It was presented to MSc Nursing

1. SUMANDEEPVIDYAPEETH
SUMANDEEPNURSINGCOLLEGE
PIPARIA,VADODARA
SUB. – NURSINGMANAGEMENT
TOPIC:RECRUITMENT
PRESENTED ON: 4/11/2015
SUBMITEDTO:
MSSIJOKOSHY
ASSO. PROF., DEPT. OFOBG. SNC
SUBMITTEEDBY:
MR JONILSMACWAN
FINALMSC STUDNTSNC

2. Soichiro
Akio Morita
Walt

3. Honda
Sony
Disney

4. • Recruitment is a process of securing
applicants to fill vacant positions.
• Recruitment and selection are the phases
of the same process.
• Recruitment is a positive process of
searching the employees.
• Selection is a negative process, it involves
rejection of unsuitable candidates.

5. DEFINITION:-
• Recruitment is the process of searching the
candidates for employment and stimulating
them to apply for jobs in the organization” .
• “The recruitment is limited to specific steps
taken to attract suitable candidates to apply
for examination”

6. TYPES OF RECRUITMENT:-
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

7. BASIC ELEMENTS OF RECRUITMENT
POLICY:-
• 1.Discovery and Cultivation of employment Market
• 2. Use of Attractive literature
• 3. Use of publicity
• 4. Use of scientific entrance test
• 5. Placement program for right man to right place

8. OBJECTIVES OF RECRUITMENT :-
1. ATTRACT MULTIDIMENTIONAL SKILLED AND EXPERIENCES
FOR PRESENT AND FUTURE ORGANIZATIONAL STRATEGIES
2. INDUCT OUTSIDERS AS A LEADER IN ORGANIZATION
3. INFUSE FRESH BLOOD AT ALL LEVELS
4. DEVELOP ORG. CULTURE TO ATTRACT COMPETENT PEOPLE
5. DEVISE PROPER METHODOLOGY FOR ASSESSING
PSYCHOLOGICAL TRAITS
6. SEARCH TALENT GLOBALLY
7. DESIGN ENTRY PAY THAT COMPETS ON QUALITY
8. ANTICIPATE AND FIND PEOPLE FOR POSITIONS

9. SOURCES OF RECRUITMENT :-
1. INTERNAL SOURCES
• Present employees
• Former employees
• Previous applicants
ADVANTAGES
 Less costly
 Typically have a better knowledge of the internal candidates’ skills and
abilities
DISADVANTAGES
 Creative problems solving may be loose b the lack of new talents
 Politics probably has a greater impact on internal recruitment

10. SOURCES OF RECRUITMENT :-
2. External Sources
• Professional or trade association
• Advertisements
• Employment Exchange
• Campus recruitment
• Walk-ins
• Consultants
• Contractors
3. Modern Sources
• Walk-in
• Consult-in
• Tele recruitment (through World Wide Web)

11. METHODS OF RECRUITMENT:-
Direct:- These include sending travelling
recruiters to the education and professional
institutions, employees contact with public
and manned exhibits.

12. Indirect:-
Indirect methods involve
mostly advertising in
• Newspaper,
• Radio,
• Journals and
• Technical magazines.

13. Third party:-
These includes
• commercial or private employment agencies,
• School, colleges and professional associations,
• Recruiting firms, management consulting firms,
• Indoctrination seminars for college,
• Employee referrals,(Friends, relatives),
• Trade unions,
• Voluntary organizations,
• Computer data banks,

14. RECRUITMENT PROCESS
1. PLANNING
2. STRATEGY DEVELOPMENT
3. SEARCHING
4. SCREENING
5. EVALUATION AND CONTROL

15. FLOOD

16. CREDENTIALING
• MEANING
Credentialing is the process of establishing of
licensed professionals, organizational
members and assessing their background and
legitimacy. It may granting and reviewing
specific clinical privileges and medical or allied
health staff membership.

17. CREDENTIALING
Definition
It is the process of establishing the qualifications
of licensed professionals, organizational
members or organizations, and assessing their
background and legitimacy.

18. CREDENTIALING
SIGNIFICANCE
It is very significant because it shows that an
individual or company performing a service is
qualified to do so.
For example: your dr. must have certain
credentials to prescribe medicine to you.

19. CREDENTIALING
LEGAL PROTECTION
It is a good idea to have credentialing process to
protect you and your business from a lawsuit
or other legal problems.

20. CREDENTIALING
HEALTH CARE CREDENTIALING
Health care credentialing is a system used by various
organizations and agencies to ensure that their
health care practitioners meet all the necessary
requirements and are appropriately qualified. The
credentials may vary depending on the specified area
of the practitioner.
E.g.. An registered nurse may have different
credentialing forms than an physician.

21. CREDENTIALING
COMPONENTS
1. APPOINTMENENTS( Evaluation and selection of
nursing staff)
2. CLINICAL PRIVILEDGES( Declaration of specific
nursing services may managed within the institute)
3. PERIODIC REAPPRAISAL(Continuing review and
evaluation of each member of the nursing staff)

22. CREDENTIALING
Criteria for selection of Nursing Staff
• Proof of licensure
• Education and training
• Specialty board certification
• Previous experience
• Recommendations

23. SUMMARY
REMINDING FEW DISCUSSED POINTS
 Recruitment
• Types of recruitment
(Planned, Anticipated, Unexpected)
• Objectives
• Sources of recruitment
(Internal, External, Modern)
• Process
(Planning, Strategy develop., Searching, Screening, Evaluation &
Control)
 Credentialing
(definition, significance, Legal Protection, Profession)

24. RECRUITMENT PROCESS

25. SELECTION

26. SELECTION-
• The process of selection leads to employment
of persons having the ability and qualification
to perform the jobs which have fallen vacant
in an organization.

27. • The basic purpose of selection is rejection of
unskilled candidates and choosing a right type
of person on various positions in the
organization

28. STEPS IN SELECTION PROCEDURE:
• Interview by Personnel Department
• Pre-employment tests(written/oral/Practical)
• Interview by departmental head
• Decision of administrator to accept or reject
• Medical Examination
• Check of reference
• Issue of appointment letter
• Placement

29. STAGES OF SELECTION PROCEDURE:
1. INTERVIEW
It is the most intricate and difficult part of the selection process.
It can be divided into four parts:
1. The warm-stage
2. The drawing-out stage
3. The information stage
4. The forming an-opinion stage

30. STAGES OF SELECTION PROCEDURE:
2. PRE-EMPLOYMENT TESTS
To ensure selection of the most suitable candidates for various posts,
interviews should be conducted carefully & pre-employment tests
should be held in a systematic manner wherever necessary and possible.
Test can be divided into four types:
a) Test of general ability- intelligence( find candidate’s internal calibre)
b) Test of specific ability- aptitude (find individual has the capacity or talent
to learn a new job, if given adequate training)
c) Test of achievement- trade( find the present level of proficiency that a
person has achieved)
d) Test of personality: (find that certain personality characteristics for sales
job, supervisory job,etc.

31. STAGES OF SELECTION PROCEDURE:
3. FINAL APPROVAL BY THE HEAD OF THE INSTITUTE
After personnel department committee completes
their selection process they send application to
head of institute for final approval, who generally
hiring authority.
Eg.In Hospitals, the head of the hospital may prefer to
interview all the candidates himself for the key jobs
and leave it to selection committee for the less vital
jobs.

32. STAGES OF SELECTION PROCEDURE:
4. REFERENCE
The references provided by the applicant should be
cross- checked to ascertain his past performance
and to obtain relevant information from his past
employer and others who have knowledge of his
professional competence.

33. STAGES OF SELECTION PROCEDURE:
5. MEDICAL EXAMINATION
The medical examination of a prospective employee is
an aid both to the employee and to the
management. The selection of the right type of
employee who can give his best and be happy
requires a thorough knowledge of his physical
capacities and handicaps.

34. STAGES OF SELECTION PROCEDURE:
6. ISSUE OF APPOINTMENT LETTER
After all steps of selection the important step comes is
issue of appointment letter which gives legal right
to the employee and welcoming offer to be a part
of his prospective organization.

35. STAGES OF SELECTION PROCEDURE:
7. PLACEMENT
Placements are a credit bearing part of a degree course. If a
student opts out of a placement or there is no placement
available, this means that placement is not guaranteed.
Importance:
• To fairly and without any element of discrimination evaluate
job applicants in view of individual differences
• To employ qualified and competent hands
• To place job applicants in the best interest of the
organization

36. PROMOTION
Promotion policy is one of the most controversial
issues in every organization. The unions
generally favors promotions on the basis of
seniority.
Definition:
A change for better prospects from one job to
another job is deemed by the employee as a
promotion.

37. PROMOTION
FACTORS IMPLYING PROMOTION:
INCREASE
SALARY
UPWARD
MOVEMENT IN
THE
HIERARCHY
JOBS
INCREASE
PRESTIGE
ADDITIONAL
SUPERVISORY
RESPONSIBILIT
Y
BETTER
FUTURE

38. PROMOTION
PROMOTION POLICY
The management usually favors on the basis of
merits and the unions opposite to that favors
seniority promotional criteria.
However, in practice, both seniority and ability
criteria should be taken into consideration.

39. PROMOTION
PROMOTION POLICY
It includes-
1. Charts, diagrams showing job relationship and ladder of promotion
2. Definite system for making a waiting list
3. Notification of all existing vacancies to all employees
4. Eight factors must be basis for promotion:
 Achievement
 Experience
 Seniority
 Initiative
 Recognition in ladder of promotion
 Knowledge and experience according to vacancy
 Record of loyalty and cooperation
 Outstanding service in terms of quality as well as quantity

40. PROMOTION
PROMOTION POLICY
ADVANTAGES:
 Loyalty amongst employees
 Increase satisfaction
 generates motivation
 provide ample of opportunities
 Increases productivity

41. Research Article
• International Nurse Recruitment in India
• Objective
• This paper describes the practice of international recruitment of Indian nurses in the
model of a “business process outsourcing” of comprehensive training-cum-recruitment-
cum-placement for popular destinations like the United Kingdom and United States
through an agency system that has acquired growing intensity in India.
• Findings
• Despite the extremely low nurse to population ratio in India, hospital managers in India
are not concerned about the growing exodus of nurses to other countries. In fact, they are
actively joining forces with profitable commercial ventures that operate as both training
and recruiting agencies. Most of this activity is concentrated in Delhi, Bangalore, and
Kochi.
• Conclusions
• Gaps in data on nursing education, employment, and migration, as well as
nonstandardization of definitions of “registered nurse,” impair the analysis of international
migration of nurses from India, making it difficult to assess the impact of migration on
vacancy rates. One thing is clear, however, the chain of commercial interests that facilitate
nurse migration is increasingly well organized and profitable, making the future growth of
this business a certainty.
http://www.ncbi.nlm.nih.gov/pubmed/17489924

42. REFERENCE:-
• Rebecca Samson
Unit VII,Page no 99-101,.
Nursing Administration,
2nd Edition,
• B T Basavantappa, Page no-188-199.
Management Of Nursing Service And Education,
3rd Edition, Nelam Kumari, Page No-50-54.