What stage or stages in the recruitment process seem to be most amendable to improvements?

Complete “Exercise: Evaluating the Recruiting Function” in the course text, Human Resource Management Applications.

Important: It seems that the numbers the text talks about (see page 26) do not match with the Exhibit 2.16. Please use the following exhibit to guide your answers to the exercise’s 3 questions at the end. Please focus your efforts on just answering the 3 questions as opposed to deriving the yield ratios.

YIELD RATIOS AT EACH STEP IN THE RECRUITMENT PROCESS AND
RECRUITMENT COST PER NURSE HIRED
ST. VINCENT’S HOSPITAL

Recruitment Sources Potentially Qualified Accepted Interview Offered Job Accepted Job One-Year
Survival
Above-Avg.
Rating
Avg. Cost Per Nurse
Hired
1. Internet Applications
2. Walk Ins
1.15
2.00
1.20
2.125
1.58
1.33
1.81
2.00
1.75
3.00
2.40
1.00
54.52
300.00
3. Employee Referrals 1.08 1.85 2.60 3.25 4.33 6.50 100.00
4. Newspaper Ads 1.50 3.00 6.00 12.00 24.00 —— 375.00
5. Journal Ads 1.06 1.90 2.38 4.75 9.50 9.50 112.50
6. Educational Institutions
Junior Colleges
Hospital-based Schools
University Programs
1.23
1.00
1.00
1.45
2.67
1.50
2.67
4.00
1.71
8.00
8.00
2.40
8.00
——
3.00
16.00
——
3.43
600.00
800.00
130.00
7. Private Employment Agency 1.00 1.13 1.80 4.50 4.50 9.00 2,000.00
8. Public Employment Agency 2.00 4.00 8.00 8.00 —— —— 300.00
9. Direct Mail 1.07 3.75 5.00 15.00 —— —— 450.00
10. Job Fair 1.86 2.60 4.33 13.00 13.00 13.00 900.00
11. State Nursing Assoc. Meeting 1.00 1.75 2.33 —— —— —— ——
Averages for All Sources 1.24 1.87 2.79 5.25 8.27 13.65 $283.65

 

 

1.      How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why?

 

1.     

 

1.      If you feel the hospital is using too many recruitment sources, which ones would you eliminate and why?

 

 

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