Briefs. ILRU: Community Living Exchange Collaborative, 2(1), 4-9.

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