RECRUITMENT AND STAFF

SELECTION

PRESENTED TO:
JAHANARA RAHMAN
TUTOR

PRESENTED BY:
TIJA MARY JAMES
MSC NURSING 2ND YEAR

DEFINITION OF STAFFING
The staffing process is a systematic
attempt to implement
the human resource plan by recruiting,
evaluating, and selecting qualified
candidates for job positions
in the organization.

PURPOSE OF STAFFING
Appropriate numbers and mix of nursing staff.
Delivery of effective and efficient nursing care.
Increase productivity.
Avoid role confusion, communication problems
and time waste.
Maintain stability in team work

RECRUITMENT

DEFINITION OF RECRUITMENT
Recruitment is the process of identifying and
attempting to attract candidates who are capable
of filling job vacancies appropriately.
(or)
Recruitment is the process of actively seeking out
or attracting applicants for existing positions,
and it should be an ongoing process.

PRINCIPLES OF SELECTION AND

RECRUITMENT
Finding and appointing the right person, with the right
skills, to fill the requirements identified in a vacant job.
The Recruitment and Selection processes enable all
present and potential employees to apply for employment
opportunities.
Recruitment and selection process is cost effective.
The recruitment and selection of staff should be
conducted in a professional, timely and responsive
manner and in compliance with current employment
legislation.

SOURCES OF RECRUITMENT
Internal recruitment
External recruitment

INTERNAL RECRUITMENT
Internal recruitment involves identifying the
potential candidates within the organization who
can fill the vacant positions. Some organizations
have the method of filling vacant positions by
promotions within the organization. This helps
to build employee morale and prevent high
quality employees from leaving the organization.

EXTERNAL RECRUITMENT
It involves attracting people from
outside the organization to apply for
vacant positions in the organizations.

SOURCES FOR EXTERNAL

RECRUITMENT

ADVERTISEMENT
Advertisement in local or national
newspapers or trade and professional
journals is generally used when
qualified or experienced personnel are
not available from other sources.
Most of the senior positions in industry
as well as in trade are filled by this
method, particularly when they cannot
be filled from within.

ADVERTISEMENT
ADVANTAGE
more information about
the organization, job
description and job
specification can be
given in advertisement
to allow self- screening
by the prospective
candidates.
Advertisement gives
the management a
wider range of
candidates for
selection.

DISADVANTAGE
it brings in a flood of
response, even from
quite unsuitable
candidates and many
applicants to approach
the members of the
selection body.

EMPLOYMENT EXCHANGES

EMPLOYMENT EXCHANGES
Employment exchanges run by the
government are regarded as good source of
recruitment for unskilled, semi skilled,
skilled and operative jobs. Employment
exchanges and selected private agencies
provide a nationwide service in an attempt
to match personnel demand and supply.

EDUCATIONAL INSTITUTIONS
Jobs in trade and industry have become
increasingly technical and complex to the point
where school and college degrees are widely
required. Consequently, many big organizations
maintain a close liaison with the universities,
vocational institutions and management schools
for recruitment to various jobs.

RECOMMENDATIONS
Applicants introduced by the employees
friends and relatives to the organization
may prove to be a good source of
recruitment and indeed, many employers
prefer to take such persons because
something about their background is
known.

CASUAL CALLER
To meet the short- term demands of personnel, the
management may consider the possibility of hiring
personnel, who call on them casually.
This will avoid the selection and training costs and will
avoid any obligation in pensions, insurance and other
fringe benefits.

It will also be highly economical method since the

management need not pay retrenchment and layoff
compensation according to the requirements of law.

This practice is more common in developed countries.

LABOUR CONTRACTORS

Labor contractors constitute an important source of

recruitment in many industries in India.

Workers are recruited through labor contractors who are

themselves the employees of organization.

DISADVANTAGE

If the contractor himself decides to leave the organization,

all the workers employed through him will follow suit.

ADVANTAGES OF INTERNAL RECRUITMENT

Familiarity of candidate with the organizations policies,
procedure and culture.
Available information and observation by superiors
facilitates easier selection
Selection and socialization of job incumbents involves less
time and money
Enhances employee morale by offering opportunities for
upward mobility
Prevents high quality employees from leaving the
organization

DISADVANTAGES OF INTERNAL RECRUITMENT

Lack of new ideas
Need for expensive training programs
Can breed nepotism and political maneuvers
Leads to Ripple effect (it means when an
employee is promoted to a different job, it
becomes essential to find someone else to take his
or her place in the organization)
May lead unsuccessful contenders disgruntled

ADVANTAGES OF EXTERNAL
RECRUITMENT
Influx of new ideas
Candidates who are recruited from competitor
organizations provide valuable information about
competitors moves and strategies
Facilitates recruitment of candidates with diverse
skills, expertise and vast experience

DISADVANTAGES OF EXTERNAL
RECRUITMENT
Lack of reliable information increases the
probability of committing mistakes in selection
Expensive process
Orientation process may consume a lot of time
Breeds resentment aspiring internal candidates

STEPS IN RECRUITMENT
PROCESS
Perform job analysis

SELECTION DEFINITION
The action or fact of carefully choosing someone or
something as being the best or most suitable.

STEPS IN SELECTION PROCESS

Preliminary Screening

SELECTION TEST

SELECTION IN NURSING
Recruitment methods:
Advertising:
By giving advertisements in newspaper of local, regional,
national and international levels and also journal
advertisements.
Career day programs:
In some nursing schools and colleges hold annual career
day programs during which recruiting officers from the health
agencies inform senior students about employment
opportunities in those organizations.
Open house:
It is showcase of the opening of a new service or educational
program.
Employee referrals

SELECTION

Interview by personnel department

Pre employment tests
Tests in general ability
Tests in specific ability
Tests for achievement
Personality tests
Intelligence tests
Aptitude tests
Trade tests
Interview by department head
Decision of administration to accept or reject.
Medical examination.
Check for references.
Issue of appointment order.

DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the
organization
WHEREAS
Selection involves the series of steps by which the
candidates are screened for choosing the most suitable
persons for vacant posts.
The basic purpose of recruitments is to create a talent pool of
candidates to enable the selection of best candidates for the
organization, by attracting more and more employees to apply
in the organization
WHEREAS

The basic purpose of selection process is to choose the right

candidate to fill the various positions in the organization.

DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment is a positive process i.e. encouraging more and
more employees to apply
WHEREAS
Selection is a negative process as it involves rejection of the
unsuitable candidates.
Recruitment is concerned with tapping the sources of human
resources
WHEREAS
Selection is concerned with selecting the most suitable
candidate through various interviews and tests.
There is no contract of recruitment established in recruitment
WHEREAS
Selection results in a contract of service between the
employer and the selected employee.

DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment is the process of creating application post
WHEREAS
Selection is the process of rejecting more clients.
Recruitment techniques do not require high skill
WHEREAS
Selection requires highly specialized skill
Recruitment precedes selection, it is an economical and less
time consuming method
WHEREAS
Selection follows recruitment, is an expensive and time
consuming method
Recruitment is application pool-input for selection
WHEREAS
Selection is finalizing candidates and offering job

RECRUITMENT AND SELECTION

IN DELHI NURSING SERVICE
RECRUITMENT
Perform job analysis
Design job description
develop a job specification
Attract a pool of applicants through online advertisement and
advertisements in other media
select the best recruits
SELECTION
Preliminary Screening of applications
Selection test
Comprehensive interview
Physical examination
Making the selection

GUIDELINES FOR SELECTION

AND RECRUITMENT OF
TEACHERS IN SCHOOL AND
COLLEGES COLLEGE

PLACEMENT AND ORIENTATION

Placement is the process of fitting the
selected person at the right job or place.
Orientation is the process of
familiarization and introduction of a newly
appointed candidate to the organization

INFORMATION GIVEN DURING

ORIENTATION
Employees layout
Type of organizational structure
Departmental goals
Organizational layout
General rules and regulations
Standing orders
Grievance system or procedure

FACTORS FAVORING PROMOTION

Outstanding service in terms of quality as well as quantity
Above average achievements in patient care and / or public relations
Experience
Seniority
Initiative
Recognition by employees as a leader
Particular knowledge and experience necessary for a vacancy
Record of loyalty and co operation.

BIBLIOGRAPHY
Basavanthappa BT; Nursing Administration; (2009); 2 nd edition; New
Delhi, Jaypee Brothers medical publishers.
Vati Jogindra; Principles and Practice of Nursing Management and
Administration for B.Sc. and M.Sc. Nursing;(2013); 1 st edition; New
Delhi, Jaypee Brothers medical publishers.
http://hr.ucr.edu/recruitment/guidelines/process