In health and social care, recruitment is the
process of identifying and engaging appropriate individuals who can contribute
towards an organisation’s goal of providing quality and efficient care needs to
service users (Buchan,2000). Recruitment can be challenging given the complex nature of providing good quality
care for patients, efficient utilisation of resources, variety of professionals
working within the organisation and the motivational need of employees (Benson
and Dundis 2003) within the care sector especially when the correct measures are not taken. It is
therefore, important to consider the factors which are indispensable whiles
recruiting individuals in a care organisation.

 

There are three main recruitment phases to be
considered in recruitment planning. These are: pre-selection, selection and
post selection. As a result of lack of comprehensive recruitment planning
policy, unskilled workers were employed which affected the outcome of quality
care at the London Nursing Home. In the pre- selection stage of the recruitment
planning, strategised recruitment planning policy and overall recruitment aim
which outlines the organisation’s achievement criteria (Chen et al, 2004) will
be established. The human resources officer will therefore specify the
requirements for recruiting individuals. For example: vacant positions will be
set out detailing the job role, person specifications and skills of the
required employee. In addition, the validity of the vacant position will also
be clarified, whether the position available is a fixed or temporary
contractual agreement and whether the vacant position is part time or full-time
based.

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