A busy HIM supervisor with a limited understanding of the duties of a disclosure process was sked to make a hiring decision for a disclosure specialist position at his hospital. An external candidate, a bright African American woman interviewed well; her references checked out, and she was hired. The new employee participated in general hospital orientation. In a rush to get the employee started, she was given a brief introduction to the job. The normal high-volume of incoming requests continued over the new employee's first three months on the job; however, the disclosure processing rate slowed dramatically. Complaints came to the HIM supervisor's manager. During her 90-day probationary interview, the new employee was given a written warning to speed up. She complained that she had not received the same training on disclosure processing procedures or systems as was provided to other staff. She threatened to file a grievance, then abruptly quit. A job opening notice is once again posted. Answer the following questions using the textbook and information provided in this module. DO NOT COPY ANY EXTERNAL SOURCES OR USE ANY WEBSITE. Ifl suspect any cheating you will be given a zero on the assignment and more than likely an F in the class. 1. Identify at least three areas of concern in the recruitment and selection process in this scenario. Offer recommendations for improvement. 2. What, if any, equal opportunity employment risk areas for the organization can you identify in this situation? Cite law to support your point(s). 3. What roles do job analysis, job description and job specifications play in a scenario such as this? 4. What recommendations for improvement in orientation or training can you make for this unit to avoid repeating history with the next hire? Offer at least two specific recommendations