Trends in the Recruitment and Hiring of Employees in the Healthcare Sector in

Introduction: A key factor in the success of a modern company in a competitive environment is the effective use of the resources available to it. The resource that still provides the highest added value relative to its cost is undoubtedly human labor: human effort leading to a goal, involvement, invention, and cooperation. Clinical Social Work and Health InterventionResearch sample and research objective: The main research objective was to find out the perceptions of the respondents on the importance of the goals of human resources management in the health sector and compliance with the established steps in the process of recruiting and selecting employees. The partial goals were to assess the opinions of the respondents regarding the importance of various human resources management goals in the health sector and to evaluate the extent to which the established steps in the process of recruiting and selecting employees are being applied in healthcare organizations. The research sample was selected by deliberate selection and consisted of 109 respondents: health care managers (n=16), experts from the field of health management (n=15), experts from the field of human resources (n=19), directors of health facilities (n=10), and medical (n=28) and paramedical staff (n=21).Methods: A Likert scale as used to quantify subjective responses and gather data on participants' attitudes or opinions toward a particular topic. The range of interpretation of the average score of the Likert scale was given as follows: 1,0-2,4 (negative attitude), 2,5-3,4 (neutral attitude) and 3,5-5,0 (positive attitude).Results: According to the results, the most important human resources management goal is "Support the achievement of the organization's strategic goals by creating and applying hu-man resources strategies in accordance with the organization's strategy (strategic human resources management)" received the most positive responses.Conclusion: The majority of respondents (52.29%) mentioned that their organization either applies all of the defined steps or has its own customized procedure for recruitment and selection. However, a significant proportion (approximately 58.72%) indicated that only some or none of the defined steps are being followed, raising concerns about the effectiveness and consistency of the recruitment and selection process in these organizations. The findings highlight the need for further investigation and potential improvements in HR practices to ensure a more standardized and rigorous approach to hiring and selecting employees.