Administrative class Staff recruitment.pptx

Administrative class Staff recruitment.pptx

1. Staff Recruitment KRCHN MACHAKOS ROBINSON CHERUIYOT

2. staff Recruitment Process Recruitment is an important function of health man-power management, which determines, whether the required manpower will be available at the work spot when a job is actually to be undertaken. Recruitment procedures include the process and the methods by which:

3. Recruitment procedures Recruitment procedures include the process and the methods by which: Vacancies are notified Post are advertised Applications are handled and screened Interviews are conducted Appointments are made

4. 1. Identify the hiring need The hiring process begins by identifying a need within your organization. This need could vary from filling a vacated position, better managing a team’s workload, or expanding the reach of organizational tasks. Positions are, in other words, either newly formed or recently vacated

5. 2) Devise A Recruitment Plan Once an organization identifies a hiring need, it should begin recruitment. In the case of newly formed positions, organizations should clearly identify how the new role aligns with its goals . Organizations should also keep relevant internal teams and employees apprised of the new position at each stage of the hiring process.

6. It’s important that all those involved in the hiring decision agree to the hiring process, steps, and appropriate communication channels.

7. 3) Post are advertised Identifying highly-qualified potential candidates begins internally. Start, therefore, by notifying current employees of the opening. Advertising the job may stop there, if you are determined to fill the position internally. If, however, you are interested in external candidates, you should include this information when you notify internally.

8. External publicity will likely consist of utilizing a combination of the company’s website and social media platforms, job posting sites like local newspaper advertisements, and word-of-mouth recruitment.

9. 4) Applications are handled and screened In order to move forward with the recruitment process, you need to screen and shortlist applicants efficiently and accurately. This is where the recruitment process gets difficult and challenging. You can resolve this recruitment bottleneck by following these four steps:

10. 1) Screen applications on the basis of minimum qualifications. 2) Next, sort resumes that have the preferred credentials by looking at their certifications, relevant experience, technical competencies and other specific skills that are required for the role. Resume - is a formal document that serves to show a person's career background and skills

11. 3) S hortlist candidates who have both the preferred credentials and the minimum qualifications. 4) Finally, flag any concerns or queries in the resume so they can be clarified during the interview .

12. 5) Interviews are conducted When it comes to the interview, it’s important for both recruiter and candidate to be prepared. This is a moment when recruiter should find out more about the applicant’s background, skills, and even personality to see if they fit with your company’s culture. Recruiters should make a list of information they need in order to make the interview session much more structured

13. 6) Appointments are made. After conducting background and reference checks, the hiring staff identifies their top choice. The hiring staff should also select a backup candidate, in case the top choice declines the offer or negotiations fail to produce a signed offer letter.

14. In the event that no candidates meet the hiring criteria, the hiring staff should determine whether or not to start the hiring process over. After negotiations, once the candidate accepts the job offer they are hired. An accepted offer letter begins a process of filling out and filing paperwork related to employment.

15. staff Recruitment Process cont.… Recruitment covers both the filling of new posts and replacements of previously established posts which fall vacant. It includes the filling of posts both from internal, that is already employed and from external candidates.

16. staff Recruitment Process In effective recruitment policies and procedures may imply the large number of vacancies positions. The staffs recruited are not the best which could be attracted by the department.

17. Recruitment Procedures The staff of the health manpower recruitment process may be listed as under: Processing vacancy information and information on newly created position. Formulation or ascertaining recruitment procedures for each positions.

18. Notifying a centralized or states level recruitment authority or itself disseminating vacancy information and soliciting applications. Screening of applications for short-listing.

19. Selection of personnel based on university or public examinations marks and/or a written test and an interview followed by issuance of appointment order Conducting an orientation/education programmed which may be formal or informal.

20. Personnel Records Health manpower management includes the needs for up to date for information on the individuals employed. E.g. , details of qualifications and experience should assist in decisions on deployment age and type of contract may influence pay levels and dates of increments . The results of performance appraisal records may help to take proper decisions on promotions and continuing education

21. 2. induction Procedures Induction is the introduction and orientation of a newly appointed employee to the organization. It is aimed at assigning the employee to become integrated with the organization as early and as smoothly as possible

22. The establishment of an induction process to new staff members also helps to ensure the organization as itself is prepared for that arrival. A planned induction builds up communication and a sense of belonging in the employee. Distribution of personnel utilization of non-professional staff there is unequal distribution of health manpower.

23. Retaining This may be due to most of the qualified doctors and nurses and other health professionals want to serve in the urban areas. In various dimensions, equal distribution of personnel according to the needs of community should be provided irrespective of geographic area.

24. Certain avenues are required for retaining personnel. One of them is promotion. Motivation Social support Proper remuneration

25. WHAT ARE OTHER WAYS OF RETAINING EMPLOYEES?

26. References Marquis, B. L., & Huston, C. J. ( 2009). Leadership roles and management functions in nursing. Philadelphia : Wolters Kluwer, 2009. Yoder-Wise, P. S. (2014). Leading and managing in nursing. St Louis, Missouri : Elsevier Mosby.

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