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PubMedDate not supplied

The employment interview: avoiding the traps with effective strategies.

Selecting well-qualified employees has become increasingly difficult for employers. Legal complaints citing discrimination and negligent hiring have made interviewers and organizations more vulnerable than ever. Also, predicted declines in the skill levels of employees will continue to make it difficult for interviewers to select applicants who best match job requirements. These difficulties can be traced to a variety of traps that often lead to poor hiring decisions. The authors describe the traps interviewers face and highlight actions that can be taken by interviewers to avoid these traps and to improve the effectiveness of their interviewing and employee selection decisions.

Communication↗
PubMedDate not supplied

Adding a mid-level provider to a group practice. A step-by-step guide.

The demand for mid-level providers, especially physician's assistants, is on the rise, according to authors Robin W. Singleton and Norman Kilburn, P.A., of Tyler and Co. They offer tips on determining need, finding and screening candidates, interviewing and extending the offer.

Group Practice↗
PubMed2006

Polemic: five proposals for a medical school admission policy.

Five proposals for admitting better applicants into medical school are discussed in this article: (1) An A level in a humanity or social science would be required, to supplement--not replace--the stringent science requirement. This would ensure that successful candidates would be better "primed" for the medical curriculum. (2) Extra points in the applicant's initial screening would be awarded for an A level in English literature. (3) There would be a minimum age of 23 for applicants, although a prior degree would not be required. This is to ensure that the applicants are mature enough to know themselves and the world better, to make a more informed and motivated choice of career, and to get more out of the humanities components of the curriculum. (4) A year's full-time experience in a healthcare or charity environment would be desirable. (5) Applicants would be given two lists of interview discussion topics to prepare: works of literature and topics in healthcare politics.

Age Factors↗
PubMedDate not supplied

Selecting the best to be the best: how to gain a competitive edge for your organization, Part II.

This is the second part of a two-part article on finding and hiring the best employees for your organization. Part I discussed costs of poor hiring, benefits of good hiring, elements of an effective hiring process, the job description, hiring from within versus outside the organization, the job application, résumé screening, telephone screening, and salary considerations. Part II will discuss the selection interview, legal issues in hiring, and the orientation process.

Employment↗
PubMedDate not supplied

Six steps to improve discussions of employee performance.

Formal performance appraisal interviews are often ineffective because they strain working relationships between managers and employees and provide inadequate feedback to both parties. This article provides supervisors with specific guidance to improve appraisal interviews by addressing three topics: 1) why appraisal interviews are held; 2) what information is exchanged; and 3) how the interviews are planned and conducted. The author advises supervisors to discuss administrative decisions with the employee in an annual meeting and to stress employee development and performance improvement in separate interviews held as often as necessary. The article emphasizes that interviews are more effective when the topics discussed are observable employee performance and results rather than more subjective assessments of personal qualities, skills, and knowledge, which lead to employee defensiveness. Specific guidelines are given to help supervisors draw out the employee's assessments of his or her own performance and plans for improvement. This two-way communication approach contributes to a positive discussion between supervisors and employees and is also appropriate when team members assess the performance of their peers.

Communication↗
PubMedDate not supplied

Improve your hiring process with team interviews.

Hiring highly qualified employees in today's competitive job market is one of the most important responsibilities for managers. The time, effort, and money that are involved in recruiting, hiring, and training a new employee provide a powerful argument for improving the way we select new employees. Today, many organizations are using team interviews to improve their hiring processes. In this article, we discuss the ways team interviews can enhance selection accuracy and provide a range of benefits for both the candidate and the organization. Specific guidelines on how to use team interviews to make better hiring decisions also are discussed.

Group Processes↗
PubMed2004

HIV prevention nongovernmental organizations in Central and Eastern Europe: programs, resources and challenges.

HIV incidence is rising more rapidly in some areas of Central and Eastern Europe than anywhere else in the world. Carrying out effective HIV prevention programs requires the presence of "bridges" that can reach community populations most vulnerable to the disease. Nongovernmental organizations (NGOs) are in a natural role to conduct HIV prevention programs. The Directors of 29 HIV prevention NGOs representing almost all countries in Central and Eastern Europe participated in in-depth interviews by telephone. The broad topics of these interviews included descriptions of the three largest programs conducted by each NGO during the past six months, at-risk target populations served, major barriers faced, and funding sources that sponsored HIV prevention activities. NGO programs most often targeted injection drug users (IDUs); other stigmatized groups were less frequently served by NGOs in the sample. The most common types of prevention activities were needle exchange, HIV prevention peer education, and delivering AIDS presentations and distributing educational materials. Among the major barriers that hampered effective conduct of HIV prevention programs were a shortage of available financial resources, governmental indifference or opposition, and AIDS-related stigma. National governments rarely provided substantial funds for NGO programs, and most funding came from United Nations agencies or private foundations. The information sources reported to be most helpful in assisting NGOs in program development were sharing ideas with other NGOs, participating in conferences, and accessing information from the Internet. A number of programs reported by the NGO Directors were innovative, outstanding, and comprehensive. Five such exemplary programs are described in this article. HIV epidemics in the region are still potentially controllable. NGOs need immediate support so that they can carry out their community-based activities on a larger scale.

Communicable Disease Control↗
PubMed1983

Effects of saliency upon speech rate and foot and leg movements.

In an effort to observe the effect of saliency upon speech rate and foot or leg movement 40 college students (20 males and 20 females) were interviewed about topics that were judged to be of either high or low saliency. The interviews were tape-recorded, and a mean speech rate for each person for each topic was determined. Observers, behind a one-way window, recorded the leg and foot movements. Analyses of variance revealed differences in the speech rate data as a function of saliency, and an interaction between saliency and sex for the movement data. The females made more movements when they were discussing the highly salient material, whereas there was no difference for the males as a function of saliency. These data support the hypothesis that speech rate varies as a function of topic saliency and that foot and leg movement is a function of both saliency and the sex of the participant.

Adult↗
PubMed2005

Living with motor neurone disease: lives, experiences of services and suggestions for change.

Palliative care involves the complete, holistic care of people with progressive illness and their families. People living with motor neurone disease (MND) require a range of multidisciplinary palliative care services. However, there are significant gaps in our understanding of these people's lives, experiences of services and their suggestions for service change. The present study addressed the following questions: (1) What are the lived experiences of people living with MND? (2) What are people's experiences of services? and (3) Can improvements to care be identified? A qualitative research design was adopted using semi-structured interviews. The topic guide was developed from existing literature. The study was based in three boroughs in London, UK. People living with MND and professionals were drawn from a database at King's College Hospital, and additionally, through 'snowball' sampling. Nine people with MND, five carers/family members and 15 professionals took part in the interviews. These interviews were audio-taped, transcribed and checked for accuracy against the original recordings. Themes within the interviews were coded and grouped. The analysis was facilitated with the NVIVO computer software package. The findings are presented within three substantive groups: (1) the impact of MND on people's lives (the physical impacts of the illness, including increasing disability; social issues, including restrictions on social activities; and adjustments to people's lives, including methods of coping with the illness); (2) experiences of services (accessing service entitlements, information sources, professionals' attitudes and approaches, and professionals' knowledge and understanding of MND); and (3) suggestions for service change (better information and communication, including information on service entitlements; improved knowledge amongst professionals about MND; and some suggestions for service restructuring). This study brings a fresh approach to understanding the impacts of MND and the ways in which services can be improved to meet people's needs. The paper concludes with methodological considerations, the implications of the findings for practitioners and policy makers, and suggestions for further research.

Activities of Daily Living↗
PubMed1987

Selection of medical students--are interview evaluations consistent?

We report an attempt to evaluate the consistency of interviews used in the selection of medical students. We found that when two teams of two or three members each interviewed candidates independently, the difference between marks (on a scale of 0-10) was less than 2.5 in 90% of comparisons and less than 1.4 in 75%. When candidate variation was eliminated by use of televised interviews differences between teams were reduced. We conclude that teams of two or three interviews can evaluate candidates with acceptable consistency. On the other hand, evaluations by individuals are less consistent and probably should not be used for categorical evaluations.

College Admission Test↗