Recruitment means finding out the future workers. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in an organization

1. RECRUITMENT AND SELECTION
By
Mr. Ravi Rai Dangi
Assistant Professor
Fellowship in Neonatal Nursing
MSc. Child Health Nursing

2. INTRODUCTION-
Recruitment means finding out the future
workers. Recruitment is the process of searching for
prospective employees and stimulating them to apply
for jobs in an organization

3. DEFINITION-
• According to D.E. Klinge “Recruitment is the
process of attracting qualified applicants for jobs”
• According to William B Werther and K devis,-
“Recruitment is the process of finding and
attracting capable applicant for employment. The
process begins when new recruits are sought and
ends when their applicants are submitted.”

4. AIM-
Main aim is to seek out evaluate and obtain commitment
from an employee.
IMPORTANCE-
•Determine the present and future requirement .
•Increase the pool of job candidate at minimum cost.
•Help reduce the probability their job applicants.
•Increase the organizational effectiveness.
•Identify potential job applicants.

5. BASIC PRINCIPLES OF RECRUITMENT-
1. Recruitment should be done from a central place eg.
Administrative officer/ Nursing service administration.
2 Only the vacant positions should be filled and neither
less nor more should be employed.
3 Job description/ work analysis should be made before
recruitment

6. 4. Procedure for recruitment should be developed by an
experienced person
5. Recruitment of workers should be done from internal
and external sources
6. A recruitment policy should be followed.
7. Chance of promotion should be clearly stated.

7. Planning
Strategy
develop
ment
Searching Screening Evaluation
RECRUITMENT PROCESS

8. METHODS OF RECRUITMENT-
• Internal
• External recruitment

9. INTERNAL (within organization) :

10. Advantages-
• It provide ample opportunities for advancement and
provides incentives to employee to work more effectively
and efficiently.
• Promotional avenues will minimize.
• Ensures the turnover. Competent persons for practicing
discrimination.
Disadvantages-
• It narrows down the scope of selection by practicing
discrimination.
• Neglects the brilliant trained young nurses

11. EXTERNAL RECRUITMENT-

12. Advantages
• It provide the equal opportunity to all eligible
personnel.
• It ensures regular induction of young nursing personnel.
Disadvantages
• It takes long time.
• Costly due to advertisement
• Organization has to make large investment for their
training and induction.

13. Recruitment resources for nursing personnel-
( Internal Sources)
• Ward sister/nursing supervisor
• Theater nursing supervisor/ incharge
• Public health nurse supervisor
• Chief nursing officer

14. Recruitment of nursing personnel –
( External Sources)
The appointing authority determines and notifies
vacancies to employment agency by laying down
policies

15. Procedure for recruitment-
• Floating of an advertisement in newspapers.
• Demand letter to employment exchange.
• Letters to nursing institutions.
• Letters to nursing associations.
• Advertisement in professional journals, news letter and
magazines.
• Information through circular to present and their
friends ,relative etc.

16. Selection
Personal selection is the process of choosing from
several candidates the one to be employed in particular
positions. Selection process starts process starts when
applications are received and screened in the personnel
department.

17. DEFINITION
• According to Thomas S Stone, “ It is a process of
choosing the fit candidates or rejecting the unfit
candidates or combination of both.
• Selection Process is identified as the right person for
right job.

18. Evaluation
Internal environment
Preliminary interview
Selection tests
Employment interview
Reference and back ground Analysis
Physical
examination
Job offer
Employment contract
Selection
decision
Rejected
applicants

19. Steps

20. PRELIMINARY INTERVIEW BY PERSONNEL
DEPARTMENT
It involves face to face interacting of committee members
and candidate.
Objectives of interview
• To give the candidate a complete picture of the job.
• For the employer to obtain all the information about the
candidate

21. PRE EMPLOYMENT TESTS-
These test include-
1.Tests in general ability.
2.Test in specific ability
3.Tests for achievement
4.Personality tests

22. • INTERVIEW BY ADMINISTRATOR TO ACCEPT OR
REJECT
• DECISION OFADMINISTRATOR TO ACCEPT OR
REJECT

23. MEDICAL EXAMINATION-
The medical examination Performa includes-
• Name, age, sex, marital status
• Physical measurement – height, weight
• General examination- Eye, dental ,Skin
• Systematic examination- Heart, Lungs, Kidney Function

24. • Clinical Examination- Ear, Nose, Throat
• Bio chemistry and pathological diagnostic procedures
• Gynecological examination

25. CHECK FOR RERENCES -
Letters or recommendation may be
requested from references listed on the application
form.

26. ISSUE OF APPOINMENT LETTER

27. BARRIERS TO EFFECTIVE SELECTION-
Perception- Our inability to under stand others accurately
is probably the most fundamental barriers.
Fairness- Means no one should be discriminated acc. To
religion, race, gender.
Validity- A test can differentiate between employees who
can perform well and who not perform well.
Pressure- Politicians , relatives , friends and peer group
etc.