PLAN RECRUITMENT PROCESS FOR NURSING PERSONNEL IN

EDUCATIONAL INSTITUTION
INTRODUCTION:
Recruitment is an important function of health manpower management, which
determines, whether the required will be available at the work spot, when a job is actually to
be undertaken. Recruitment procedures include the process and the methods by which
vaccines are notified, post are advertised, applications are handled and screened, interviews
are conducted and
appointments are made.
MEANING:
In a simple term, recruitment is understood as the process of searching for and
obtaining
applicants for job, from among whom the right people can be selected.
DEFINITION:
Recruitment is defined as the process of searching for prospective employees and
stimulating them to apply foe job in the organization.
-B Flippo (2001)
It is a process in which the right person for the right post is procured.
- IGNOU Module (2004)
Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.
CONCEPTS OF RECRUITMENT
 Recruitment is a process in which the right people for the right jobs is procured.
 Recruitment is to create a larger pool of people who are available and eligible to
perform a specified job.
 It is a process to discover the sources of manpower to meet the requirements of the
staffing schedule, and to employ effective measures for attracting that man power in
adequate numbers to facilitate efficient selection of an effective work force.
 It is a process of searching for perspective employees and stimulating them to apply
for jobs in the organization

- Yoder(2002)
TYPES OF RECRUITMENT:
There are three types of recruitment:
 Planned: arise from changes in organization and recruitment policy
 Anticipated: by studying trends in the internal and external organization.
 Unexpected: arise due to accidents, transfer and illness.
LIKAGES OF REQUIREMENT TO HUMAN RESOURCE ACQUISITION
The requirement process is concerned with the identification of possible sources of human
resources supply and tapping those resources, the total process acquiring and placing human
resources in the organization. Requirement fails in between different sub process like:

Manpower
planning

Selection Placement
Recruitment
Job
analysis

RECRUITMENT POLICY
Recruitment policy of any organization is derived from the personnel policy of the same
organization.
The following considerations to be taken while formulating recruitment policy.
o Government policy.
o Personnel policies of the competing Organization.
o Organization personnel policies.
o Recruitment sources.
o Recruitment needs.
o Recruitment costs.
o Selection criteria, Preference etc.,

BASIC ELEMENTS OF SOUND RECRUITMENT POLICY:

 Discovery and cultivation of the employment market for post in the public service
  Use of the attractive recruitment literature and publicity
 Use of the scientific tests for determining abilities of the candidate
 Tapping capable candidates from within the services
 Placement program which assigns the right man to the right job.
 A follow up probationally program as an integral process.
PURPOSES AND IMPORTANCE:
 Determine the present and future requirements of the organization in conjunction with
the
personnel planning and job analysis activities
 For developing and maintaining adequate manpower resources
 To seek out, evaluate and obtain commitment from an employee
 To place and orient to fill positions required for the successful conduct of work in an
organization.
 Increase the pool of job candidates with minimum cost
 Help increase the success rate of the selection process reducing the number of
obviously
under qualified or over qualified job applicants.
 Help reduce the probability tat the job applicants, once recruited and selected will
leave
the organization only after short period of time.
 Meet the organization‘s legal and social obligations regarding the composition of its
work
force
 Start identifying and preparing potential job applicants who will be appropriate
candidates
 Increase organizational and individual effectiveness in the short and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of
job
applicants.
OBJECTIVES OF RECRUITMENT:
 To attract people with multi-dimensional skills and experiences that suit the present
and
future organizational strategies
 To induct outsiders with new perspective to lead the company
  To infuse fresh blood at all levels of organization
 To develop an organizational culture that attracts competent people to the company
 To search or heat hunt/ head pouch people whose skills fit the company‘s values
 To devise methodologies for assessing psychological traits
 To seek out non-conventional development grounds of talent
 To search for talent globally and not just within the company
 To design entry pay that competes on quality but not on quantum
 To anticipate and find people for positions that does not exist yet.
PRINCIPLES OF RECRUITMENT:
Recruitment should be done from a central place. Eg: Administrative officer/Nursing
Service Administration.
 Termination and creation of any post should be done by responsible officers, eg:
regarding nursing staff the Nursing superintendent along with her officers has to take
the
 decision and not the medical Superintendent.
 Only the vacant positions should be filled and neither less nor more should be
employed.
 Job description/ work analysis should be made before recruitment
 Procedure for recruitment should be developed by an experienced person
 Recruitment of workers should be done from internal and external sources
 Recruitment should be done on the basis of definite qualifications and set standards.
 A recruitment policy should be followed
 Chances of promotion should be clearly stated
 Policy should be clear and changeable according to the need.
RECRUITMENT PROCESS
Once determination of manpower has been made, the recruitment process begins.
 The director of nursing or Nursing superintends must know the quality of nursing
staff required as well as the number of nursing staff required, needed categorically.
 Job design and job analysis are the basic process that provide information leading to
the establishment of standards regarding the quality.
 The immediate result of the process is that creation of job description (standard of
function) and a job specification (standard of personnel).
 This should be prepared in advance is essential to measure the applicant for job.
  The second major question to concern manpower requirement is that of specifying the
number of each type of personnel needed.
 This includes long term and short term prediction. That is present position, for the 2
years and for 5 years master plans.
STEPS IN RECRUITMENT PROCESS :
As was stated earlier, recruitment refers to the process of identifying and attracting
job seekers so as to build a pool of qualified job applicants. The process comprises five inter-
related stages, via:
Planning

Strategy development

Searching

Screening

Evaluation & Control

SOURCES OF RECRUITMENT:
 Internal sources. (within an organization)
 External sources. (outside an organization)
I) Internal sources:
Internal sources include present employees, employee referrals, former employee and
former applicants.
Present employees: promotion and transfers from among the present employees can be good
source of recruitment. Promotions to higher positions have several advantages. They are:
 It is good public relations
 It builds morale
 It encourages competent individuals who are ambitious
  It improves the probability of a good selection, since information of the candidate is
readily available It is less costly
 Those chosen internally are familiar with the organization.
However promotions can be dysfunctional to the organization as the advantage of hiring
outsiders who may be better qualified and skill is denied. Promotions also results in breeding
which is not good for the organization.
Another way to recruit from among present employees is the transfer without promotion.
Transfers are often important in providing employees with a broad based view of the
organization, necessary for the future.
Employee referrals: this is the good source of internal recruitment. Employees can develop
good prospects for their families and friends by acquainting with the advantages of a job with
the
company, furnishing cards introduction and even encouraging them to apply. This is very
effective because many qualified are reached at very low cost.
Former employees: some retired employees may be willing to come back to work on a part
-time basis or may recommend someone who would be interested in working for the
company.
An advantage with these sources is that the performance of these people is already known.
Previous applicants: although not truly an internal source, those who have previously
applied
for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected opening.
Evaluation of internal recruitment:
Advantages:
 It is less costly
 Organizations typically have a better knowledge of the internal candidates‘ skills and
abilities than the ones acquired through external recruiting.
 An organizational policy of promoting from within can enhance employees‘ morale,
organizational commitment and job satisfaction.
Disadvantages:
 Creative problem solving may be hindered by the lack of new talents.
 Divisions complete for the same people
 Politics probably has a greater impact on internal recruiting and selection than does
external recruiting.
II) External sources:
Sources external to an organization are professional or trade associations,
advertisements, employment exchanges, college /university/institute placement services,
walk-ins and writer-ins,
consultants, contractors.
Professional or trade associations: many associations provide placement
services for their members. These services may consist of compiling seekers‘ lists and
providing access to members during regional or national conventions.
Advertisements: these constitute a popular method of seeking recruits as many
recruiters; prefer advertisements because of their wide reach. For highly specialized
recruits, advertisements may be placed in professional/ business journals. Newspaper
is the most common medium.
Advertisement must contain the following information:
 The job content ( primary tasks and responsibilities)
 A realistic description of working conditions, particularly if they are unusual
 The location of the job
 The compensation, including the fringe benefits
 Job specifications
 Growth prospects and
 To whom one applies.
Employment exchange: Employment exchanges have been set up all over the country in
deference to the provisions of the Employment exchanges (Compulsory Notification of
Vaccination) Act, 1959. The Act applies to all industrial establishments having 25 workers or
more. The Act requires all the industrial establishments to notify the vacancies before they
are filled. The major functions of the exchanges are to increase the pool of possible applicants
and to do preliminary screening. Thus, employment exchanges act as a link between the
employers and the prospective employees.
Campus recruitment: colleges, universities and institutes are fertile ground for
recruitment, particularly the institutes.
Walk-ins, write-ins and Talk-ins: write-ins those who send written enquire. These
job-seekers are asked to complete applications forms for further processing.
Talk-in is becoming popular now-in days. Job aspirants are required to meet the recruiter (on
an appropriated date) for detailed talks. No applications are required to be submitted to the
recruiter.
Consultants: ABC consultants, Ferguson Association, Human Resources Consultants
Head Hunters, Bathiboi and Co, Consultancy Bureau, Aims Management Consultants and
The Search House are some among the numerous recruiting agents.
Contractors: Contractors are used to recruit casual workers. The names of the workers are
not entered in the company records and to
this extent, difficulties experienced in maintaining permanent workers are avoided.
Radio Television:
International Recruiting: Recruitment in foreign countries presents unique challenges
recruiters. In advanced industrial nations more or less similar channels of recruitment are
available for recruiters.
Advantages:
 Provides the Employee to undergo test/interview to test the abilities and
competencies.
 It is possible to choose the best from large no. of applicants.
 A fair chance is given to all.
 The principal of equal opportunity is best
 There is chance of getting talented fresh Employees.
Disadvantages:
 The moral of the employees within the organization decreases.
 Younger employee talent – less experience.
MODERN SOURCES OF RECRUITMENT:
Walk-in
Consult in
Tele recruitment: Organizations advertise the job vacancies through World Wide Web

RECRUITMENT OF NURSING PERSONNELS FOR EDUCATION

In Govt. setup
 The appointing authority [Director of Medical Education, Joint Director of Medical
Education (Nursing)] prepares a list of eligible candidates (panel list) according Civil Nursing
List (CNL) who are working in Govt. service and arranged in order of seniority and place it
before the selection committee.
In educational institution, nursing personnel were appointed on promotion basis only
based on seniority, existing vacancy.
 Staff nurses with Post Basic B.Sc Nursing qualification are promoted as a Nursing
Tutor Grade II and then Grade I , then Principal (School of Nursing)
 The faculty of School of Nursing promoted to College of Nursing as per the Tutor
panel list
 Nursing Tutors with M.Sc Nursing qualification are promoted as a Lecturer
 Lecturer with M.Sc Nursing/ PhD (undesirable) are promoted as a Reader
College of nursing
 Readers are promoted as a Vice Principal, then Principal
In Private setup
 Chairman of Nursing services
 Director
 Dean
 Nursing Director
 Nursing superintendent etc.,
 Participates in the selection committee.
STEPS IN RECRUITEMENT PROCESS:
Recruitment has been described as the process of getting potential employees willing to
apply for a job or jobs in the organization. If recruitment is successful, several candidates will
apply and out of these, the more suitable candidates will apply and out of these ,the more
suitable candidate may be selected The following are the important steps involved in the
satisfactory selection procedure:
 .Preliminary interview
 Application blank
 Employment test
 Employment interview
 Reference check
 Physical examination
 Final selection
 Selection process will start when some applications are received from the candidates.
The personnel department will classify and file the applications and will screen out the
applicants which are found unsuitable.
PRELIMINARY INTERVIEW:
The preliminary interview is generally quit brief and has the object of eliminating the
obviously unqualified or unsuitable candidates. Lack of certain requirements in education,
training or experience may determine unsuitability.
Appearance, ability in communication, impression, etc. of the candidate are quickly
evaluated and the candidate salary requirements are obtained. If an applicant is eliminated in
the early part of the selection procedure ,the organization is saved from the expense of
processing him/her through the remaining steps of the procedure.
APPLICATION BLANK
This is one of the important steps in hiring a man for the organization to get a written
record of qualifications, experience or any other specialization of the candidate.
Application blank is used to obtain information in the applicants own hand writing
sufficient to properly identify him/her and to make tentative inferences regarding his or her
suitability. The application blank should be simple as possible and incorporate questions
having bearing on the fitness of the applicant for the job.
EMPLOYMENT TEST:
Employment tests have become widely accepted in the selection process. However, these
should be considered simply as a step and not a replacement for the other phase of the
selection process. Matching of individuals physical, mental and temperamental pattern with
the requirements of job or field of training is a difficult task.
There are psychological and other tests which measure the extent of difference among
people. Tests are given to the individual on the assumption that there is a direct and important
relationship between the possession of one or more of these qualities and the individuals
ability to do certain jobs.
ADVANDAGES OF TEST:
A test is an objective and standardized behaviour sample, and tends to be less subject to
bias. Test can help to uncover talent that may otherwise to be overlooked and also to
differentiate between the ability required for the present job and those required by the new
ones.
 Tests provide a healthy basis for comparing applicants background. Not only do the tests
compensate in part for weaknesses in the interviewer but they have effect of increasing the
quality of organizations employees over a period of time.
CRITICISM OF TEST:
Tests are criticized for measuring only a part of the total amount of information needed
to make an accurate selection. Tests are rarely used as the only selection method.
Tests are sometimes critized on the ground that they cannot make prediction of changes
of success of an applicant because he was nervous. But this is valid only when the results for
the entire group are not valid.
STEPS IN THE DEVELOPMENT OF TESTS:
Analysis of job:
For successful development of a test, the essential of job should be thoroughly
understood. What does the worker do and under what circumstances? What are the
intellectual demands of the job? what are the physical and social demands of the job?
Devising a test procedure:
Depending upon the analysis of the job a test may be selected either from the battery of
existing tests or a test may be devised for the checking of qualities required for the job.
Preliminary Tryout:
Particularly when the test device is novel, the test should be tried out and then revisions
and refinements may be made in the light. Tryout can be done on available office and factory
personnel group similar to those sought to be tested.
Validation of Test procedure:
It is desirable to establish the empirical validity also. Experimental evidence is called for
to show that test is in fact, effective in discriminating between those who are and between
those who are not successful in a particular job.
Combination of a Test into a Battery:
Most of the jobs call different aptitudes, factors of intellectual skill, interest and
personnel adjustments. Different types of testing techniques are required to assess the several
traits required for success or failure.
Employment tests should be applied only by experts trained in this field.
CLASSIFICATION OF TESTS:
1. Intelligence Test
2. Aptitude test
3. Trade Test
4. Motor Test
INTELLIGENCE TEST
It is the test used to judge the mental capacity of an applicant. It measures the individual
learning, ability to catch or understand instructions and also the ability to reason and make
judgment.
Intelligence test have been utilized in the selection and classification of employees for
almost all kinds of jobs from the unskilled to the administrative and professional. There are
verbal as well as non verbal intelligence test are used.
APTITUDE TEST:
Aptitudes are the potentialities which the individuals have for learning the skill required
to do a job quickly.
Aptitude tests have been used to predict three different kinds of indices of success,
A. Job proficiency
B. Job training
C. Labor turnover
TRADE TEST:
Proficiency or trade test are those tests which are designed to measure the skills already
acquired by the individuals. These are also known as performance tests, test of level of
knowledge and proficiency in certain skills about a particular job.
EMPLOYMENT INTERVIEW
The main purposes of an employment interview are:
A. To find out the suitability of the candidate
B. To seek more information about the candidate
C. To give the candidate an accurate picture of the job with details of the terms and
conditions and some idea of organization policies and employ-employer relations.
REFERENCE CHECK
Prior to final selection, the prospective employer normally makes an investigation on
the references supplied by the applicant and undertake more or less a thorough search into the
candidate’s past employment, education, personal reputation.
PHYSICAL EXAMINATION
Physical examination should serve at least three objectives:
I. It serve ascertain the applicant’s physical capabilities to meet the job
requirements.
II. It serves to protect the organization against the unwarranted claims under
worker’s compensation laws
III. It helps to prevent communicable diseases entering the organization.
After going through above steps candidate is selected for suitable job.
FINAL SELECTION:
Selection procedure in nursing:
 Discovery and cultivation of the employment market for posts/ marketing a job in the
public / private services.
 Use of attractive recruitment literature and publicity.
 Use of scientific tests for determining abilities of the candidates.
 Tapping capable candidates from within the service.
 Placement program which assigns the right man to the right job and
 A follow up probationary program as an integral part of the recruitment process.
METHODS OF RECRUITMENT
There are generally three major methods of Recruitment they are:
 Direct method
 Indirect methods
 Third party method
DIRECT METHOD
Schools and Colleges
Employees friends, relatives ,Waiting lists.
INDIRECT METHOD
 It includes advertisement in newspapers
 Radio, or in the trade & professional journals, when qualified persons are not
available through other sources.
THIRD PARTY METHOD
 Employment exchange
 Executive search agencies high caliber for management staff
 Trade unions.
 Professional societies, Engineering, Technical etc.,
FACTORS AFFECTING RECRUITMENT:
 Pay package
 Quality of life
 Carrier planning
 Name & fame.
FACTORS EFFCTING RECRUITMENT:
All organization, whether large or small, do engage in recruiting activity, though not
to the same extent. This differs with:
 The size of the organization
 The employment conditions in the community where the organization is located
 The effects of past recruiting efforts which show the organization‘s ability to locate
and keep good performing people.
 Working conditions an salary and benefit packages offered by the organization-which
may influence turnover and necessitate future recruiting
 The rate of growth of organization
 The level of seasonality of operations and future expansion and production programs.
 Culture, economical and legal factors etc
PROBLEM OF RECRUITMENT:
 Location of recruiting authority.
 Methods of recruitment
 Qualification of employees general
 Methods of determining qualification. 
CONCLUSION
Through this assignment I have gained knowledge about Recruitment, Linkages of
Requirement, Basic elements of sound recruitment policy, purposes and importance,
objectives, principles, sources, recruitment process / steps, types of interview, final selection
and problem or recruitment. I hope you have gained some knowledge regarding plan
recruitment process. I express my sincere thanks to our respected Madam for their valuable
guidance.
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NET REFERENCE
1. www.scholar.com
2. www.wikipedia.com
3. www.google.com
4. www.pubmed.com
JOURNAL REFERENCE
Anthony MK, Theresa S, Glick J,  Duffy M, Paschall F. (2005).Leadership and nurse
retention, the pivotal role of nurse managers. JONA. Vol 35, Mar 2005.
NET REFERENCE
http://currentnursing.com/nursing_management/recruitment
process_nursing_units.html
 COLLEGE OF NURSING

MADURAI MEDICAL COLLEGE

MADURAI

NURSING MANAGEMENT

ASSIGNMENT

ON

PLAN RECRUITMENT PROCESS FOR NURSING PERSONNEL

EDUCATIONAL INSTITUTION

SUBMITTED TO:

MRS.S.MUNIAMMAL. M.SC(N)., MBA

READER IN NURSING, CON,MMC SUBMITTED BY:
MRS. S. UMA RANI. M.SC (N) VALARMATHI.P
MRS.P.YAMUNA DEVI. M.SC (N) II YEAR, M.SC (N)
MRS. M.SAISHREE M.SC (N) CON, MMC-MADURAI
NURSING TUTOR GR II,
COLLEGE OF NURSING, MMC
MADURAI.
SUBMITTED ON :23.04.2021 SIGNATURE OF FACULTY