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RECRUITMENT FOR COLLEGE OF NURSING

RECRUITMENT FOR FACULTY:

INTRODUCTION:
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. It is a positive process because it increased the selection ratio by attracting a large number of applicants for the advertised jobs.

DEFINITION
1. Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can depend when it needs additional employees 2. Recruitment is the process of searching for prospective employees and Stimulating them to apply for jobs in the organization (Flippo Edwin, B, 2003)

IMPORTANCE OF RECTUITMENT METHOD 1. It determines the number of qualified applicants applying for a particular position. 2. It also involves activity searching for qualified women when filling positions not
traditionally held by women.

3. It can sometimes affect the subsequent turnover rates of employees. SOURCES OF RECRUITMENT
1. Internal Sources Recruitment from within the enterprise. i) Transfer It involves the shifting of an employee from one job to another. At the time of transfer, it is ensured that the employee to be transferred to the new job is capable of performing it. ii) Promotion

To shifting an employee to a higher position carrying higher responsibilities, facilities, status and pay.

2.

External sources Every new enterprise has external sources for various positions. Running enterprises have also

recruitment employees from outside. i) Unsolicited applications

This type of recruitment service as a valuable source of manpower. ii) Advertisement

Advertisement in newspaper or trade and professional journals in generally used when qualified or experienced personnel are not available from other sources. iii) Employment agencies

Employment exchanges run by the government are regarded as a good source of recruitment for skilled, semi skilled operative job. iv) Educational institutions

Recruitment from educational institutions is the well-established practice of thousands of business and other organization. v) Recommendations

When present employees or a business friend recommends a person, a type of preliminary screening takes place. vi) Labour contractors

Workers are recruited through labour contractors who are themselves employees of the organization.

Method of Recruitment
A . Recruitment procedures 1. Advertising By giving advertisements in newspapers of local, regional, national and international levels and journal advertisements. 2. Career day programmes

In some places nursing schools and colleges hold, annual career day programmers during which recruiting officers from local health agencies, inform senior students about employment opportunities in those organizations 3. Open house It is showcase of the opening of a new service or educational programme. If health agency is well organized of their setting will be attractive to idealistic, service- oriented nurses. Invitation to an open house may sent to individual nurses, group of speciality nurses, professional organizations final year students nurses schools / colleges to attend open house for recruitment. 4. Employee referrals It is the procedure in which the present staff recruitment their nurse acquaintance i,e., recruiter who wishes to fill positions in a particular nursing unit should ask employees in the unit to recruit nurses with whom they have worked comfortably in other settings. B . Vacancy Announcement procedures The appropriate chief executive campus officer shall review the recruitment sources. All pertinent aspects of the position must be advertised. 1. Recruitment period a. Administrative, professional and Technical (APT) vacancies: All APT positions must be advertised at least ten (10) working days prior to the closing date b. Faculty positions: At the community colleges and temporary/ non- tenurial faculty positions at four year campuses may be filled through local recruitment only, unless the applicant pool is inadequate. Such positions must be advertised in a newspaper with statewide distribution at least 10 working days prior to the closing date. c. National faculty: Faculty positions to be filled through national recruitment must be advertised at least fifteen (15) working days prior to the closing date. d. Closing Dates: Vacancy announcements with specific closing dates should have the same date in all advertising venues. 2. Guidelines, apply to advertisements Faculty positions filled only through local recruitment must be advertised in a newspaper with local wide distribution. Faculty positions filled through national, recruitment may be advertised in a newspaper for appointment in the absence distribution. 3

No applicant from outside the university APT workforce shall be approved for appointment in the absence of statewide recruitment.

3. National Advertising All tenure track positions on four-year campuses Temporary faculty appointments of your year campuses when the local applicant pool may be inadequate.

4. Closing dates a). All APT vacancy announcements shall have closing dates and the closing dates should be the same for all advertising venues. B). Faculty vacancy announcements may have closing dates or may have continuous recruitments for hand to fill positions. 5. After the announcement has been approved for publication, the hiring unit is responsible for funding and placing the advertisement in newspapers, journals or other appropriate media. 6. All Advertisements will include the phrase Equal opportunity/ Affirmative action institution.

SUGGESTED CHECKLIST FOR RECRUITING Recruiting Process o Position was analyzed for underutilized groups (Women or minority groups). o Position vacancy announcement was reviewed to insure that the minimum qualifications and desirable qualifications are job related and are based on knowledge skills and abilities. o Recruiting methods and selected advertising media are adequate. o Position was advertised for a last 10-15 working days as appropriate. o If underutilization exists, affirmative action recruitments was carried out. o Verified the advertising and clipped copies of published job announcements. o If a casual hire is appointed after minimal recruiting due to exigency (such as lack of time) the hiring unit is notified that such appointment is contingent upon open recruitments. o Appointment was informed of availability of campus security and crime statistics information.

SELECTION PROCEDURE

Selection procedure is a tool in the hands of the management to differentiate the qualified and unqualified by applying various techniques such as interviews, tests etc. STEP IN SELECTION PROCEDURE It requires a heavy investment of money to set right type of people. Indication and training costs are also rising. If the right type of persons are not chosen, it will lead to be a huge loss of the employer in terms of time, effort and money, Modern organization to get right type of persons are as follows. 1. Scrutiny of application forms 2. Preliminary interview 3. Application blank a. Identification b. Education c. Experience salaries d. Expected salaries e. Community activities f. References 4. Employment tests a. b. c. d. e. g. h. Aptitude test Intelligence test Interest test Knowledge test Projective test Personality test Dexterity test

5. 6. 7. 8. 1.

Employment interview Physical medical examination Reference check Final selection Scrutiny of application forms The applications are screened out at each step.

2.

Preliminary interview This procedure is to eliminate the unqualified at unsuitable candidates. 5

3.

Application blank It is supplied to the successful candidates in preliminary interviews. Application blank is used to

obtain information in the applicants own handwriting sufficient to properly identify him and to make tentative inferences regarding his suitability for employment. 4. Employment tests This will require the use of employment test, which are as follows A) Trade tests Technical jobs require trade test to assess the capabilities for the candidates for the type of job.

B ) Psychology test i) Aptitude test Aptitude test measure an applicants capacity and his potential for development .These are designed to measure the aptitude of applicants and their capacity to learn the skills required on a particular job. ii) Intelligence test These aim at testing the mental capacity of a person with respect to various things. It measures the individual learning ability to grasp or understand instructions and ability to reason and make judgment. iii) Interest test Interest test are more often used for vocational guidance also. They help the individuals in selecting occupations of their interest. iv) Knowledge tests These are devised to measure the depth of the knowledge and proficiency in certain skills already achieved by the applicants such as engineering, accounting, etc. v) Projective tests The applicant projects his personality into free responses about pictures shown to him which are ambiguous. vi) Personality test These determine personality traits of the candidate, such as cooperativeness against dominance or the emotional balance, the temperamental qualities of a person. vii) Judgment test These are used for evaluating ability to apply knowledge judiciously in solving a problem. 6

viii) Dexterity test These are used to discover the ability to use the different parts of body in a cp- ordinate manner. These are useful in identifying accident prone candidates for certain manufacturing jobs. 5. Employment interviews This type of interview must be conducted in a friendly atmosphere. The candidate must be made to feel al ease. The questions should better be asked based on job specifications. Unwarranted questions should avoid. A verification of the information furnished by the candidate in application blank may be made. Individual information may be sought for future record. The candidate should be given a chance to ask question to satisfy himself regarding the history of the concern future prospects salary offered and nature of job etc. Further, the proper physical arrangement for the interview is a great importance. It enhances the reputation of the organization in the eyes of the candidates. The interview should be conducted in a room free from any disturbance, notes and interpretation, so that interview may be held confidentially and in quiet environment. 6. Checking reference If the applicant crosses all the above hardless, an investigation maybe made on the reference supplied by the applicant regarding his past employment, education, character, personnel reputation, and etc. References may be called upon telephones. They may be contacted through mail or personnel visit. 7. Medical examination It is conducted after the final decision has been made to select the candidate. A through physical examination is also essential to ensure that the candidate is able to handle job effectively. Purposes 8. It serves to ascertain the applicants physical capability to meet the job requirements. It serves to protect the organization against the unwarranted claims under workers compensation laws or against law suits for damages. It helps to prevent communicable diseases entering the organization.

Final selection If a candidates successfully passes through the appointment letter may be given to him

mentioning the post on which selected, the terms of appointment, pay scales, etc. normally is the initial stage the candidates are appointment on probation basis because it is considered better to try them for 7

a few month on the job itself. If this period, an employee is not found, suitable, the management may transfer him to some other job to which he may be expected to do justice. But if the organization cannot offer him a job which he can do well, the management may back him or give time and training to improve him.

FACULTY SELECTION PROCEDURE


1. No application form is required for faculty expect at the community colleges. Letters of interest should be submitted in response to advertisements. Curriculum vitae, Letters of references, etc may be requested or indicated in the advertisement. 2. Receiving Office: All applications must be received by the individual or office specified in the vacancy announcements. Inform the applicant as to the anticipated length of the screening process and that she / he will be notified once a decision has been made on / his application. 3. Closing date: All applications received during the open recruitment period must be considered. Only those applications postmarked or date stamped by the receiving officer on the closing date is considered to have met the filling deadline. 4. Applicant evaluation form: applicant evaluation form may be developed. It is recommended that an evaluation form be completed for each applicant. The minimum qualification and the additional desirable qualifications listed in the advertisement and position description shall be listed on the applicant evaluation form and used as a checklist in screening the applications. 5. Screening Process: a. Before conducting the screening process hiring units should contact her/ his officer. b. If the faculty position provides for equivalencies for education and or experience requirements, the equivalences should be determined prior to screening applications, c. The entire selection process is confidential and shall not be discussed with any the applicants or with any one outside the process. d. It is recommended that the selection committee maintain minutes of its meetings. 6. Interview process: It is recommended that job related interview questions along with the

acceptable responses be developed prior to any interview. The hiring unit may develop a rating sheet.

The head of the hiring unit shall consult with the college administrative services director, personnel officer. 7. The best-qualified available applicant shall be selected. In cases where the qualifications of the top applicants are relatively equal, the applicant who is a member of an under utilized or under represented group should be selected. 8. Reference checks are integral in the decision making process. It is imperative that reference checks be done fairly and consistently, so that they may serve as a valuable tool in the selection process. Please remember that he same discrimination laws applicable to interview questions also apply to reference checks. 9. Keep applicants informed throughout the process. If there are unusual delays, modify the applicants. Applicants who have not been selected for the final interview process may be so informed. Once the selection has been made and approved, inform the remaining applicants.

APPLICATION FORMS The application form should elicit the following information: 1. Name 2. Age of the candidate 3. Address 4. Name of the parents / guardians 5. Details of education 6. Details of employment 7. Particular aptitudes / abilities (Sports, typing, computer, languages) 8. Medical certificate to be enclosed 9. Evidence for date of birth with exact address 10. Contact certificate 11. Residential certificate 12. Certificate 13. Experience certificate

FUNCTIONS AND RESPONSIBILITIES OF FACULTY. The Functions For Which Teaching Staff Are Responsible Are: 1. Active participation in the formulation of philosophy, and the subsequent planning and evaluation of curriculum. 2. Planning and evaluation of the subjects for which each teacher is responsible. 3. implementation of the curriculum that includes : a. Preparation of the lesion plans and materials for teaching. b. Preparation of laboratories for demonstration and work period. c. Planned instructions by lectures, demonstrations, discussions, and other methods of teaching.

d. Contacting and briefing external lectures and other participating in the programmes. e. Arranging for clinical experiences in the hospital and the community. f. Assisting with the supervision of the students. g. Giving and evaluating students assignments. h. Supervision of students study period i. Guidance and counseling of students j. Participation in the work of school committee k. Maintenance of records. l. Preparation of such records and reports that are required. 4. Ordering maintaining supplies and equipments. 5. Participation in extra curricular activities. 6. participation in the activities of professional activities 7. Interpretation of the aims of college to other staff in the institution and to the public.

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RECRUITMENT FOR STUDENTS B.sc Nursing Regulation of the university In exercise of the powers conferred by the section 444 of the Tamilnadu Dr.M.G.R Medical University, Chennai Act. 1987 the standing academic board of the Tamilnadu Dr.M.G.R Medical University, Chennai hereby makes the following,

1. Eligibility of admission a. Passed the two year pre university exam or equivalent as recognized by the concerned university with science subjects. E.g: Physics, Chemistry, Biology. b. Students of vocational coursed c. Obtained at least 45% of the total mark in science subjects of the following exam d. Completed 17 years of the age at the time of admission. e. Is medically fit 2. Eligibility certificate Candidate, who have passed any qualifying examination other than the higher secondary course examination conducted by the Govt. of Tamilnadu. Shall obtain an eligibility certificate before seeking to any one other affiliated nursing institution. 3. Age limit for admission Candidate should have completed age of 17 years at the time of admission and should not exceed more than 30 years for other casts and 35 years for ST and SC candidate. 4. Registration A candidate admitted to the course in any one of the affiliated nursing colleges shall register with this university by remitting the prescribing fees along with the application form for registration duly filled in an forwarded to the university through the head of the institution with the stipulated date. 5. Duration The duration of certified study for the B.Sc degree course in nursing (basic) shall extend over a period of 4 (four) academic years comprising of 8(eight) semesters. 6. Commencement of the course The course will commence from 1st June of the academic year. 7. Commencement of the examinations 11

February 15th / August 15th, if the date of commencement falls on Saturday, Sunday or declared public holidays, the examination shall begin on the next working day. 8. Cut off dates for admission to the examinations Candidates those who are admitted for 1st June to 31st August will be registered for the academic year. 1st and 2nd semester can be written in August of next year. 3rd semester onwards only semester wise examinations. 9. Medium of Instructions English shall be the medium of instruction for all the subjects of study and for examinations of the B.Sc, degree course in nursing (Basic). 10. Curriculum The curriculum and the syllabi for the course shall be as prescribed by the standing academic board from time to time. 11. Working days in an academic year Each semester shall consist of not less than 100 working days.

12. Attendance required for admission to examinations a. No candidate shall be permitted to appear in any one of the parts of the B.Sc degree course in nursing (basic) examinations, unless he/she has attended the course in the subject for the prescribed period in an affiliated institution recognized by the same university. b. A candidate is required 100% put in a minimum of 80% of attendance in both theory and practical separately in each subject before admissions to the examination. 13. Condonation of lack of attendance a. A candidate lacking in attendance should submit an application in the prescribed form and remit the stipulated fee, 15 days prior to the commencement of the theory examination. b. Condonation for lack of attendance should be taken up for consideration under the following circumstances. Any illness affecting candidate Any unforeseen tragedy in the family Participation in NCC/NSS and other co-curricular activities representing the institution or university. 14. Internal Assessment 12

a. A minimum of 3 written examinations shall be conducted in each subject during a semester and average marks of three performances shall be taken into consideration for the award of sessional marks. b. A minimum of one practical examination shall be conducted in each subject. c. The internal assessment marks should be submitted to be university endorsed by the institution 15 days prior of the commencement of the theory examinations. 15. Submission of record note books At the practical examination, each candidate shall submit to the examiners the record note books midwifery duty certified by the head of the college, as a bonafide record of work done by the candidate. 16. Carry over failed subjects The candidate shall not be permitted to enter into III year course. E.g V semester unless she/he has passed all the subjects of the I and II year. Theory and practical examinations should be passed separately by a candidate. If she/he fails in theory or practical, both theory and practical examination must be repeated. 17. Marks qualifying for a pass A candidate shall be declared to have passed the examination if he /she obtain the following qualifying marks. 45% of narks in the subject of English 50% of marks in the subjects where internal evaluation alone is conducted. 45% of marks in theory in the subjects where university examinations are conducted and aggregate of 50% marks in university theory examination and internal evaluation taken together in the subject. 45% of marks in the university theory examination, 50% marks in university practical examinations and 50% aggregate in theory, practical and internal evaluation marks taken together. 18. Classification of successful candidate Who secures not less than 75% in any subject gets distinction in that particular subject provided she/he passes the whole examinations in the first attempt. Who passes the examinations in all subjects at the first appearance obtaining not less than 60% of the aggregate marks shall be declared to have passed the examinations in the first class. All the successful candidate shall be related to have passed the examination in the II-class. 13

19. Revaluation of answer paper The candidate as prescribed by the university or other under graduate courses. 20. Readmission after break of study The candidate having a break of 5 years are above from the date of admission and more than two spells of break. 21. Migration/transfer of candidates Migration/transfer of candidates from one recognized institution to another institution of this university of from another university will not generally be considered. However, under extra ordinary, circumstances the vice-chancellor shall have the powers any migration transfer the deems fit in the governing council and its approval for grant of permission for migration/transfer to candidates undergoing course of study in affiliated institution of this university. 22. Vacation The heads of institutions shall declare 6 weeks vacation in an academic year to the students. The period of vacation can be divided the head of the institution.

Eligibility Criteria/Admission Requirements for Msc. Nursing 1) The candidate should be a Registered Nurse and Registered midwife or equivalent with any State Nursing Registration Council. 2) The minimum education requirements shall be the passing of B.Sc. Nursing / B.Sc. Hons. Nursing / Post Basic B.Sc. Nursing with minimum of 55% aggregate marks. 3) The candidate should have undergone in B.Sc. Nursing / B.Sc. Hons. Nursing / Post Basic B.Sc. Nursing in an institution which is recognized by Indian Nursing Council. 4) Minimum one year of work experience after Basic B.Sc. Nursing. 5) Minimum one year of work experience prior or after Post Basic B.Sc. Nursing. 6) Candidate shall be medically fit. 7) 5% relaxation of marks for SC/ST candidates may be given. Entrance/Selection test Selection of the candidates should be based on the merit of the entrance examination held by University or competent authority.

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Staffing requirement in community set up


The manpower that should be available in the PHC s as follows:

Personnel Medical officer

Existing 1

Recommended 2 (one may be from AYUSH or Lady medical officer

Pharmacist Nurse midwife staff

1 1

1 3 (for 24 hours PHCs) Nurse 2 may be contractual

Health workers (F) Health Female) Health educator Clerk Laboratory technician Driver (optional) Class IV Total 15 assistant (Male

1 & 2

1 2

1 2 1 1 4

1 2 1 1 4 17/18

Personnels required for community health centre Personnels General surgeon Physician Existing 1 1 1 Obstetrician/ Gynaecologist Pediatrician Anesthetist Public manager health programme 1 1 Recommended 1 1 1 1 1 1

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Eye surgeon Nurse midwife Dressor (certified by Red cross or st.Johns Ambulance) Pharmacist / compounder Lab technician Radiographer Ophthalmic assistant Ward boys / nursing orderly Sweepers Chowkidar OPD attendant

7+2 1

1 1 1 0-1 2 3 1 1

Statistical assistant / data entry 1 operator OT attendant Registration clerk 1 1

Total

25/27+2

6/7

Sub-centre should have the following manpower Staff Health worker (F) Health worker (M) Existing 1 1 Recommended 2 1 1

Voluntary workers to assist 1 ANM Total 2/3

3/4

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RECRUITMENT PROCESS IN COMMUNITY


Recruitment makes it possible to acquire a number and types of people necessary to ensure the continual operation of the organization. Recruitment Policy Recruitment policy asserts the objectives of the recruitment and provides a framework for implementation. A good recruitment policy must contain these elements: 1. Organizational objectives 2. Identification of recruitment needs. 3. Preferred sources of recruitment 4. Criteria of selection and preferences 5. Cost of recruitment and financial implication

Recruitment Process Man power estimation Estimates regarding demand for the supply of human resources are always generated in relation to the job analysis. An estimate of the future requirement of man power in a l department by specialization, by grade etc. is made by applying many simple and complex statistical model.

Employee Turnover Index = Number leaving in a year/ Average number employed

100

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Steps in recruitment process in hospital:


Personnel human resource planning Recruiting needed personnel Selecting qualified personnel Placing new employees job

Developing sources for potential employees

Search for potential employees

Evaluating recruiting effectiveness

Personnel research Internal sources Job posting

Up gradation in same position Transferring to new job Promoting to higher performance

Employee referrals Advertising Scouting Evaluating for selection

External sources

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Steps in selection procedure Reception of applications Preliminary interviews Physically unfit personally objectionable for unfavourable general impression Unfavorable personal data

Application blanks

Psychological tests

Employment interview

Reference check Unfavorable second impression Final selection by interviewers Physical examination

Waiting List of desirable applicants

Unfavorable previous history

Unfavorable test score

Physically unfit

Placement

Negative decision

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1. Reception or Preliminary interview Guidelines for preliminary screening Name of the candidate --------------------------A a. Personality b.Communication skills c. Technical knowledge -theory - application d. General knowledge e. Any other special skills Selected for employment test yes-------------Date of interview --------------Grade A: outstanding B: Good C: Average D: Poor 2. Application blank Application form for unskilled manual employees Date ----------Name ----------------------------------------------------------------------------------------------------------Address -------------------------------------------------------------------------------------------------------Date of birth-----------------------------------------------------------------------single no----------------signature of the interviewer --------------------------------B C D

/married/widow/divorced Position applied for-----------------------------------------------------------------------------------------Details of the last two jobs, including present one if still employed Name & address of the employer Type of work done To From Reason leaving for

Physical disabilities: Have you ever worked for this concern before? Yes / no 20

Engaged / not engaged--------------------------------------------- Department-------------------------------------------Long application blank for skilled manual employees Note: All entries must be made in candidates handwriting All subsequent change in the particulars given in the application must be intimated to the personnel department 1. Full name (with surname) in block letters---------------------------------------------------------------------------2. Nationality --------------- Caste---------------Religion------------------------------Sex-------------------------------3. Fathers name & occupation ----------------------------- ------------------------------------------------------------4. Permanent address ------------------------------------------------------------------------------------------------------5. Contact number: ------------------------------------6. Academic / Technical qualification stating examination passed from schooling Name university of Examination passed Subjects offered Year of passing Marks obtained

6. Language: Can speak Can speak & write 7. Physique a) Height ----------------------------------------Weight---------------------b) Any disability c) Identification marks

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8. Past experience 9. Present salary withdrawing --------------------------10. Salary expectation----------------11. Time required for joining-----------------------12. Reference or recommendations ---------------13. Copies of testimonies attached (list down) Place---------------------Date ----------------------A well conducted interview to explore the factors: SAMPLE STRUCTURED INTERVIEW Motivation: why do you want to work in this hospital? Physical : 1. Do you have any physical limitations that would prohibit you from accomplishing the job? 2. How long will you come for this job? Education: 1. What was your grade in college? 2. What were your extracurricular activities and office held? Professional: 1. In what states are you licensed to practice? 2. What certification do you hold? 3. Have you registered certificates in local council? Past employment: 1. What was your past job title? 2. What else difficulties faced in your previous job? Specific questions: 22 signature of applicant

1. What do you like most about this hospital/ your profession? 2. What are your career goals? Interview evaluation form Interviewer --------------------Department--------------------Location ------------------------Name of the candidate--------------------------------------Date of interview----------------------------------------------Weightage Not acceptable Below average 0 1 1.Appearance & attitude 2. Personality 3.Communication 4.Education 5.Work experience 6.Technical competence 7.Ambition 8. Potentiality

Average 2

Good 3

Outstanding 4

Total

Other comments: Recommendation: 4. A physical examination (medical fitness) Specimen of a medical report Name----------------------------------------------------------Age------------------Sex-------------------Address------------------------------------------------------------------------------------------------------23

General appearance -------------------------------------------------------------------------------------Height----------------------------------------------------------Weight-------------------------------------Eyes (R) -----------------------------------------------------------Ears (R) ------------------------------(L)------------------------------------------------------------(L) ----------------------------------

Nose------------------------------------------------------------------Throat--------------------------------Neck------------------------------------------------------------------Teeth---------------------------------Pulse -----------------------------------------------------------------BP------------------------------------Chest contour-----------------------------------------------------Lungs---------------------------------Abdomen---------------------------------------------------------- Urine----------------------------------Spine---------------------------------------------------------------- Stool----------------------------------Blood group------------------------------------------------------- Skin-----------------------------------Extremities: ----------------------------------Identification mark-----------------------------------------------------------------------------------------Past medical history--------------------------------------------------------------------------------------Notes----------------------------------------------------------------------------------------------------------Place -----------------------------------------------------------date----------------------------------------Signature of the doctor --------------------------------5. Psychological testing According to Mayer and Bartollte candidates are judged on the basis of their physical characteristics, their abilities and skills, their interest and personality traits. These are Physical characteristics: Height Weight 24

Senses Visual acuity

Abilities and skills: Interest Personality traits 10. A reference check 11. Final selection approval by health committee and communication decision by the coordinator SUMMARY Cooperativeness tolerance Emotional stability Scientific interest Mechanical interest Mathematical abilities Verbal ability Intelligence, clerical skills

Recruitment and selection of faculty based on definition, importance of recruitment, method, sources of recruitment, purpose, objectives applicability / responsibility, procedures, guidelines apply advertisement. Suggested checklist for recruiting hiring process faculty selection and procedure etc. CONCLUSION Thus we have seen regarding recruitment and selection of faculty and students. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the 25

organization. it is a positive process because it increased the selection ratio by attracting a large number of applicants for the advertised jobs

BIBLIOGRAPHY 1. Prasad .M. (2003), Management concepts and Practices, third edition, Himalaya i. Publishing House, New Delhi, Page No.727,771. 2. Licita. (2004), Nursing Practice and Public Health Administration , First Edition, a. lsevier, New Delhi, Page No.127-384. 3. Bessie .L. (2002), Leadership Roles and Management Functions in Nursing, a. fourth edition, Williams, Lippincott, New York, Philaadepnia, Page No.469. 4. Indian Nursing council syllabus for Msc Nursing, New Delhi.

5. Linda Roussel ,Management and Leadership for nurse Administrators, 4th Edition, Jones and Bartlett publications Page No 342-348. 6. B.M Sakharkar, Principles of Hospital Administration, Jaypee Publications 1998, Page No 365-369. 7. B.T Basavanthappa, Nursing Administration, jaypee Publication, New Delhi 2nd Edition 2009 Page No 302-305. 8. Francis De Souza, Hospital Administration 3rd Edition Jaypee Publications 2000 Page No 247252. 9. Mary Lucita, Nursing Practice and Public Health Administration Current Concepts and Trends, Elsevier 2004, New Delhi. Page No 108-112

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