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Employees involved in the actual interview process.

Once you have a clear understanding of what your organization needs, it is time to consider the interview process. This assignment is a continuation of the acquiring, developing, and leveraging employee process you have already been working on during this course. The interview process is an important step in hiring the right person for your organization.

For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job description you developed in the previous assignment. As you are developing your interview strategy, think about testing options that would benefit the interview process. The following must be included in your interview strategy (750-1,000 words):

A detailed description of the time, place, format, interview type, and employees involved in the actual interview process.
At least one testing option to be included in the selection process. Explain why this testing option is best suited for selecting a diverse array of employees.
A minimum of four situational and four behavioral interview questions you would use to interview for the job. (Reminder: Use the job description from your previous assignment.)
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

Sample Solution

ans in management and leadership roles. Additionally, they state that engaging staff is essential in making change and improvement happen to deliver a better patient experience with fewer errors for SI to be sustained. The NHS Institute of Innovation and Improvement (NHSIII) (2009) highlighted the relevance of SI stating that each social care provider is encouraged to work within a team whilst still improving their own part of the service. All health care personnel must adopt change and support staff to enhance their services (NHS Institute for Innovation and Improvement, 2009). Whitby (2018) further describes improvements in care to be a widespread development of leadership skills in front-line nurses with the strongest and most immediate influence on staff behaviour, emphasising nurses and ward managers are well placed to improve organisational cultures and implement necessary changes in their practice setting. Background Information An inspection from the Care Quality Commission (CQC), an independent regulator of health and social care in England found that services were failing across several departments at The Royal Cornwall Hospitals NHS Trust (2017), these failures caused patients to suffer partial loss of vision or complete blindness, they also reported that patients died as a result of poor care. The report identified persistent evidence of care that fell below standard and the trust was placed in special measures. Without intervention from the CQC the findings would have been more catastrophic. The Nursing and Midwifery Council (NMC) (2017) and the CQC now work in partnership to promote patient safety and improve service, a driving force for the NHS, similarly NHS England and NHS Improvement recently came together as a single organisation, likewise to better support the NHS and improve patient care (NHS, 2019). Similarly, an independent inquiry chaired by Robert Francis QC found many failures in the quality of care at Mid Staffordshire NHS Foundation Trust resulting in a complete breakdown in fundamental nursing care and in the wider governance. 290 key recommendations were made for healthcare regulators, providers and government to improve services in order to provide safe, high quality health care for all (Francis, 2013). The Department of Health and Social Care (DHSC) (2016) focusses its
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