Introduction
1. Significance of the topic (based on literature on employee selection and recruitment and its relevance to interprofessional leadership)
2.. Review of literature on employee recruitment and selection (current best practices, positive or negative impact on leadership or health care organizations, etc.)

                                                        SAMPLE SOLUTION

Introduction

According to Fried & Fottler (2008), healthcare is a labor-intensive industry that relies heavily on an extensive workforce. An integral part in delivery of healthcare is the interaction between healthcare providers and consumer. Consequently, selection and recruitment of employees is a crucial process in health care organizations. It is especially important inter-professional teams as they offer unique challenges and opportunities in healthcare delivery. Inter-professional teams have multiple skills and are experts in different areas. As a result, patient care becomes a more holistic, effective and seamless process (Martin& Rogers, 2004). Most employees in health care organizations are at one point going to be part of an inter-professional team. Such teams require leaders with specific skills to effectively achieve their goals.  In view of this, the selection and recruitment of employees should be done while considering its effect on inter-professional leadership.

Significance of the Topic

Since teamwork in healthcare is inevitable, selection and recruitment of employees should be carried out with future inter-professional interaction in mind. As such, a candidate should demonstrate ability to work in an inter-professional team. Martin& Rogers (2004) argue that an inter-professional team has similar attributes to a “multicultural environment in which the unique cultures of professions, departments, agencies and disciplines come together for a common purpose”.

There are different factors that are considers when planning the selection and recruitment of individuals in healthcare organizations. The first factor is the aim of the organization. This should be in line with what it aims to achieve (Fried & Fottler, 2008). A position may arise either due to the exit of an employee or creation of a new position. In both cases, selection should be based on skills, competencies, experience and education levels of the candidates and how they fit the position (Arthur, 2001). Recruitment can be internal or external. Dussailt and Franceschini (2006) indicate that unavailability of internal or external candidates who reside near the organization will necessitate the evaluation of the financial implication that will be as a result of attracting the right candidates that are far.