Paper on Hiring Medical Consultants to Revamp HCIT Solutions in Competitive Marketplace

Introduction

As the human resource manager, I am required to hire medical consultants for our Company, a supplier for health care information technology, HCIT, solutions. In the recent past, there has been a significant change in our marketplace’s competitive nature, resulting in a decline in sales and revenue. Therefore, there is a need to restructure our workforce by bringing in new medical consultants who can bring innovative ideas that would take as to the top. The prerequisite skills for the medical consultant jobs I advertised include; knowledge of medical and Information technology terminology, and political and economic arenas on health. Also, candidates need to be articulate and sophisticated. Thus, I will hire Medica Seles, an Informatics Consultant, and Angie Gram, a Medical Technologist based on the resumes they submitted. On the other hand, Karen Comfort, BSN, and Ren Sanspit, who are changing careers, fail to meet the job requirement.

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Evaluation of the Candidates Suitability

Medica Seles is the most suitable candidate for this position because of the vast experience the candidate has working as a medical consultant (AkbariSamani, Hamedi & Torabi, 2020). Therefore, I think this is the right candidate for this position that requires versatility of knowledge and experience as a medical consultancy. Also, the outstanding performance of the candidate’s last post makes Seles standout as a person who will reverse the falling sales and revenue of our Company (AkbariSamani, Hamedi & Torabi, 2020). The mention of outstanding performance in medical sales also means the candidate understands the competitive nature of the market and the trends in the political and economic arenas (AkbariSamani, Hamedi & Torabi, 2020). Therefore, if Seles agrees to the demanding need for the position that requires one to travel often - despite planning on getting married – then I will give the candidate the job.

Angie also comes out as a strong candidate who has a vast knowledge of medical and technological concepts, which is in line with the job requirements. Furthermore, Angie’s resume demonstrates that she has strong people skills such as communication skills, making her stand out as an ideal candidate (Allard & Harvey, 2015). Angie’s people skills will come in handy since the position requires one to deal with a lot of people with different diverse backgrounds (Allard & Harvey, 2015). Another strength that impressed me about Angie is her willingness to learn and adapt – when she mentioned her plan to learn English speaking skills. Adaptability is one of the strengths I look for in candidates because it demonstrates - the willingness on an individual to go out of their way to improve themselves for the betterment of the Company (Allard & Harvey, 2015). This position also requires someone who is exceptionally hardworking for them to have a positive turnaround results in sales and revenue. Thus, Angie’s ability to write a paper that got published in a peer-reviewed journal demonstrates her hardworking traits. I want to believe that with some little on-job training, Angie will become a strong candidate who will be a valuable asset for our Company.

Conclusion

Although Karen also came out as a strong candidate, I chose not to hire her because she failed to demonstrate that she knows information technology. Hence, Karen would require a lot of time and resources to train her before performing well in her job. I would probably consider her for a role that does not require immediate pressure and results. On the other hand, I would not hire Ren Sanspit since he does not demonstrate his suitability. Sanspit failed to prove to me that he possesses knowledge in information technology as the job required. Furthermore, Sanspit’s had an informal language tone when the candidate uses statements like “empty nester” – whereas the role requires the candidate to be articulate. Thus, Sanspit’s language tone sounds professionally unethical to me (Allard & Harvey, 2015). All in all, I looked at the candidates’ suitability for the job by assessing their communication, adaptability, and people skills. Furthermore, I also assessed the candidates’ technical knowledge in determining their suitability for the medical consultant role.

References

AkbariSamani, S., Hamedi, O., & Torabi, M. (2020). Investigating thought self-leadership on sales performance with the role of sales skills and consistent sales behavior and self-efficacy mediation (Case study: Sellers of Karaj Hospital Food industry). Archives of Pharmacy Practice, 1, 168.

Allard, M. J., & Harvey, C. P. (2015). Understanding and managing diversity: readings, cases, and exercises. Boston: Pearson.