ILBS COLLEGE OF

NURSING

ASSIGNMENT ON:
RECRUITMENT PROCESS

SUBMITTED TO: SUBMITTED BY:

Ms. Mini george Meenakshi tomar
Principal M.sc nursing ii year
College of Nursing College of Nursing
 Recruitment Process

According to Yoder “ 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.”

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements,
reviewing applications, screening, shortlisting and selecting the right candidate.

Purpose and Importance of Recruitment

 Determine the present and future requirements of the organization on conjunction with
its personnel planning and job analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
 Meet the organization’s legal and social obligations regarding the composition of its work
force.
 Begin identifying and preparing potential job applicants who will be appropriate candidates.
 Increase organizational and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.

Process of recruitment
Recruitment Planning
Step I: Identifying Vacancy

The first step in recruitment plan is identifying the vacancy. In this process receiving the
demands for recruitments from different department of the organization to HR department. The
first step to ensure that the recruitment of new staff is relevant to the organization is to carry out
a workforce needs & gaps analysis based on the strategic plan and mission objectives of the
organization:
 Number of posts to be filled
 Number of positions
  Duties and responsibilities to be performed
 Qualification and experience required

Job Analysis
Job analysis helps in understanding what tasks are important and how to perform them.
Steps in analyzing a job −
 Recording and collecting job information
 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the job
The immediate products of job analysis are job descriptions and job specifications.

Job Description
Job description provides information about the scope of job roles, responsibilities and the
positioning of the job in the organization.
Job description is generated for fulfilling the following processes −
 Classification and ranking of jobs
 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position
 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Process of Supervision
 Working Conditions
 Health Hazard
Job Specification
The first step in job specification is preparing the list of all jobs in the organization and its
locations. The second step is to generate the information of each job.
A job specification document provides information on the following elements −
 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career

Job Evaluation
The main objective of job evaluation is to analyze and determine which job commands how
much pay. There are several methods such as job grading, job classifications, job ranking,
etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage
negotiations.
Step II : Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is prepared
for hiring the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the potential
candidates for the organization
Preparing a recruitment strategy, the HR team considers the following points −
 Make or buy employees
 Types of recruitment
 Geographical area
 Recruitment sources
It is a long process. The steps involved in developing a recruitment strategy include −
 Setting up a board team
 Analyzing HR strategy
 Collection of available data
  Analyzing the collected data
 Setting the recruitment strategy

Step III: Searching the Right Candidates

After the recruitment strategy is done, the searching of candidates will be initialized. This
process consists of two steps −
 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.
 Selling −The organization selects the media through which the communication of
vacancies reaches the prospective candidates.
Searching can be done in two ways, through internal or external means/ sources
Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through −
 Promotions
 Transfers
 Former Employees
 Internal Advertisements (Job Posting)
 Employee Referrals
 Previous Applicants
External Sources
External sources of recruitment refer to hiring employees outside the organization through −
 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Associations
 Campus Recruitment

Step IV: Screening / Shortlisting

Once the job applications are received by the HR Recruiter it starts the screening process. It is a
step in which the application are shortlisted for the further selection process. After short-listing
of application based on the job specification the selection process begins.Screening starts after
completion of the process of sourcing the candidates. Screening is the process of filtering the
applications of the candidates for further selection process.
It helps in separating unqualified or irrelevant application. Screening process consist of
Reviewing of Resumes and Cover Letters
In this process, the resumes of the candidates are reviewed and checked for the candidates’
education, work experience, and overall background matching the requirement of the job
HR executive must keep the following points in mind, to ensure better screening of the potential
candidates
 Reason for change of job
 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression
Conducting Interview
Conducting interviews is the second step of screening candidates.The candidate selected in
employment tests are invited for interview. The main objective of interview is to find out of
whether an individual candidate is suitable for a particular job or not. Face to face interview is
the most important step of the selection procedure. It helps in judging the personality, ability,
capability and the temperament of the candidates.This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.
 It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills.
Identifying the top candidates
Identifying the top candidates is the final step of screening the resumes/candidates. In this
process, the cream/top layer of resumes are shortlisted, which makes it easy for the hiring
manager to take a decision. This process has the following three outcomes –
Step V: Evaluation and Control
The validity and effectiveness of HR Recruitment Process is assessed in this step. The step is
essential as organization has to check the cost incurred during recruitment and the output in
terms of selection of suitable candidates and their joining.Evaluation and control is the last stage
in the process of recruitment. In this process, the effectiveness and the validity of the process and
methods are assessed.
The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following −
 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled
 Cost incurred in recruiting suitable candidates for the final selection process
 Time spent by the Management and the Professionals in preparing job description, job
specifications, and conducting interviews.
 Shortlisting 5 to 10 resumes for review by the hiring managers
 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate

References
K Ashwathappa, Human Resource and Personnel Management, Tata McGrawHill, 1997