Abstract:

Healthcare is a labour-intensive activity challenged by workforce shortages. The available literature suggests recruitment interviews perpetuate historical injustices by ascribing greater value or authority to the perspectives of certain groups despite evidence that diverse inclusive teams provide better health outcomes (West, 2012; Kline, 2013; 2014). This paper conceptualises the recruitment process and an attempt to extend supply via guaranteed HCSW job interviews for local candidates, with self-declared barrier(s) to employment. The recruitment interview is therefore reconceptualised using Bourdieu’s Theory of Practice and theoretical findings are explored to consider if this initiative is acting as a disrupter to the established entry into the employment field of healthcare (Bourdieu, 1977). From this theoretical framework the following research questions are proposed to support future empirical research. These are What forms of capital possessed by potential new entrants into the field are valued (or not) by the members of the field? Is there a links between these valorisation decisions, on the one hand, and the individual dispositions of the actors involved and their positions in relation to the field, on the other? How does the dynamics of capital valorisation is affected by deliberate attempts to make the boundaries of the field more permeable? Healthcare is a labour-intensive activity challenged by workforce shortages. The available literature suggests recruitment interviews perpetuate historical injustices by ascribing greater value or authority to the perspectives of certain groups despite evidence that diverse inclusive teams provide better health outcomes (West, 2012; Kline, 2013; 2014). This paper conceptualises the recruitment process and an attempt to extend supply via guaranteed HCSW job interviews for local candidates, with self-declared barrier(s) to employment. The recruitment interview is therefore reconceptualised using Bourdieu’s Theory of Practice and theoretical findings are explored to consider if this initiative is acting as a disrupter to the established entry into the employment field of healthcare (Bourdieu, 1977). From this theoretical framework the following research questions are proposed to support future empirical research. These are What forms of capital possessed by potential new entrants into the field are valued (or not) by the members of the field? Is there a links between these valorisation decisions, on the one hand, and the individual dispositions of the actors involved and their positions in relation to the field, on the other? How does the dynamics of capital valorisation is affected by deliberate attempts to make the boundaries of the field more permeable?

Please choose your submission type: Full Paper

Primary Track: Human Resource Management

Keywords: Diversity and equality;Recruitment and selection

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Ms. Donna McLaughlin

Biography