Major Health Issues in Nova Scotia: An Environmental Scan

# Reference Brief Notes
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behavioral assessments as an employee
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The labour shortage of skilled health care professionals continues to
make employee recruitment and retention a challenge for health care
managers. Greater accountability is being placed on health care
managers to retain their employees. The urgency to retain health care
professionals is largely an issue that should be considered during the
initial recruitment of potential employees. Behavioural assessments
can be used as a useful employee selection tool to assist managers in
the appropriate placement and training of potential new employees.
Although there are varying organizational concerns to address when
using behavioural assessments as an employee selection tool, the
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potential return on investment is worth the effort.
The escalating effect of the current shortage of registered nurses is
being felt throughout health services from the quality of patient care
through to the closure of beds and hospitals. The following
discussion of retention in nursing centres on exploring the effects of
the nursing shortage from the workplace through to the future of the
nursing profession. While workplace reform issues such as raising
nursing's image, improving career pathways, provision of quality
mentor and preceptorship, and raising professional status remain
unchanged, the pool of available nurses will continue to decrease.
The internet has become a common source of recruiting, yet no
study, to date, has examined its effectiveness. We created several
'ratios' and assessed the effectiveness of internet recruiting in a
biomedical device firm in the USA. Our analysis shows the internet
should not be considered as the end all to the recruiting process. In
order to stay competitive, organisations need to stay abreast of
recruiting trends and strategise their overall recruiting efforts. This
study, in conclusion, is a valuable model for assessing internet
recruiting.
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The inequitable distribution of health professionals, within and
between countries, poses an important obstacle to the achievement of
optimal attainable health for all. This study’s objective was to assess
the effectiveness of interventions aimed at increasing the proportion
of health professionals working in rural and other underserved areas.
The authors concluded that there are no studies in which bias and
confounding are minimised to support any of the interventions that
have been implemented to address the inequitable distribution of
health care professionals. Well-designed studies are needed to
confirm or refute findings of various observational studies regarding
educational, financial, regulatory and supportive interventions that
may influence health care professionals' choice to practice in
underserved areas.
United States health care providers are continuously challenged to
recruit and retain registered nurses. Despite the many efforts aimed at
addressing the nursing shortage, continued difficulty in recruiting and
retaining registered nurses has led many health care providers to
consider recruiting nurses from other countries. This article provides
an overview of the legal, ethical, and other issues associated with
recruiting a foreign registered nurse, including contracting,
immigration, and licensure issues. This article concludes that the
recruitment and employment of foreign registered nurses is a viable
option to address the nursing shortage, as long as health care