The interview process that organizations utilize is critical as it can help distinguish if a candidate is promising or if the company should continue their search. The information that is gathered in the interview can allow for this information to be found. The tools used in the interview process help the interviewers extract more information on their candidates to ensure that they are fit for the positions. In health care this is needed as having a high turnover rate may be harmful to the patients and to the health care organizations reputation. After having done some research it shows that many people who work withing HR typically know how to run an interview and can ask substantiative questions while department managers could use more assistance in the way they lead their interviews (Davis, 2018). In efforts to help resolve this issue and to have the tools be used efficiently it would be beneficial to have the department managers take trainings on how to conduct a constructive interview that will generate the information that is needed to determine if the candidate is fit for the position. Three interview techniques that can be used are looking for red flags, analyzing the data given, and embracing the art of listening (Trull, 2014). Red flags in interviewings can be seen as interviewees that speak ill of their past employers opposed to being professional and simply stating that they had different goals or their missions were different. Analyzing the data given can be looking into the experience that an individual has and reviewing their referenced to ensure that their work can be accounted for. Embracing the art of listening can be the most beneficial tool. Listening to what the candidate has to say can be very beneficial as they are providing us with information about themselves and how they can contribute to our organization.

1. According to the statement above what can one disagree and or agree with?

Due to the COVID-19 pandemic, our turnover rate in our organization has increased. This has left most of our departments with the necessity to do interviews in order to hire new staff. Our talent acquisitions person is responsible for promoting and posting our hiring reacquisitions. Then they are responsible for looking at all the candidates that have applied and making selections. This is obtained by breaking down the applications and only sending the hiring departments the resumes of potential candidates. The hiring manager then evaluates the resumes and then they make a decision to set up an interview. According to Patel et al. (2020), there are several strategies and techniques that can be helpful in healthcare interviews. The interview should consist of interview questions that are open-ended to allow the candidate to answer accordingly. A very successful interview we recently had was when our organization hired our health center manager for one of our Louisiana locations. Since our corporate location is in Texas, we obtained a mixture of virtual and over the telephone interviews. Virtually we had candidates from many different states that were willing to relocate if they were hired. I believe that opening the opportunity to allow virtual interviews has been able to allow more people to interview for job openings (Gray et al., 2020). The strategies that we also used when interviewing for the manager position were to conduct panel interviews. This allowed part of the patient care team to meet and interview the candidates. Since most of this department collaborates with one another, it was important for certain leaders to form part of this panel. Our method of using a panel also allowed us to evaluate and observe how the candidate interacted with the team. In the end, after meeting with the panel and discussing all the candidates we were able to make a good hiring decision.

2.According to the statement above what can one agree and or disagree with?

Please answer these 2 questions ASAP