Recruiting and selecting staff

Group (#01):

Prepared by:
Amina Sattar
(Roll#:04)
Learning objectives
At the end of this presentation, hopefully you
will be able to:
 Identify the important elements of the

recruitment and selection process.

 Describe how to recruit applicants.
 Delineate how to select candidate.
 Explain how to interview prospective

candidate.
 Determine how to make a hiring decision.

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Purpose of recruitment and selection
process.
 To match peoples with job requirements.
 To locate and attract enough qualified

applicants to provide pool from which the

required number of people can b selected

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The Differences Between
Recruitment and Selection
Recruitment Selection
First stage — introduces the role to Second stage — in-depth analysis of
suitable candidates each candidate
Negative process — the aim is to reject
Positive process — the aim is to attract
candidates from the list until you’re
as many candidates as possible
left with just a few
More complex process involving
A simpler process — recruiters must
various tests and phases — recruiters
simply create an appropriate job
must carefully scrutinize each
description and publish it in the right
application to identify the best
places
candidates
Usually not time-consuming or
Can be time-consuming and expensive
expensive
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Only involves communication of Involves the creation of a contractual
Position description
 It describes the skills, abilities, and
knowledge required to perform a job .
 Principal duties and responsibilities involved

in particular job.
 Task required to carry out those duties.
 Personal qualification.

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Recruiting applicants
 Carried out by the human resource
department staff and nurse recruiters and
nurse managers.
 Organization reputation is best strategy.
 Individual nurse managers also affect to

attract and retain the staff.

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Elements of recruiting strategy
There are four elements :
1:Where to look
2:How to look
3:When to look
4:How to promote the organization

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Where to look
 Using organization’s social media platforms
(e.g facebook, twitter).
 Proximity to home area of potential staff.
 Collaborative arrangement with local nursing

schools offer opportunities for recruitment.

 Employing students as aids may provide best

recruitment tool.

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How to look
 Posting online on general job search or on
nurs- specific job search referral sites.
 Advertising in professional journals,

newspapers or public access TV .

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When to look

 Recruitment should be start well in advance

of anticipated needs.
 The time lag of recruiting should be

considered because of nursing shortage.

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How to promote the organization

 There are four strategies to promote or

marketing the organization as:
1. product (quality, services, respect,
reputation).
2. Place (accessibility, scheduling, parking)
3. Price (pay, bonuses, insurance, retirement
plans)
4. Promotion (Advertising, public relations)

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Selecting candidates
It includes:
 Review application
 Conduct screening interviews (HR)
 Contact references
 Conduct second interview
 Compare applicants
 Make hiring or not hiring decision
 Perform background check

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Cont……
 Make a phone call for conditional clean drug
test within 24 hours.
 Make offer officially.

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Interviewing candidate
 Interview is an information seeking
mechanism between an individual applying
for a position and a member of an
organization doing the hiring .
 Usually lasts for 60 to 90 minutes.

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Principles of effective interviewing

 Developing structured interview guide

 Preparing for the interview
 Opening the interview
 Giving information
 Closing the interview

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Involving staff in the interviewing
process
Today’s trend of decentralized decision making
leads to sharing interview responsibilities
with other staff. It helps to:
 Strengthen teamwork
 Improve work group effectiveness
 Increases staff involvement in other activities
 Selecting the best candidate for position

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Interview reliability and validity
 Intrarater reliability: Agreement between two
interviews of the same measure by the same
interviewer is fairly high
 Interrater reliability: Agreement between two

interviews of the same measure by several

interviewers is rather low
 Validity: The ability to predict job

performance .

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Making a hiring decision
It takes into account the:
 Education and experience have been

important because they tend to ensure that

applicants have at least minimal amount of
knowledge necessary for job .
 References and letter of recommendation are

also used to assess the applicant’s past job

experience.
 Licensure can be verified online.

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Making an offer
 Criminal background check before the offer
 After this ,candidate is called and offered the

position with the condition that a drug

screen completed in 24 hours.
 After this ,offer is legal

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Thank You