Recruitment for College of Nursing

7/27/2019 Recruitment for College of Nursing

1/26


2/26

2

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 applicationsThis type of recruitment service as a valuable source of manpower.

ii) AdvertisementAdvertisement in newspaper or trade and professional journals in generally used when

qualified or experienced personnel are not available from other sources.

iii) Employment agenciesEmployment exchanges run by the government are regarded as a good source of recruitment

for skilled, semi skilled operative job.

iv) Educational institutionsRecruitment from educational institutions is the well-established practice of thousands of

business and other organization.

v)

RecommendationsWhen present employees or a business friend recommends a person, a type of preliminary

screening takes place.

vi) Labour contractorsWorkers are recruited through labour contractors who are themselves employees of the

organization.

Method of Recruitment

A . Recruitment procedures

1. AdvertisingBy giving advertisements in newspapers of local, regional, national and international levels

and journal advertisements.

2. Career day programmes


3/26


4/26


5/26

5

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 forms2. Preliminary interview3. Application blank

a. Identificationb. Educationc. Experience salariesd. Expected salariese. Community activitiesf. References

4. Employment tests

a. Aptitude test

b. Intelligence test

c. Interest test

d. Knowledge test

e. Projective test

g. Personality test

h. Dexterity test

5. Employment interview

6. Physical medical examination

7. Reference check

8. Final selection

1. 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.


6/26

6

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 testInterest 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.


7/26

7

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

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.8. 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


8/26

8

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.


9/26

9

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. Name2. Age of the candidate3. Address4. Name of the parents / guardians5. Details of education6. Details of employment7. Particular aptitudes / abilities (Sports, typing, computer, languages)8. Medical certificate to be enclosed9. Evidence for date of birth with exact address10. Contact certificate11. Residential certificate12. Certificate13. Experience certificate


10/26

10

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 evaluationof 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 periodi. Guidance and counseling of studentsj. Participation in the work of school committeek. 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 activities7. Interpretation of the aims of college to other staff in the institution and to the public.


11/26

11

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 concerneduniversity with science subjects. E.g: Physics, Chemistry, Biology.

b. Students of vocational coursedc. Obtained at least 45% of the total mark in science subjects of the following examd. 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 admissionCandidate 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


12/26

12

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 innursing (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 andpractical 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 andremit 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 followingcircumstances.

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


13/26

13

a. A minimum of 3 written examinations shall be conducted in each subject during a semester andaverage 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/hehas 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 intheory 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 practicalexaminations 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 subjectprovided 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.


14/26

14

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 ofthis university of from another university will not generally be considered.

However, under extra ordinary, circumstances the vice-chancellor shall have the powersany 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 anyState 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 BasicB.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.


15/26

15

Staffing requirement in community set up

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

Personnel Existing Recommended

Medical officer 1 2 (one may be from AYUSH

or Lady medical officer

Pharmacist 1 1

Nurse midwife staff 1 3 (for 24 hours PHCs) Nurse 2

may be contractual

Health workers (F) 1 1

Health assistant (Male &

Female)

2 2

Health educator 1 1

Clerk 2 2

Laboratory technician 1 1

Driver (optional) 1 1

Class IV 4 4

Total 15 17/18

Personnels required for community health centre

Personnels Existing Recommended

General surgeon

Physician

Obstetrician/ Gynaecologist

Pediatrician

Anesthetist

Public health programme

manager

1

1

1

1

-

-

-

1

1

1

1

1

1

1


16/26

16

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

Statistical assistant / data entry

operator

OT attendant

Registration clerk

7+2

1

1

1

1

0-1

2

3

1

1

1

1

1

Total 25/27+2 6/7

Sub-centre should have the following manpower

Staff Existing Recommended

Health worker (F)

Health worker (M)

Voluntary workers to assist

ANM

1

1

1

2

1

1

Total 2/3 3/4


17/26

17

RECRUITMENT PROCESS IN COMMUNITY

Recruitment makes it possible to acquire a number and types of people necessary to ensure thecontinual operation of the organization.

Recruitment PolicyRecruitment policy asserts the objectives of the recruitment and provides a framework for

implementation. A good recruitment policy must contain these elements:

1. Organizational objectives2. Identification of recruitment needs.3. Preferred sources of recruitment4. Criteria of selection and preferences5. 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 X 100


18/26

18

Steps in recruitment process in hospital:

Evaluating for

selection

Personnel research

External

sources

Internal sources

Evaluating

recruiting

effectiveness

Search for

potential

employees

Developing sources

for potential

employees

Placing newemployees

ob

Selecting

qualified

personnel

Recruitingneeded

personnel

Personnelhuman resource

planning

Scouting

Advertising

Employee referrals

Job

Promoting to higher

Transferring to new job

Up gradation in same


19/26

19

Steps in selection procedure

Physicallyunfitpersonallyobjectionable

forunfavourablegeneral

Unfavorablepersonaldata

Unfavorabletestscore

Unfavorablesecondimpression

Unfavorableprevioushistory

Physica

llyunfit

Reception of applications

Placement

Physical examination

Final selection

by interviewers

Reference check

Employment interview

Psychological tests

Application blanks

Preliminary interviews

Waiting

List of

desirable

Negative decision


20/26

20

1. Reception or Preliminary interviewGuidelines for preliminary screening

Name of the candidate ---------------------------

A B C Da.Personalityb.Communication skills

c.Technical knowledge-theory- application

d. General knowledge

e. Any other special skills

Selected for employment test yes-------------- no-----------------

Date of interview --------------- signature of the interviewer

---------------------------------Grade

A: outstandingB: Good

C: Average

D: Poor

2. Application blankApplication form for unskilled manual employees

Date -----------

Name -----------------------------------------------------------------------------------------------------------

Address --------------------------------------------------------------------------------------------------------

Date of birth-----------------------------------------------------------------------single

/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 for

leaving

Physical disabilities:

Have you ever worked for this concern before? Yes / no


21/26

21

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 of

university

Examination

passed

Subjects offered Year of passing Marks obtained

6. Language: Can speak

Can speak & write

7. Physique

a) Height ----------------------------------------Weight----------------------b) Any disabilityc) Identification marks


22/26

22

8. Past experience9. Present salary withdrawing ---------------------------

10. Salary expectation-----------------

11. Time required for joining------------------------

12. Reference or recommendations ----------------

13. Copies of testimonies attached (list down)

Place---------------------- signature of applicant

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 thejob?

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:


23/26

23

1. What do you like most about this hospital/ your profession?2. What are your career goals?

Interview evaluation formInterviewer ---------------------

Department---------------------

Location -------------------------Name of the candidate---------------------------------------

Date of interview-----------------------------------------------

Weightage Not acceptable

0

Below average

1

Average

2

Good

3

Outstanding

4

1.Appearance

& attitude

2. Personality

3.Communication

4.Education

5.Work

experience

6.Technicalcompetence

7.Ambition

8. Potentiality

Total

Other comments:

Recommendation:

4. A physical examination (medical fitness)

Specimen of a medical report

Name----------------------------------------------------------Age------------------Sex--------------------

Address-------------------------------------------------------------------------------------------------------


24/26

24

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


25/26

25

- Senses- Visual acuity

Abilities and skills:

- Mathematical abilities- Verbal ability- Intelligence, clerical skills

Interest

-Scientific interest

- Mechanical interestPersonality traits

- Cooperativeness- tolerance- Emotional stability

10.A reference check11.Final selection approval by health committee and communication decision by the

coordinator

SUMMARY

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


26/26

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, Himalayai. 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 andBartlett publications Page No 342-348.

6. B.M Sakharkar, Principles of Hospital Administration, Jaypee Publications 1998, Page No365-369.

7. B.T Basavanthappa, Nursing Administration, jaypee Publication, New Delhi 2nd Edition 2009Page No 302-305.

8. Francis De Souza, Hospital Administration 3rd Edition Jaypee Publications 2000 Page No 247-252.

9. Mary Lucita, Nursing Practice and Public Health Administration Current Concepts and Trends,Elsevier 2004, New Delhi. Page No 108-112

Recruitment for College of Nursing

Documents

Transcript of Recruitment for College of Nursing