Job Description Analysis
Nurse -executives or chief nursing officers are the highest-ranking nurses in an organization responsible for a wide range of managerial and administrative functions. These individuals are tasked with setting the nursing vision and ensuring the delivery of safe, timely, and patient-centered care (Jones et al., 2017). In today’s complex healthcare system, nurses in this role primarily work to influence the quality and improve the health of populations. Working within a collaborative and interprofessional practice environment, nurse executives greatly contribute to the management of human resources in organizations.
Role in Developing Job Descriptions
Nurse executives possess clinical care experiences as well as leadership and management skills. Because of their roles in managing healthcare teams, handling finances, and creating policies, these leaders have a key role in creating job descriptions. Nurse executives create or participate in developing job descriptions for registered nurses, nursing assistants, nurse educators, and other important professionals like nurse informatics specialists. They possess knowledge of the healthcare environment in areas of governance, clinical practice, and healthcare economics that is used for creating job descriptions (Jones et al., 2017). For example, nurse executives understand how new employees should comply with state and federal regulations. They are tasked with assessing the effectiveness of care delivery models and looking for employees that fit into the organizational culture. The nurse executive also participates in outlining the duties and responsibilities of employees that make up the most important part of their job description.
Analysis of Job Description
The job selected for this discussion is ‘Nursing Informatics specialist’ advertised by the University of Illinois Hospital and Health Sciences System.
Nursing informatics is an important field today because of the increased utilization of technology to influence patient outcomes. Nursing informatics allows nurses to quickly document and access patient information for decision-making (Va & Balai, 2017). Nursing informatics specialists apply their clinical nursing experience to ensure technologies like electronic health records (EHRs) are effectively utilized.
A job description is a tool that identifies the tasks, duties, functions, and responsibilities of employees for a certain position. The selected job description uses plain language to advertise for a nursing informatics position. The job description begins with the title “Nursing Informatics Specialist (Job ID #134250” and identifies the department, location, and closing date of application. The second part clearly outlines the preview of the job and the healthcare system looking for the position. There is a long list of duties and responsibilities for the nursing informatics specialist and the last part identifies the qualifications and closing remarks. This job description identifies a few attributes of the employee seeking this position including five years of clinical experience, one year of experience in informatics training, and proficient communication skills. There is also a mention of intermediate computer skills in the areas of Microsoft Office and EHR use.
Nursing informatics specialists actively merge the information technology and EHR systems with patient care (Va & Balai, 2017). To effectively perform their roles, the employee must understand the value they will bring to the organization. The selected job description fails to mention the value the new employee will have to the organization. Secondly, the informatics must have the knowledge and practical experience with computer software including the use of Microsoft PowerPoint and Excel (Va & Balai, 2017). Apart from these key features, nurse informatics specialists today should know biomedical device integration, health information exchange, PowerPlans, and other preferred qualifications like Microsoft Visio and Cerner training.
Social media recruitment is one of the most commonly used talent acquisition tactics today. Social media platforms provide an easy way to access large populations from different parts and attract them to the job (Society for Human Resource Management (SHRM), 2017). To maximize the description of the nurse informatics specialist job on social media, I will begin by choosing the right channels. I will post the job on well-known platforms like LinkedIn which is utilized by more than 96% of recruiters (SHRM, 2017). Secondly, I will use inviting visuals and catchy captions to attract people. Another key strategy is using paid ads to promote the job and boost the visibility of the content.
When looking for how jobs are advertised on social media, the first strategy I observed was the creation of a ‘jobs’ section on most websites. For example, LinkedIn has a nursing jobs section where anybody interested clicks to find whatever job they are looking for. The second strategy of the presentation I observed on most websites was job presentation according to the region one desires. For example, the Nurse.org website has a list of popular cities with nursing jobs updated daily. The use of such measures ensures job seekers get the right jobs within the shortest time when using social media platforms.
Interview and Selection Plan
The ideal candidate for the nursing informatics specialist job should possess excellent communication and listening skills. The individual must be adept at presenting information in a variety of ways to meet individual learning. Regarding the aspect of the experience, an ideal candidate should have an active RN license and at least one year of experience with a hospital-based EHR system. Additionally, the candidate should provide certifications for computer-based programs necessary to work as a nursing informatics specialist. One of the key sources of information to evaluate the applicants is the American Organization of Nurse Executives (AONE) which provides competencies for nursing and healthcare leaders including informatics individuals.
The employee selection process involves a series of steps used by organizations to hire the best workers. The first step I will use to select the ideal candidate will start with a job advertisement. I will proceed to review candidate applications and narrow down the list to manageable applicants. I will conduct an initial candidate screening using the phone interview technique focusing on key aspects like commitment to the job and the fitness of the applicant. The last step I will use is an in-person interview with fewer candidates and using the assistance of a panel to identify the most appropriate candidate that matches the qualifications and job expectations.
During the interview process, working with a recruitment partner is important in building a structure and avoiding biased selection. The members that I will include during the interview process include the human resource manager and information technology, specialist. The human resource manager will be tasked with ensuring applicants meet the skills and educational requirements for the job. The IT specialist will be tasked with ensuring the applicants are proficient in EHR systems and the use of computer software. To adequately prepare for the interview, I will set aside enough time and identify a good location for the interview process. I will go through the interview questions together with my partners and set the minimum standards for considering an applicant for the job. The final step will involve the communication of the date for the interview to the applicants and requirements during the interview process.
Compiling the interview outcome will be done using the interview scorecard system. Scorecards are used to standardize the evaluation of candidates in the interview process where the hiring team compares rankings to identify the strongest candidate (Dattner, 2016). During the interview process, the hiring team will use standardized scorecards to allocate marks to each aspect assessed for the applicant. If any differences in the interview ratings will arise, the use of average scores may be the most effective method of determining the final ratings of candidates. Additionally, a discussion among the hiring team will analyze the fitness of the candidate, and a voting method used to reach a consensus.
The essential questions that I would ask during the interview include:
- How will you improve the utilization of information technology in this institution? This question seeks to elicit the response on the applicant’s understanding of the roles of an informatics nurse.
- Provide a time when you coached or mentored someone. Were there any improvements? This question tests the applicant’s ability to mentor employees and colleagues.
- In your experience, what is the key to developing good teams? This question will elicit a response on the ability of the employee to build mutual trust, respect, and cooperation. These attributes are important for all nurses and are part of the core competencies of professional nursing practice.
- In the past, how have you ensured your organization remains compliant with all laws and regulations governing the use of health information technologies? This question tests the applicant’s understanding of HIPAA regulations and the importance of safeguarding patient information.
- In your experience, how have you collaborated with others to overcome challenging situations in your line of work? This question tests understanding of the challenges in EHR use and how collaboration with clinicians and other members can help to redesign processes.
Job fit is an aspect that defines the candidate’s ability to assume a position based on their hard and soft skills, strengths, experiences, and qualifications. During the recruitment of a nurse informatics specialist, I will measure the candidates’ fitness based on the interview score and personality traits that will predict the ability to match the organization’s culture. I will assess if the applicant will be able to produce the best results using the available resources and the sources of motivation for the applicant.
One of the potential challenges that I expect during the hiring process is recruiting fairly. Providing equal opportunities is a legal obligation and ethical requirement for business. To address this challenge, the hiring team will use structured questions and assign scores using the interview scorecard. Another challenge that is expected is creating an efficient recruiting process. Things like time management, coordination of meetings, and communication may pose problems. To address this challenge, the hiring team will consider using the applicant tracking system (ATS) to automate parts of the hiring process. This system is effective in generating recruitment reports on various metrics like time and improves the candidate experience.
Dattner, B. (2016). A scorecard for making better hiring decisions. Harvard Business Review, 1-5. https://hbr.org/2016/02/a-scorecard-for-making-better-hiring-decisions
Jones, P., Polancich, S., Steaban, R., Feistritzer, N., & Poe, T. (2017). Transformational leadership: The chief nursing officer role in leading quality and patient safety. The Journal for Healthcare Quality (JHQ), 39(3), 186-190. https://doi.org/10.1097/jhq.0000000000000090
Fried, B. J., & Fottler, M. D. (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.
Society for Human Resource Management. (2017). Using social media for talent acquisition: Recruitment and screening. https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/social-media-recruiting-screening-2015.aspx
Va, R., & Balai, M. (2017). Nursing informatics: A new trend in nursing. Advanced Nursing, 2017(3), 1-6. https://www.researchgate.net/publication/348186313_Nursing_Informatics_A_New_Trend_in_Nursing
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