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At least 253 records · Page 14Linked to original sources
PubMed1998

Conducting employee background checks: new responsibilities, new resources, new pitfalls.

Growing legal and regulatory pressures are being applied to healthcare institutions to do a better job of screening job applicants--whether they are physicians, nurses, housekeepers, or security officers. In the past, the hiring of employees who turn out to have criminal pasts has sometimes proven both costly and embarrassing to hospitals, as this report reveals. However, while there are now many resources available to uncover an applicant's criminal record, there are pitfalls to be aware of when conducting or hiring an outside firm to conduct background checks.

Contract Services↗
PubMedDate not supplied

When to counter and when not.

It's a booming job market. Currently, job hunters are excited by the opportunities to get all they can, and headhunters and hiring organizations are pressured to find the best recruits. When the market is overheated, as it is, both candidates and recruiters are tempted to trust each other and not sweat the details. They are also tempted to believe that "a good candidate can fit in anywhere." It's time to share some cautionary tales that apply to job hunting physicians. The litany of mistakes extreme prosperity induces are described, including: (1) sloppy, superficial research, (2) rushing the process, (3) relying on things to "work out," and (4) soft peddling performance expectations.

Job Application↗
PubMed1999

So you want to be a Director of Nursing ... now what!

The authors believe that even an experienced DON might need at least two months to adequately adjust and/or professionally realign problematic areas of concern in a new position. This opinion is in direct contrast with Maun (1998). Maun states "If a DON is moving to this job from another similar position, the overall program may take a week, not including any other corporate or facility specific orientations. If a person is taking a DON job for the first time, the process could take two weeks to allow for identifying areas of deficiency." The position of Director of Nursing is dynamic and fluid; it is challenging and exciting. The key to success is communication, forward planning, flexibility and the willingness to grow with the demanding changes in the arena of long term care.

Career Choice↗
PubMed2002

Employee screening today: the information is there, but be careful how you use it.

Doing a good job of conducting thorough reference checks and background investigations of job applicants has become increasingly important in healthcare in preventing personnel-related crime and the legal consequences of negligence in hiring people who commit such crimes. However, there are many obstacles to obtaining information on applicants. In this report, we'll explore in depth the current state of background checking as described by an official of a company which provides background checking services, as well as the latest in legal practices from a leading attorney in the field.

Crime↗
PubMedDate not supplied

Dr No.

Explore the source record for details and available documents.

Agonistic Behavior↗
PubMed1984

New directions in the modelling of interregional migration.

"This paper suggests two new approaches to modeling job-related migration. Both approaches are designed to simultaneously capture the inertia of past flows and information pertaining to economic conditions. One approach makes use of the incremental form of the logit model, and the other models the job application and competition process. Both techniques are illustrated using interregional migration flow data for the United States, and the results are compared with other migration models."

Americas↗
PubMedDate not supplied

Unlicensed assistive personnel retention and realistic job previews.

There is a rich literature addressing employee turnover and retention. Research demonstrates that realistic job previews increase employee retention by fostering development of realistic job expectations that match job and organization requirements. Realistic job previews use may be an effective strategy to decrease unlicensed assistive personnel turnover and increase retention.$

Attitude of Health Personnel↗
PubMed1992

Autonomous staff selection teams.

Although some other organizations encourage staff input into employee selection, the advanced care department at Bellin Hospital in Green Bay, Wisconsin has taken this concept to a new level by implementing an autonomous interview team. This team is empowered to make hiring decisions for all positions within the department without management influence or interference.

Coronary Care Units↗
PubMed2003

Knowledge, behavior, and attitudes of adolescent university students towards HIV infection and AIDS.

UNLABELLED: The aim of this study was to evaluate the knowledge, behavior, and attitudes of students entering the University of Buenos Aires (UBA) towards HIV/AIDS, as well as to determine the differences between genders and between groups with different behavior in terms of HIV/AIDS risk behavior, through the conduct of an ad hoc semi-structured questionnaire. This questionnaire was completed anonymously by 12,000 university students going in for compulsory medical check-up at the Health and Social Welfare Office of the UBA. Two thousand cases were selected by simple randomized sampling and statistically analyzed. Results revealed that: (1) 87.2% of the population under study was between 18 and 27 years old; (2) the students' knowledge of the subject was acceptable; (3) the percentage of respondents who reported having sexual intercourse with more than one person decreased as the number of sexual partners in a year increased. Less than 1.5% explicitly stated being homosexual or bisexual; (4) 53.9% of the men and 46.7% of the women claimed they always used condoms; (5) analysis of the perception of their own risk showed that 75% considered they were not at risk; (6) between 95.8% and 98% were in favor of developing educational-preventive activities and 64.2% thought compulsory AIDS screening for job applicants or candidates for educational courses was discrimination. CONCLUSIONS: (a) Information available to admission course students is sufficient. However, there are contradictions in their responses about their own behaviors; (b) Most of the respondents are in favor of the corresponding Faculties implementing educational and preventive measures. The students would regard the University's intervention as a way of fulfilling its social role.

Adolescent↗