创新和招聘改进以解决公共卫生工作人员招聘问题
Emilie R Madsen1, Paulani Mui, Beth Resnick
1Author Affiliations: Indiana University Indianapolis, School of Liberal Arts, Indianapolis, Indiana (Dr Madsen); Johns Hopkins Bloomberg School of Public Health, Baltimore, Maryland (Ms Mui and Dr Resnick ); and Indiana University Indianapolis, Richard M. Fairbanks School of Public Health, Indianapolis, Indiana (Dr Yeager).
公共卫生机构可以通过质量举措改善招聘流程来提高招聘,而不仅仅是法律变化. 在营销,劳动力发展和申请人经验方面的创新是解决招聘挑战的关键.
科学领域:
- 公共卫生 公共卫生
- 劳动力发展 劳动力发展
- 人力资源管理 人力资源管理
背景情况:
- 国家和地方卫生机构面临招聘挑战.
- 招聘法律和公务员要求影响公共卫生工作人员的获取.
- 需要创新的招聘策略来应对这些挑战.
研究的目的:
- 检查招聘法律和公务员要求对公共卫生招聘的影响.
- 确定创新的方法,以改善公共卫生机构的招聘流程.
主要方法:
- 使用横截面关键告密者设计的定性研究.
- 涉及美国州和地方政府公共卫生机构的员工.
- 招聘经理,人力资源总监和其他代表的经验和看法.
主要成果:
- 招聘创新的三个关键主题出现了:营销策略,组织劳动力发展和申请人经验.
- 营销创新包括扩大使用工作包装和社交媒体.
- 劳动力发展战略包括有偿奖学金,薪资调整和增强的人力资源角色.
结论:
- 组织应优先考虑质量改善举措,以简化招聘和招聘.
- 追踪招聘流程对于识别和解决机构特定障碍至关重要.
- 改善申请人沟通和减少审查时间可以提高招聘成功率.
- 公共卫生基础设施补助金 (PHIG) 资金支持招聘创新,强调需要适应性战略.
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