2. introduction
• Recruitment is interpreted as the procedure of exploring
and obtaining applicants for the jobs from among whom
the right people can pick out.
• It is the process of detecting and appealing capable
applicants for employments.
3. definition
“Recruitment is the foundation that feeds the managerial pool:
without it managerial personnel dries up and survival of an
enterprise is threatened.”
Jerry and Franklin
“Recruitment is the process of searching prospective
employees and stimulating them to apply for organisation.”
Edwin B Fllipo
4. PURPOSE AND IMPORTANCE
• Assist in reducing the chance that job applicants once selected and
recruited
• Conform with organisations social and legal obligations in relation
of constitution
• Commencing, preparing and capable job applicants
• Measure the strengths of various recruiting sources and techniques.
• Assist in increasing the success rate of the selection
• Decide the present and future need of organisation in alignment
• Step up the pool of job candidates at low cost.
5. OBJECTIVES OF RECRUITMENT
• To attract people with multi-dimensional skills and experiences
• 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
• To devise the 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.
• To anticipate and find people for position that does not exist.
7. LINKAGES OF REQUIREMENT TO
HUMAN RESOURCE ACQUISTION
MANPOWER
PLANNING
JOB
ANALYSIS
RECRUIT
MENT
SELECTI
ON
PLACEME
NT
8. PRINCIPLES OF RECRUITMENT
• Recruitment should be done from a central place
• Termination and creation of any post should be done by responsible officers
• 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.
9. FEATURES OF RECRUITMENT
• It is a process rather than a single act or event.
• Linking activity as it brings together the employer and the prospective employees.
• Positive activity to seek out eligible persons from which suitable ones are selected.
• To locate the sources of people required to meet job requirements.
• Ability to match jobs to suitable candidates.
• A two way process between recruiter and recruited.
• A complex job that involves lots of factors like image of the company, nature of
jobs offered, organizational policies, working conditions etc.
15. 1. RECRUITMENT POLICY
• It specifies the objectives of recruitment
• It provides a framework for the implementation
• Enriching the organisation’s human resources
• Promotion from within
• Development of organizational system for implementing the
recruitment programme
• Preferred sources of treatment {internal / external}
• Criterion of selection and preferences
• The policy provides a framework for recruitment
• Identification of recruitment needs
16. Basic elements of recruitment policy
• Discovery and cultivation of the employment market
• 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 the probationally program as an integral process.
17. General principles a recruitment policy
• It involves which reflect the employer’s commitment are:
• To find and employ the best qualified persons for each job
• To retain the most promising of those hired
• To offer promising opportunities for the life time working careers
• To provide facilities and opportunities for personal growth on the job
18. Factors affecting recruitment policy
• Organizational objectives
• Personnel policies of the Organization and its competitors
• Government policies on reservations
• Preferred sources of recruitment
• Organization’s recruitment needs
• Recruitment costs
• Financial implications
• Selection criteria and preferences etc.
19. Pre-requisites of a good recruitment policy
Abide by the relevant public policy and legislation on hiring
Provide employees with job security and continuous employment
Integrate organizational needs and employee needs
Provide each employee with freedom and opportunities to utilise
develop knowledge and skills to the maximum possible extent
Treat all employees fairly and equitably in all employment
Provide suitable jobs and protection to handicapped, women and
Encourage responsible of trade unions
Be flexible enough to meet the changing needs of the organisation
25. SELECTION
Selection implies matching people with the right job. It is selection
quality personnel for placing in right position. to render quality services.
Selection is a process of choosing from among external candidates the
most suitable persons for the current position or for future positions.
27. SELECTION TEST
Those candidates who have passed the preliminary interview will be asked to appear the
selection test.
Test serve as an important device in the process of selection.
Test aim at discovering and measuring selected qualities, abilities and skills of a candidate in
terms of job specifications.
30. PROMOTION
Promotion comes from the Latin word promover meaning to move
forward.
• “A promotion is the transfer of an employee to a job which pays
more money or one that carries some preferred status.”
‘ Scott and Clothier’
• “Promotion is an advancement of an employee to a better job
better in terms of greater responsibility, more prestige and status,
great skill and speciality increased rate of pay or salary.
‘ Pigers and Mayers’
31. PURPOSE
• To motivate employee to higher position.
• To attract and retain the competent and cream employee.
• To recognizing and reward deserving and competent employee.
• To increase the effectiveness and efficiency of capable employee and organisation.
• To fill higher vacancies within organisation
• To build morale and belongingness among the employees.
• To provide opportunities to the employees to grow within organisation.
32. PROMOTION POLICY
• It should clearly stated either the promotion be done within the organisation or
outside the organisation.
• It should be fair ,impartial and planned activity.
• The promotional routes to be followed for different cadre should be mentioned
clearly.
• There should be a provision for training for promotion
• Records of employees should be maintain properly so that it can be use in time of
promotion.
34. CONCLUSION
Human Resource is the combination of quantitative and qualitative
assessment of human beings in the society. It does not mean only the
number of people working in the organization; but it is the aggregate of
employees, employee skills, knowledge, ability, talents, aptitude, and
creativity.
The success and failure of an organization depends to an extent as to how
much efficient, experienced, and capable employees are procured and
recruited.
35. BIBLIOGRAPHY
• Vati Jogindra, Principles and Practice of Nursing Management and
Administration, 1st Edition, New Delhi; Jaypee Brothers Medical Publishers
(P) Ltd: 2013, Page no. 207-212.
• Basvanthappa BT, Nursing Administration, 2nd edition, New Delhi;Jaypee
Brothers Medical Publishers(P)Ltd:2009 Page no. 50-54
• Clement. I, management of Nursing Services and Education, 1st Edition,
New Delhi: ELSEVIER India (P) Ltd: 2012, Page no.99-102
• Mr Mahadeo B.Shinde, Ms. Shabana Anjum, 1st Edition, Mayur industry,
Kohlapur, 2012: Page no.207-210
• The Trained Nurses’Association of India, Nursing Administration and
Management, 1st Edition, New Delhi; TNAI: 2007, Page no.66-69
