RECRUITMENT PROCEDURE FOR COLLEGE FACULTY Definition - Recruitment: It is a process in which the right people for the right

post is procured.It is a source 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 student. Purpose: To seek out, evaluate and obtain commitment from an individual To place and orient the persons for the successful conduct To precede the selection process Types: 1. Planned: arise from changes in organization and recruitment policy 2. Anticipated: by studying trends in the internal and external organization. 3. Unexpected: arise due to accidents, transfer and illness. Steps in recruitment process: 1. Planning- identify the need recruit, identify the job requirement 2. Strategy development- deciding sources of potential recruits & selection method 3. Searching- short listing candidates 4. Screening- selecting successful candidates 5. Evaluation and control- notify candidates of the outcome, appointing successful candidate Basic principles of recruitment Recruitment should be done from a central place. Termination or creation of any post should be done by responsible officers Recruitment should be done on the basis of definite qualification and set of standards Techniques of recruitment 1.Direct method: This includes sending recruiters to educational and professional institutions 2.Indirect method: This includes advertising in mass media like news paper, radio. T.V, Net in trade and professional journal, technical journals and brochures 3.Third party: Friends and relatives, agencies and voluntary organizations. Recruitment policy Discovery and cultivation of employment market for posts Use of attractive recruitment literature and publicity Use of scientific tests for determining abilities of candidates Tapping capable candidates from within the service The following are some of the matters which would be helpful to have stated policies and some of the factors to be considered in formulating them. hours of work, teaching load, Residence, Leave , sickness Attendances at conferences and study courses , Promotion and transfers: SELECTION There may be more than one applicant for given post. Personnel selection is the process of choosing from several candidates the one to be employed in a particular position. To select the best applicant from the several, the principal must obtain comparable information about all applicants and compare the strength and weaknesses of all. PROCESS OF SELECTION AND STEPS Notification in writing [in govt. set up PSU or controlling body], regarding the type of post, vacancies, qualification, salary, and other conditions of services and other details of applications,

scrutinizing applications, written test, interview and aptitude test, medical checkup, consultation with senior employee, Appointment letter and placement. Interviewing : Interviewing is the main method of appraising an applicant s suitable for a post. 1. For the employer to obtain all the information about the candidate to decide about the suitability for the post. 2. To give the candidate about a complete picture about job as well as of the organization. 3. To demonstrate fairness to all candidate. Pre- employment interviewing: 1. Create and maintain comfortable environment throughout interview to ensure minimal physical and psychological stress. 2. Explore the applicants backgrounds and future plans before describing the available position. Encouraging the applicants to talk freely by asking non directive, open ended questions. 3. listen actively and talk sparingly while applicant describes her/ his back ground and future plans to facilitates self evaluation by applicants 4. Identify and describe both positive and negative aspects of the job in details and creates realistic expectations. 5. Conclude interview by outlining further signs in selection process. Pre employment tests These tests include: test in general ability : intelligent tests, tests in specific abilities : aptitude tests, test for achievement : trade test and personality test

APPOINTMENT AND PLACEMENT

ORIENTATION The new faculty member must be helped to get acquainted and adjusted and with other staff and the work environment. Orientation of new staff consists of 2 parts 1. Induction training 2. Job orientation Orientation should be given in the following areas. 1. Philosophy, objectives and policies of the institutions. 2. Organizational set up and the objectives of the institutions. 3. Physical set up orient to the physical facilities in college, hospitals and other areas of practical experiences. 4. Introduce her to other teachers and employees. 5. Explain about the duties and responsibilities of the teaching staff. RECRUITMENT PROCEDURE FOR NURSING STAFF

PERSONNEL HUMAN RESOURCE PLANNING

RECRUITING NEEDED PERSONNEL

SELECTING QUALIFIED PERSONNEL -Interview -Personality tests -medical check up

PLACING NEW EMPLOYEES ON JOB -orientation - induction training -inservice education

DEVELOPING SOURCES OF POTENTIAL EMPLOYEES

SEARCH FOR POTENTIAL EMPLOYEE S

EVALUATING RECRUITING EFFECTIVENESS

INTERNAL SOURCES

PERSONNEL RESEARCH

UPGRADING IN SAME POSITION

JOB POSTING

TRANSFERRING TO NEW JOB

PROMOTING TO HIGHER RESPONSIBILITIES

EMPLOYEE REFERALS EXTERNAL SOURCES ADVERTISING

EVALUATION FOR SELECTION

SCREENING

PLAN OF ACTION FOR RECRUITMENT PROCESS FOR FACULTY 1. Formulation of recruitment policy- 8/7/11 2. Notification of vacant posts and - 11/7/11 3. Scrutinizing application form-1/8/11 4. Preliminary interview-15/8/11 5. Shortlisting candidates-18/8/11 6. Written test- 22/8/11 7. Interview- 24/8/11 8. Selection-25/8/11 9. Notifying the selected candidates- 25/8/11 10. Appointment-1/9/11