NURSING MANAGEMAENT

ASSIGNMENT
ON
PLAN RECRUITMENT
PROCESS FOR NURSING
PERSONNEL

SUBMITTED TO SUBMITTED BY
Dr. R.PRAVEENA, M.Sc., (N), Ph.D
TUTOR IN NURSING M.Sc., (N) – II YEAR
GCON, CUDDALORE GCON, CUDDALOR
 PLAN OF ACTION FOR RECRUITMENT PROCESS

INTRODUCTION:

Recruitment and selection are the two major functions of human management.
Recruitment is the first step towards creating the competitive strength and the strategic advantage
for the organization. Recruitment process involves a systemic procedure from searching the
candidates to arranging and conducting the interviews and require many resources and time.

DEFINITION OF RECRUITMENT:

Recruitment is the process of searching prospective employees and stimulating them to

apply for the jobs in the organization.

- Edwin B Flippo

PURPOSES AND IMPORTANCE OF RECRUITMENT

 Attract and encourage candidates to apply for the post in the organization
 Determine present and future requirement of the organization
 Create a pool of candidates to enable the selection of best candidates for the
organization.
 Create a pool of candidates at the low cost
 Begin identifying and preparing potential applicants who will be appropriate candidate.

Recruitment process involves s systemic procedure from searching the candidates to arranging
and conducting the interviews and requires many resources and time. Its has following activities.
1. IDENTIFY VACANCIES:
It begins with the human resource department receiving requisitions for recruitment from
different departments in the organization. it includes the post to be filled, number of vacancies,
duties to be performed and qualification with experience.
2. PREPARING JOB AND PERSON SPECIFICATION:
It has to be decided what type of candidates are to be invited and what would be their
characteristics. This need is to be based on job description. Whereas personal specification can
be divided in to
  Physical specification
 Mental specification
 Emotional and social specification
 Behavioral specification

1. identify
vaccancies

2. preparing job
7. conducting specification and
interviews person
specification

6. arrange 3. advertising
interviews vaccancies

4. managing
5. short listing
response

3. ADVERTISING VACANCIES:
This is the method by which the candidate will be located it is either through
internal or external sources and also decided the method of advertising for the
post.
4. MANAGING RESPONSE:
This step is to the way adopted to receive the application and scrutinized each
application as per the requirements by the scrutiny committee.
5. SHORT LISTING AND PROSPECTIVE CANDIDATES:
After the scrutiny the eligible candidate are shortlisted and a list is prepared.
6. ARRANGING THE INTERVIEW WITH THE SHORT LISTED EMPLOYEES:
Interview dates are finalized. Criteria for the merit list are prepared by the
committee and candidates are informed. The selection committee is formulated.
7. CONDUCTING THE INTERVIEW AND DECISION MAKING:
Interview is conducted on the scheduled date by the selection committee, there
and then the candidate are selected.
 SOURCES OF RECRUITMENT:

INTERNAL:
1. Transfer
2. Promotion
EXTERNAL:
1. Advertisement
2. Employee agencies
3. Deputation
4. On the campus recruitment
5. Online recruitment
6. Telecasting
INITIAL SCREENING: Check for completeness and Check that all the essential personal
requirements have been satisfied.
APPLICATION SCRUTINY: Physical verification of documents and biometrics to complete
the application process.
FINAL SCREENING: Part of the search final decision about applicant was or was not consider
further.
TEST: There may be, achievement and aptitude test, intelligence test, neuropsychological test.
INTERVIEW: The eligible candidate will call upon and he/she evaluated according to pre
determined criteria through interview here there face selection committee constituted by the
organization.
RECOMMENDATION: An employment letter of recommendation is a formal letter of former
or current organization where they working.
REFERENCE CHECK: Many organization ask the candidate to provide names of referees
from whom the information about the candidate ability and personality can be found out. Before
the final selection, the employees normally make an investigation on these references supplied
by the candidate.
PHYSICAL/MEDICAL EXAMINATION: The pre employment medical examination of a
candidate is an essential step in the selection procedure. A medical board appointed by the
organization certifies whether the candidate is physically and medically fit to join duty.
 SUMMARY: So far we have So far we have discussed about plan of action of recruitment
process.

CONCLUSION: Through this seminar I learned about plan of action of recruitment process. I
want to thank our madam for giving this great opportunity.

BIBLIOGRAPHY:

1. Jogindravati (2017). Principles & Practice of Nursing Management &

Administration. New Delhi: Jaypee brother Publications.
2. Deepak.K (2020). A Comprehensive Text Book on Nursing Management, 2 nd
edition. Bangalore: Emmess Publications.
3. I Clement. (2019). Nursing Management & Administration. Bangalore: Emmess
Publications.