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Managing diversity in and around healthcare organizations is crucial in order for these organizations to flourish. Recruitment is a major practice among organizations and help build the best management teams. If diversity is ignored, it will result in lost investments in recruitment as well as the inability to attract and retain skilled and talented people. Recruitment is the process of attracting an abundance of potentially qualified and diverse applicants that may or may chosen for employment for a particular organization. So how can recruitment be effectively targeted to diverse groups?
There are two types of recruitment strategies, formal and informal. Formal activities may consist of placing advertisements, going to campus fairs, posting on the Internet, using search firms, professional conferences, publications, and associations. Informal strategies may consist of recruiting through social networks such as linkedin, employee referrals, as well as the organization’s reputation or image. These recruiting tactics may produce a mix of results depending on the activities as well as the audience being targeted. Other recruitment strategies include monetary and nonmonetary rewards. Such monetary rewards may include, competitive salaries and signing bonuses. Nonmonetary rewards may include flexible human resource policies and an inclusive working culture.
In healthcare organizations, they have been seeking to identify new senior level executives and diversity is likely a key criterion. Although many qualified minorities are well positioned for these jobs, particularly in healthcare financial management, finance professionals from diverse backgrounds tend to lack in great numbers in senior healthcare finance roles. Healthcare executives find that a diverse management team is an important part of its organization goals and objectives, but when asked the number or minority candidates that had been hired 43 percent had reported none have been hired and another 25 percent had reported one or two had been hired. As well as with the nursing field, the field is still relatively homogenous relative to race and gender (as of 2001). The nursing field is dealing with labor shortages as well as a lack of diversity. The types of recruitment strategies have been used to attract and retain a diverse nursing staff.
? Advertising diversity messages in print media and the Internet is relatively low cost and reaches a wide and diverse range of candidates.
? Depicting people of color in high status positions did not adversely affect the perceptions of whites, but profoundly positive impact on blacks.
? References to diversity are likely to attract people who highly value their ethnic identity
? Such findings suggest to avoid simplistic approaches and to tailor formal recruitment efforts to attract individuals who have traits and values that are aligned with the organization’s values. These efforts shouldn’t target racial, gender, or other identity categories.
? Too often myths guide an employer’s selection strategies. For example, the use of referrals, resumes, unstructured interviews can be ineffective and used inappropriately that undermine diversity objectives.
? Healthcare leaders in the context of diversity is that majority and minority groups across all dimensions of diversity see differing levels of equity and opportunity in the workplace.
? Minority professionals have made inroads in Wall Street brokerage firms, insurance companies, banks, etc.
It is important that diversity is considered in the recruitment process in health organizations because many minority groups not represented in higher, senior level positions. Although women have made some breakthroughs in senior management ranks, minorities are often not represented at all. By increasing the pool of minority candidates and accelerate career development within the industry can offer opportunities for minority executives from healthcare operations positions to grow into these finance roles.
Majority of respondents feel as though minority candidates are difficult to find, but on the contrary, minority respondents think differently otherwise. Majority respondents believe that the lack of access to minority candidates is the greatest barrier to their recruitment process and only 35 percent of these respondents find that organizational resistance is a barrier compared to 69 percent of minority respondents. The impact of having diversity in recruitment is that minorities who identify themselves with a particular healthcare organization can relate to those minorities in the nursing field as well as the higher senior level positions. It’ll promote diversity within its clientele as well.
In order to increase the number of minority senior finance executives, it has been suggested that organizations should either recruit finance professionals from outside healthcare organizations or to develop minority candidates that exists within the organization. By growing your own finance candidates, it can accelerate career development within the industry by offering opportunities for minority executives from healthcare operations positions. Minority candidates could also be developed from other areas and can be encouraged to pursue an MBA or CPA certification so they become qualified. Organizations could help candidates pursue these goals with reimbursement for successfully completing the courses.
Formal and informal recruitment as well as monetary and nonmonetary rewards are being used to increase gender and racial diversity as well as to improve retention in the nursing field. It is also used to attract diverse talent. Organizations need to create a culture of respect, promote participation of all workers regardless of rank and/or identity groups, and reward excellence which will help create diversity in recruitment.
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