Recruitment (Nursing Management)

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RECRUITMENT
 Recruitment is a positive process of
searching the prospective employees and
Selection is a negative process because
it involves rejection of unsuitable
candidates.
 However, both Recruitment and selection
are the two phases of the same process.

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 Recruitment is the first phase, taking
decisions on the choice.
 Selection is the second phase which
involves giving various types of tests to the
candidates and interviewing them in order
to select the most suitable candidates.
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DEFINITION
 According to Flippo : “ Recruitment is the
process of searching the candidates for
employment and stimulating them to
apply for jobs in the organization.”
 According to Dr. White : “The word
recruitment is limited to specific steps
taken to attract candidates to apply for
examination.”
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SOURCES OF RECRUITMENT
Before an organization, activity begins
recruiting applicants, it should consider the
most likely sources of the type of employee
it needs. Some companies try to develop
new sources.
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SOURCES OF RECRUITMENT
INTERNAL
• TRANSFER
• PROMOTION
EXTERNAL
• DIRECT
RECRUITMENT
• UNSOLICITED
APPLICATIONS
• ADVERTISEMENTS
• EMPLOYMENT
AGENCIES
• EDUCATIONAL
INSTITUTIONS
• LABOUR
CONTRACTORS
• RECOMMENDATIONS

INTERNAL SOURCES
1.TRANSFER : It
involves shifting of an
employee from one job
to another. At the time
of transfer, It is
ensured that the
employee to be
transferred to the new
job is capable of
performing it.
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INTERNAL SOURCES
It leads to shifting an
employee to a higher
position carrying higher
Responsibilities,
Facilities, Status and Pay.
Many organizations
follow the practice of
filling the higher jobs by
promoting employees who
are considered fit for such
positions.
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EXERNAL SOURCES
 Direct Recruitment : an important source of
recruitment is direct recruitment by placing a
notice on the notice board of the enterprise
specifying the details of the jobs available .
The practice of Direct recruitment is generally
followed for filling casual vacancies requiring
unskilled workers. Such workers are known
as casual workers and they are paid
remuneration on daily wage basis.

EXTERNAL SOURCES
 Unsolicited Applications : Many qualified
persons apply for employment in reputed
companies on their own initiative, by
applications. They serve as a good source
of manpower. A proper record may be kept
of such applications and the candidates
may be called for interview whenever the
need arises.

EXTERNAL SOURCES
 Advertisements :
Advertising the job has
become a fashion of the
day with the large scale
enterprises. The
necessary information
about the company, job
descriptions and job
specifications may be
given in the
advertisement.
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EXTERNAL SOURCES
 Employment Agencies : Employment
agencies run by the government are a good
source of recruitment for unskilled,
semiskilled operative jobs. Employment
exchanges and selected private agencies
provide a nation wide service in attempting
to match personnel. They bring job givers in
contact with the job seekers.

EXTERNAL SOURCES
Educational Institutions :
Recruitment from
educational institutions is
a well established practice
of thousands of business
and other organization.
Organizations which
require a large number of
employee, usually recruit
from institutions.
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EXTERNAL SOURCES
 Labour Contractors : In this
workers are recruited
through labour contractors
who are themselves
employees of the
organization. The
disadvantage of this system
is that if the contractor
himself decides to leave the
organization, all the workers
employed through him will
follow suit.
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EXTERNAL SOURCES
Recommendations :
Applicants introduced
by friends and relatives
may prove to be a good
source of recruitment.
Many employees prefer
to take such persons
because something
about their background
is known

METHODS OF RECRUITMENT
DIRECT
METHODS
INDIRECT
METHODS
THIRD
PARTY
METHODS
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DIRECT METHOD
 These include sending traveling
recruiters to the educational and
professional institutions, employees
contacts with public.
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INDIRECT METHOD
 Indirect methods involves mostly
advertising in newspapers, in the radio, in
trade and professional journals and in
technical magazines.
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THIRD PARTY METHOD
 These include the use of commercial or
private employment agencies, state
agencies, placement of offices of schools,
colleges and professional associations,
indoctrination seminars for college
professors and friends and relatives.
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Recruitment (Nursing Management)

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