The document discusses various aspects of the recruitment and selection process. It begins by defining recruitment as the process of finding and hiring qualified candidates for jobs. It describes the typical stages of recruitment from seeking applicants to evaluating applications. It then discusses factors that influence recruitment strategies like business size, compensation, and past recruiting policies. The document also outlines a recruitment policy framework and common recruitment sources. It defines selection as the process of choosing the most suitable candidates. The typical selection stages are then outlined such as screening applications, interviews, and approval. The document concludes by discussing placement, orientation, and credentials.

2. PRESENTED BY
S.Bhaktiswarupa
Msc Nursing
Sum Nursing college

4. Recruitment is interpreted as the procedure of
exploring and obtaining applicants for the jobs from
among whom the right people can pick out.
It is the process of detecting and appealing capable
applicants for employments.
The processes are commences when new recruits are
sought and end when their applications are presented.
The result is a pool of applicants from which new
employees are picked out.

5. Jerry and Franklin;
“Recruitment is the foundation that feeds the
managerial pool: without it managerial personnel
dries up and survival of an enterprise is
threatened.”

6. Edwin B Fllipo
Recruitment is the process of searching
prospective employees and stimulating them
to apply for organisation.

7. Assist in reducing the chance that job applicants once
selected and recruited will exit the organisation after a
short period of time
Conform with organisations social and legal
obligations in relation to the constitutions of its
manpower.
Commencing ,preparing and capable job applicants
who will be suitable candidates.

8. Measure the strengths of various recruiting sources
and techniques for all kinds of job applicants .
Assist in increasing the success rate of the selection
process by reducing the number of cisibly over
qualified and under qualified job applicants.
Decide the present and future need of organisation
in alignment with its job analysis and personnel
planning activities.
Step up the pool of job candidates at low cost.

9. SIZE OF THE
BUSINESS
COMPENSATIO
N PACKAGE
INFLUENCE
EMPLOYEES
WORKING
ENVIRON
MENT PAST
RECRUITING
POLICY
EMPLOYEMENT
CONDITIONS
COST OF
RECRUIT
MENT.

10. The policy provides a framework for recruitment
and contains aspect such as
Organisational objectives
Identification of recruitment needs
Preferred sources of treatment{internal /
external}
Criterion of selection and preferences
The cost of recruitment and financial
implementation of the same
RECRUITMENT POLICY

11. DIRECT
RECRUITMENT
EDUCATIONAL
INSTITUTIONS
ADVERTISEMENT RECOMMENDATION PROMOTION
EMPLOYEMENT
AGENCIES
TRANSFER

13. Selection implies matching people
with the right job.
It is essential therefore to select quality
personnel for placing in right position.
to render quality services ..
Hence ,Selection is a process of
choosing from among external
candidates the most suitable
persons for the current position or
for future positions.

14. Screening of application
Preliminary interview/physical
examination
Selection test
Employment interviews
Approval by appropriate authority

15. SCREENING OF APPLICATION
 Everyone in the enterprise whoever applied for
the job may not qualify for the job.
Those who do not possesses adequate experiences
and qualification should not be included in the
list of the candidates to be called for a preliminary
interview .
.Hence a proper scrutinity of application is made
to select the candidates to be called for
preliminary interview.

16. The employers tries to find out whether the
candidate is physically and mentally fit for the
job .
In general the candidate are asked about their
qualification.,Experience,interest,residence,
age,etc.
Employer should not take much time for
conducting the preliminary interview.

17. Interview is a face to face observational and
personal appraisal method to evaluate a
candidates fitness for the job.
Every person who is selected by a company for
interviewed by one or more persons.
This system helps the employee’s
motivation,personality,smartness,intelligence
,and his overall attitude.

18. Those candidates who have passed the
preliminary interview will be asked to
appear the selection test .
Test serve as an important device in the
process of selection.
Test aim at discovering and measuring
selected qualities ,abilities and skills of a
candidate in terms of job specifications.

19. Direct interview
This is straight forward face to face question-answer
session between the interviewer and the interviewee.
In this ,the interviewer tries to assess the candidates
knowledge of the job ,attitude, motivation and other
personal characteristics.

20. No direct questions are asked ,the candidate is asked
to express his views on any topic of his liking.
The interviewer mainly listens without interrupting
the candidate.
This method provides freedom of expressions to the
interviewee and also keep him more at ease.
It help the employer make a better assessment of the
personality of the candidate

21. Under this method the
number of standard of
questions to be asked of a
candidate are framed in
advance
Even the answer to these
questions are made be fore
hand.
In order to find out the
suitability of the candidate
for the job for which he is
being interviewed.

22. In this the interview put such
questions as can make the
candidate lose his temper or
make him angry or irritated .
”In case the candidate answer
such questions without getting
irritated ,he has a good chance
of being selected for the job.

23. Here a panel of members interviews the candidates.
Each member may ask question in a particular area that
is assigned to him.
Immediately after the interview the panel members
together will evaluate the candidates performance with
reference to his answer to question put by each members

24.  Here a group of candidates is observed
in a group discussion on a specific
problem
 If a specific candidates ‘ performance is
impressive he may be
considered for the job.

25. .
Organisation may designate various authority
for approval of final selection of candidates
for different categories of candidates.
When approval is received the candidates are
informed about their selection and asked to
report for duty to specified persons.

27. Placement may be defined as the
determination of the job to which an accepted
candidate is to be assigned and his assignment
is to do that job.
It is a matching of how a supervisor has reason
to think a candidate can handle the job
demands

28. JOB
ORIENTATION
TEAM WORK
TRAINING AND
DEVELOPMENT
JOB
ENRICHMENT
REDUCES
ABSENTEEISM
EMPOWERMENT

30. Promotion comes from the Latin word Promover
meaning to move forward.
A promotion is the transfer of an employee to a
job which pays more money or one that carries
some preferred status.”
Scott and Clothier’
Promotion is an advancement of an employee to a
better job better in terms of greater responsibility,
more prestige and status ,great skill and
speciality increased rate of pay or salary.
Pigers and Mayers

31. PURPOSE
•To motivate employee to higher position.
•To attract and retain the competent and cream
employee .
•To recognizing and reward deserving and competent
employee.
•To increase the effectiveness and efficiency of capable
employee and organisation.
•To fill higher vacancies within organisation
•To build morale and belongingness among the
employees.
•To provide oppurtunities to the employees to grow
within organisation.

32. SENIORITY MERIT
SYSTEM
SENIORITY
CUM
MERIT.

33. According to this :between two employees of
same cadre,the one who was been working a
longer time in the service be promoted.
ADVANTAGES :
It is simple system to understand and execute.
It meets the senior employees desire for
respect.
It maintains discipline and respect for
seniority.
This is economical system of recruitment.
It helps in patronising employee “service to
the organisation.

34. DISADVANTAGES:
•It assumes that all the employees of cadre are
fit for promotion irrespective of capabilities.
•It encourages lethargy and and in efficiency.
•It prevent youngers placed over the senior.
•It will detoriate the work efficiency if the
senior will not keep pace and prevent to
attract capable persons.
•This determines the order of precedence according
to the age and experience.
•It creates sense of security among the employees

35. It is just the opposite to the principles of
seniority . There should be objectivity in
selection.
METHOD OF TESTING MERIT
Written test or without interview :
Without test may be competitive ,departmental exams to test
the knowledge of candidates in the relevant field. These
are also called promotional examinations
Discretion of the HOD:
Sometimes the merit of promotion is to left to the
judgement of the HOD ,who has the personal knowledge
of all employees and knows about their work in
organisation.
Service record and efficiency rating : In the public sector the
annual confidential record {ACR} .HOD or next senior
usually fills the confidential report about the
performances of subordinates. and the record is the
valuable aid to the judgement in selecting candidates.

36. Encourages the capable and young employees to
fill the post.
It recognizes and rewards extra know legible
employees.
It generates greater motivation among competent
work force
It is a logical and scientific system of promotion
and enhance the efficiency of organisation.
DISADVANTAGES:
Chance of favorism
Leads resentment among senior employees.

37.  Seniority as well merit parameters are kept
in mind at the time of selecting candidates..
 This is one of the balanced way of
screening out the best candidate to fill the
job.

38. It should clearly stated either the promotion
be done within the organisation or outside
the organisation.
It should be fair ,impartial and planned
activity.
The promotional routes to be followed for
different cadre should be mentioned clearly.
There should be a provision for training and
development of existing employees if
promotion is considered within organisation.
Records of employees should be maintain
properly so that it can be use in time of
promotion.

40. CREDENTIAL is an attestation of qualification,
competence, or authority issued to an individual
by a third party with a relevant or assumed
competence to do so.
Examples : Academic diplomas, academic
degrees, certifications, security
clearances, identification
documents, badges, passwords, user
names, keys, powers of attorney, and so on.
Sometimes publications, such as scientific
papers or books, may be viewed as similar to
credentials by some people, especially if the
publication was peer reviewed or made in a well-
known journal or reputable publisher.

41. A person holding a credential is usually given
documentation or secret knowledge (e.g., a
password or key) as proof of the credential.
Sometimes this proof (or a copy of it) is held
by a third, trusted party.
While in some cases a credential may be as
simple as a paper membership card, in other
cases, such as diplomacy, it may involve
presentation of letters directly from the issuer
of the credential detailing its faith in the
person representing them in a negotiation or
meeting.

44. Vati Jogindra, Principles and Practice of Nursing Management and
Administration, 1st Edition, New Delhi; Jaypee Brothers Medical
Publishers (P) Ltd: 2013.
Basavanthappa BT, Nursing Administration,2nd edition, New
Delhi;Jaypee Brothers Medical Publishers(P)Ltd:2009
Clement. I, management of Nursing Services and Education ,
1st Edition, New Delhi: ELSEVIER India (P) Ltd :2012.
The Trained Nurses’ Association of India, Nursing Administration and
Management, 1st Edition, New Delhi; TNAI: 2007.
Web Address
www.mindtools.com
www.nwlink.com