Job interviews are conducted based on the Job Description (JD). Therefore, competencies aside, have you prepared the JDs for the designations that you have mentioned? Based on the JD, you may identify the competencies as well. If you are unable to identify the competencies for the positions, how will you ask questions on those competencies and grade the job candidate's reply? Competencies are measured on the following scale:
a) Fundamental awareness
b) Novice
c) Intermediate
d) Advanced
e) Expert
Have you developed competency in interviewing? If not, you could misjudge the candidate's reply, potentially leading to injustice to the candidate. Incorrect candidate selection could result in injustice to the organization. Therefore, I recommend you be cautious when selecting job candidates. I suggest you undergo training on interview handling skills. Feel free to approach me for such training.
Supply Chain Officer
If you are working in a hospital, is there a need for employing a Supply Chain Officer? Is your hospital large enough to require management of the "supply chain"? Is your management clear on the concept of the supply chain? What kind of upstream supply chain do you have? As I handle training programs on the supply chain, I am somewhat doubtful of the necessity of this designation for a service organization like a hospital.
Thanks,
Dinesh Divekar