Nursing Informatics

Abstract
The paper provides a critical analysis of a simple recruitment process starting at employment requisition where the HR team informs the management about the need to hire new employees. It identifies the second step that is formulating the selection criteria for obtaining qualified employees for the available posts. It describes the third step of advertising for the specific jobs that are available through social media or other platforms. The paper identifies the categorization step for successive applicants into suitable and unsuitable. Suitable individuals are assessed against the established criteria and later interviewed. The recruits are then assessed against the criteria the second time and the qualifying individuals offered the job opportunities while others are sent thank you emails or letter. The paper explains the recipient metric that is applied in ensuring workflow soundness. It provides an improvement strategy through introducing employee training and performance appraisal segments to the process. Also, it explains that being aware of workflows provides an opportunity to improve the performance of the entire organization.

Introduction
Events in an organization are represented in workflows for easier reference and identification of problems in specific steps. For instance, the recruitment process has a simple structure that can be represented in the following diagram:

The job requisition step involves the human resource management writing a letter to the management seeking permission to hire new workers (The Creately Templates, 2017 Dia.

1). The HR uses typed letters, emails or faxes to send the requisition letter. The company has a policy of conducting recruitment internally where interested employees are invited into the organization for interviews upon qualification. However, the HR should have sufficient evidence that new employees are actually needed in the organization.
The HR department decides the recruitment criteria where technology such as information recorders and statistical tools are applied. The policy of equality and fairness must be applied in the recruitment process. However, the HR department needs reference materials in designing the criteria. The next step is advertising the jobs where the HR publicizes the available vacancies. The technology applied in this step includes emails, posters, and social media. However, the recruitment information should be accurate.
The next step is receiving applications and it is done by the HR team. The application letters are received electronically through a computer or mail service. However, the policy of equality must apply. In order to receive the application letters, the applicant must provide correct destination address. The recruits are then divided into suitable and unsuitable based on academic and other qualifications. This step is carried out manually while referring to computer database technology and the HR team closely follows the equality and fairness recruitment policy. The recruits’ academic and other relevant qualifications are required during this step.
The next step is assessing against criteria and interviews where the HR evaluates the recruits based on the established criteria (The Creately Templates, 2017 Dia. 1). The recruit responses are recorded through a recorder device for later reference. However, the HR should make the interviewee at ease to ensure he or she exposes significant personal information at this stage. The last step is assessing the recruits against the established criteria where computers are used to access recruit database for comparison; however, the recruitment equality policy should be applied. The background information must be available for recruitment; those that fail to qualify are sent the thank you letters.
The organization utilizes the recipient metric as the measure of workflow soundness; this involves observing the number of people each stage is able to attract (Toal, 2015 Par. 14-15). The recipient metric allows for personalization of the workflow through increasing segmentation of stages for improved performance, which is core in its effectiveness.
Improvements should be effected on the job offer through adding the employee introduction to existing staff/ training and performance appraisal segments. This will be critical in ensuring new employees adapt to their new working environment effectively (The Scribd, 2017, Dia. 1).
An organization should be aware of the flow of every activity as a measure of determining the factors contributing to the weakness of frequent events. It can in this regard, be used in the formulation of decisions to improve all systems in the company.

References
The Creately Templates. (2017). Recruitment Process ( Flowchart). Creatively. Retrieved on 1/2/17, from https://creately.com/diagram/example/gsy8pdq4f/Recruitment%20Process
The Scribd. (2017). Simple Recruitment Process Flowchart. Scribd. Retrieved on 1/2/17, from https://www.scribd.com/doc/145209827/Simple-Recruitment-Process-Flowchart
Toal A. (2015). 4 metrics to measure the success of your workflows. Instiller. Retrieved on 1/2/17, from https://instiller.co.uk/blog/4-metrics-measure-success-workflows/