This document discusses various aspects of recruitment, credentialing, selection, and promotion in healthcare organizations. It defines these terms, outlines the purposes and principles of each process, and describes common methods used such as advertising, interviews, testing, and establishing policies. Recruitment aims to attract qualified candidates, credentialing verifies professionals' qualifications, selection determines the best candidates for roles, and promotion rewards high-performing employees with career advancement. The document provides details on how to effectively implement these important human resources processes.

1. Reliance institute of nursing
DHAMTARI ( C.G)
• Topic – Recruitment
Om verma
Lecturer medical surgical nursing

3. IntroductIon

4. dEFInItIo
n
“Recruitment is the process of searching the
candidates for employment & stimulating them
to apply for jobs in the organization.”
Acc. to Edwin B. Flippo
Recruitment refers to the process of attracting,
screening, and selecting a qualified person for a
job.
Acc. To wikipedia

5. PURPOSE & IMPORTANCE OF RECRUITMENT
ECRUITMENT
• Attract & stimulate more & more candidates to apply in
the organization.
• Create a talent pool of candidates to enable the selection
of best candidates for the organization.
•Determine present & future recruitments of the
organization in conjunction(help) with its personnel
planning &job analysis activities.
•Recruitment is the process which links the employers
( manager ) with the employees ( workers ) .
•Increases the pool of the job candidates at minimum cost.
•Help increase the success rate of selection process by
decreasing number of visibly under qualified or over
qualified job applicants.

6. tYPES oF
rEcruItmEnt

7. • 1. Planned: arise from changes in
organization and recruitment policy
• 2. Anticipated: by studying trends in the
internal and external organization.
• 3. Unexpected: arise due to accidents,
transfer and illness.

8. It should be done by responsible officers
Only the vacant positions should be filled,
Job description/ work analysis should be
made before (phale ) recruitment.
Recruitment of workers should be done
from internal and external sources
Recruitment should be done on the basis
of definite qualifications and set standards.
PRINCIPLES OF RECRUITMENT

9. • Defining the competent authority to
approve each selection.

10. (Identify vacancy
Prepare job description & personal
Specification
Advertising the vacancy
Managing the response
Start listing & identifying the prospective
Employee ( workers ) with required features
Arrange interview
Conducting interview& decision making
rEcruItmEnt ProcESS

11. SourcES oF rEcruItmEnt
Transfers
Promotion
Upgrading
Demotion
Retired employees
Retrenched ( change )
employee
Press advertising
Educational institutes
Placement agencies/
out sourcing
Employment ( naukari )
exchanges
Campus recruitment
Employee referrals
Tele recruitment
Internal sources External factor

12. It should focus on recruiting the best potential ( hard worker )
people.
To ensure that every applicant and employee is treated
equally with dignity( limit ) and respect.
Transparent, task oriented and merit based selection.
Weightage ( important) during selection given to factors that
suit organization needs.
Optimization (envirment ) of manpower at the time of selection
process.
Integrates ( equal) employee( worker ) needs with the
organisational needs.
RECRUITMENT POLICY

13. Advertising
Career day
program
Open house
Employee
referrals
Selection
Interviewing
Pre employment
test
Orientation
Promotion

14.
Advertising
By giving advertisements in newspaper
of local, regional, national,& international
levels & also journal advisements. The
advertisement should be designed in such
a way that it stimulated the interest of
potential candidates. The media of
advisement should be selected carefully. It
is always better inserted in a newspaper or
journals.

15. • Career day programmers
In some places nursing school &
colleges hold, career day programmes
during which recruitment officers from
local health agencies inform senior
students about employment chance in
those organization.

16. • Open house
• It is showcase of the opening of a
new services or education program. If
health agency is well organized, & their
setting will be attractive to idealistic,
service- oriented nurses. Invitation to
open house may be sent to individual
nurses, group of specialty nurses,
professional organizations final year
student nurses of school/ college of
attend open house for recruitment.

17. • Employee referral is an
internal recruitment method employed
by organizations to identify potential ( talented )
candidates from their existing
employees' social networks.
• An employee referral scheme stimulate a
company's existing employees to select and
recruit the suitable candidates from their social
networks. As a reward, the employer typically
pays the referring employee a referral bonus.
Recruiting candidates using employee referral
is widely acceptance as starting the most cost
effective and efficient recruitment

18. • Selection
• Personal selection is the process of
selecting from several candidates the one to
be employed in particular positions.
Actually the selection process starts when
applications are received & screened in the
personnel department. The steps which
constitute the employee selection process
are the following-
• Interview by personnel department
• Pre employment tests
• Interview by department head
• Pre employment tests

19. ORIENTATION
• The primary aspect of orientation is explanation
or induction ( Starting ) training. includes
introduction to rules, regulation, policy &
procedures that apply to all agency employee,
explanation start up with an explanation of the
agency, history. Purpose & structure workers
identification, working hours, holiday time,
vocation, sick time, position classification,
performance standard, performance evaluation,
labour contracts, grievance ( complain )procedure,
gap days, parking facilities, eating facilities, health
services, laundry services& educational facility .

20. PROMOTION
• The term promotion refers to a change for
better prospects from one job to another job
are deemed by the employee. The factors
which are considered by employees as
implying promotion are:-
• An increase in salary
• Increase in job prestige ( status ,dignity )
• An upward movement in the hierarchy
( sequence ) of jobs
• Additional ( superior )supervisory
responsibilities

21. • INTERVIEWING
• Interviews usually take place face to face and
in person, although modern communications
technologies such as the Internet have enable
conversations to happen in which parties are
separated geographically, such as
with videoconferencing software,[2]
and of
course telephone interviews can happen
without visual contact. Interviews almost
always involve spoken conversation between
two or more parties,

22. • PRE- EMPLOYEEMENT
• Many local and international companies in
both the private and public sector now
pre-employment tests, such as aptitude
and personality tests, as the most effective
method to measure candidate ‘fit’, or
match, for a position applying for.

23. FACTORS EFFCTING RECRUITMENT
The size of the organization
The employment conditions in the community where
the organization is located
The effects of past recruiting efforts which show the
organization‘s ability to locate and keep good performing
people
Working conditions an salary and benefit packages
offered by the organization- which may influence
turnover and necessitate future recruiting
The rate of growth of organization

Culture, economical and legal factors etc.

24. CREDENTIALINGCREDENTIALING

25. DEFINITION
Acc. To Russell C Swan‘s burg
Credentialing is the process by which
selected professionals are granted
privileges to practice within an
organization.

26. PURPOSE OF CREDENTIALING
1) To prevent a problem before it happens.
2) To search the qualifications and backgrounds of
individuals and companies.

27. PRINCIPLES OF CREDENTIALING ACCORDING TO (ANA)
1.Those credentialed.
2) Legitimate interests of involved occupation,
institution, and general public.
3) Accountability
5) Periodic assessments
6) Objective standards and criteria and persons
competent in their use
7) Representation of the community of the
interests
8) Professional identity and responsibility
9) An effective system of role delineation
10) An effective system of program identification
11) Coordination of credentialing mechanisms
12) Communications and understanding.

28. SELECTIONSELECTION

29. DEFINITION
It is the process of choosing from among
applicants the best qualified individuals,
Selecting includes interviewing, the employer‘s
offer, acceptance by the applicant, and signing
of a contract or written offer . Selection may be‖
carried out centrally or locally, but in either
case certain policies or methods are adopted.

30. SELECTION POLICIES
1. Application forms
2. Selection committee
3. Orientation programme

31. STEPS IN SELECTION
I. Interview by personnel department
II. Pre-employment tests-written/oral/practical
III. Interview by department head
IV. Decision of administrator to accept or reject
V. Medical examination
VI. Check of references
VII. Issue of appointment letter.

32. IMPORTANCE OF SELECTION
To fairly and without any element of discrimination
( Partiality ) evaluate job applicants in view of individual
differences and capabilities
 To employee qualified and competent ( responsible
person ) hands tat can meet the job requirement of the
organization
 To place job applicants in the best interests of the
organization and the individual
To help in human resources man power planning
purposes in organization
To reduce recruitment cost that may arise as a result of
poor selection & placement exercise

33. PROMOTION

34. DEFINITION:
A change for better prospects from
one job to another job is deemed by
the employee as a promotion.

35. NATURE AND SCOPE OF PROMOTION:
Seniority versus merits

36. PROMOTION POLICY:
Outstanding service in terms of quality as
well as quantity
 Experience
 Seniority
 Initiative ( active in organisation )
 Recognised by employee as a leader
 Particular knowledge and experience
necessary for a vacancy and Record of
dedication and cooperation

37. ADVANTAGES OF A SOUND PROMOTION
POLICY
It provides an incentive to employee to work more
and show interest in their work.
 It develops dedication amongst the employees.
It increases satisfaction among the employees.
 It generates greater motivation.
It generally results in increased productivity.
 Finally, increases the effectiveness of an
organization.
Improment of organization status

38. RETENTION

39. DEFINITION:
Staff choose to stay for long periods within a
cost centre, turnover is under is 10% annually.

40. IMPORTANCE OF STAFF RETENTION:

41. NINE PRINCIPLES TO HELP FOSTER STAFF
RETENTION:
Respectful behaviour .
Communication rich culture.
A culture of accountability. ( responsibility )
The presence of adequate member of qualified staff.
The presence of expert, competent, leadership.
Decision making.
The encouragement of professional practice and continued
growth/ development.
Recognition of the value of nursing’s contribution.
Recognition of nurses for their meaningful contribution to
the practice.

42. CHARACTERISTICS OF SUCCESSFUL
RECRUITMENT AND RETENTION
PROGRAMS
1.Sustained leadership commitment to workforce
as a strategic imperative.
2. A culture centered around employees and
patients.
3. Work with other organizations to address
workforce needs
4. Systematic and structured approach
5. Excellence in human resource practice

43. SUMMARY