Risk management: Healthcare: Reference Checking

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The discussion and paper is in the attached document with resources/references

Abstract

This document discusses the importance of reference checks in the healthcare industry. It also provides some insights into challenges that healthcare organizations may face in obtaining reference information. While criminal and other background sources are useful in determining a healthcare worker's suitability for a specific healthcare position, it is more helpful to the organization, if further information regarding the candidate's suitability for the position can be obtained. Further, it helps reduce the risk that healthcare organizations may face, when injury or harm to patients is caused by unethical behavior of healthcare workers. Risk management of organizational staffing for healthcare institutions should involve obtaining as much information about a potential candidate as possible, within legal and ethical boundaries.

Introduction

Though most nurse recruiters and human resource departments consider licensure and

skill level in organizational staffing much thought, there are many considerations beyond

qualifications of health care staff, that should be taken into account when selecting

applicants and making hiring decisions. It is often tempting to select the candidate with

the most experience or knowledge for the specific position. "There are factors, such as

the obvious business need to hire only those likely to be effective on the job" (Adler,

1993). However, factors exist beyond experience, licensing, education and

accomplishments, that should be taken into account, when filling professional health

care positions.

The most skilled healthcare worker, whether a technician, nurse or another

professional, must possess a sense of ethical behavior that reduces the risk of potential

injury to patients or harm to other staff members. Many types of assessments may be

given to potential candidates applying for professional health care positions. While most

health care organizations do not consider ethical behavior in such assessments, it should

be one of the first considerations in generating a list of potential candidates and

narrowing the field of potential applicants.

When applicants are screened and considered for health care positions, an

organization's human resource department may verify employment, education and

licensure. Many organizations may also speak to a former supervisor, when applicable.

Such discussions should include questions specifically surrounding ethical behavior.

While written assessments might also be helpful as indicators of how a potential

candidate will behave within a given ethical situation, organizations must be cautious

when using such written assessments. The reliability of psychological or behavioral

tests is often questionable, depending on how it has been developed (Sunseri & Kosteva,

1991). Because relying solely on assessments can be risky, it is worthwhile to speak

with someone directly, who is knowledgeable about the professional's ethical behavior.

Problem statement

The challenge for health care organizations, is in ...