RECURIMENT AND SELECTION PROCESS Recruitment is the procedure of discovery and haring the best qualified applicant from within or outside of an organisation for job opining in a suitable and cost efficient means Before a job is advertised the manager first of all has to identify a vacancy, which department and post need filling. The post cloud be required in different ways for example the previous employee may have left, gone on maternity leave, sick leave or there could be an increments in work load. The job role could also be temporary or permanent once the vacancies has been identified, it is then reviewed by an assistant of the HR if the post it required, and suitable for flexibility and working hours shift paten how much the post holder should be paid and the kind of contract the Pearson should be offered . if the job recruited any amendment. The manager will have to create the person specifications ideal for the job role; these include the level of education and training needed for the job, any relevant knowledge, experience, the person’s attribute and competency. Physical and mental wellbeing of the ideal candidate for the post. Gareth .B 2ed edition, the person specification must be related to the job. The job specification includes a Job title, procession, band or grade. The department of work the company name location and whom the employee will be responding to more over both person specification and job description should be equipped to measure in line with NHS establishment policies and procedure Job specification. When the manager is happy with this he or she can then send it off for authorisation by the HR Then the recruitment manager is involved in advertising the vacancies by means of coordinating with divisional recruitment team to assist in publishing advertisements. The other stage is the application process in which desired candidates can apply through NHS jobs in a fair and anonymous manner. There are certain requirement for the application process which needs to be followed. The Trust is committed to equality and diversity at the hospital by supporting a culture where diversity is accepted and valued. All health and disability information in recruitment is maintained by means of the Equality Act 2010 so that disabled job applications are rejected in the early phase of recruitment process (Conley and Wright 2015). Another important aspect is planning the selection process by means of which recruitment manager engages in short listing process and interview panels are made to hire staffs with specific expertise. According to the Data Protection Act, candidates also get access to all information related to job role and contract. Furthermore, employment checks are also made at NHS organization for the management of staff related conflicts in particular hospital (Recruitment and Selection Policy 2017). The recruitment process for NHS jobs starts with advertising about vacancies in professional websites as well as social media platforms. This helps job aspirants to be updated with recent opportunities and current vacancies. There is also shortlisting and induction process in place to prepare shortlisted employees in understanding the work process and set up at the specific clinical setting (Ruh.nhs.uk. 2017). The recruitment manager plays a crucial role in reviewing each application against the required job specification. The analysis of the current issue at the Royal United Hospital in Bath reveals staffs at the hospital are struggling to cope with large influx of patients (Chronicle 2017). In such case, the responsibility of recruitment manager has become important to balance the high demand and ratio of staffs at the hospital. They are involved in selecting the appropriate candidate for specific positions and making them aware about the rules and regulations of working in NHS. All recruited candidate must also be well-versed with current laws and legislation related to working in health care facility. This helps to prevent situations of ethical and legal conflicts due to violation of health related laws (Parand et al. 2014). Hence, managerial activities at the hospital comprises developing strategies and culture to promote appropriate work culture, quality of care, goal setting and responding to feedback. In response to the issues of warning given to staff at the Royal United Hospital at Bath regarding their inability to cope with high influx of patients, they had established a system based on colours green, amber, red and black. It helped to identify the clinic with the highest level of demand. This system can be efficient in managing fluctuation in demand, work capacity and staff ratio at particular clinic. The ultimate outcome of this process is that number of internal escalation related to work performance has decreased and system of work has been aligned to current demand. This has helped to promote excellent and safe service despite high pressure at the clinic (Chronicle 2017). This is followed by the interviewing the selected candidate this comprises of illiteracy and numeracy followed by a two panel verbal interview. Induction is also an important aspect of recruitment process at the Royal United Hospital. The induction process is necessary to prepare staffs and get them acquainted with the environment of work. It gives the staff an opportunity to interact with peers and seniors and understand work roles in a better way. The main objective of the recruitment and selection policy at the hospital includes recruiting and retaining the skilled staffs to enable the Trust to achieves their aims and values in care. Their goal is to maintain consistent and fair practice by dissemination of clear work guidelines at the clinic. Another important part of recruitment and selection policy is that recruitment managers need to be competent enough to fulfil all their obligations within the policy. The hospital has clear mention about the duty of the recruitment manager such as assessing all applicants fairly and making the appointments on the basis of assessment process (Recruitment and Selection Policy 2017). The final stage when the job has been offered the NHS policy requires that all candidate undergo the following checks right to work in the UK, Qualification and registrations DBS References and Occupational Health clearance