Evaluating the recruiting function - Coursework Example

Evaluating the Recruiting Function Total Number of Words: 358 Q 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? It is possible to evaluate the effectiveness of nurse recruiting strategy by considering the fact that 23% of the nursing positions remained unfilled (Nkomo, Fottler, & McAfee, 2011: 29). Yes. With a total of 11 different recruiting sources, it seems that the hospital has failed to fully maximize the full potential of each employee.

Looking at the reasons why nurses would reject a job offer from St. Vincent’s Hospital, most of the nurses revealed that they decided not to accept a job offer from this particular hospital due to the fact that they did not receive timely follow-up (28.3%) or has has developed a negative perception about the recruiter (26.1%). By spending more time making a follow-up call, each recruiting sources can increase the chances wherein qualified job applicants would accept their job offers. By limiting the number of accredited recruiting sources, each one of them will be forced to create and maintain a positive image as one of St.

Vincent Hospital’s accredited recruiting sources.Q.2 If you feel the hospital is using too many recruitment sources, which ones would you eliminate and why? I would eliminate private employment agency as one of St. Vincent Hospital’s recruitment sources because its average cost per nurse is as high as $2,000.00. It means that it is too costly to recruit nurses from this particular recruitment sources. Because of the relatively low ‘above-average rating’, I would also remove walk-ins (1.00), internet applications (2.40), and university programs (3.43). If I need to cut down some more, I would purposely remove hospital-based schools, public employment agency, direct mail, and state nursing association meeting simply because I am not sure about the nurses’ one-year survival and their above-average ratings.Q.3 What stage or stages in the recruitment process seem to be most amenable to improvements?

What specific improvements would you suggest to decrease the yield ratios? Why?Making follow-up calls on job applicants seem to the most easiest to improve. To effectively decrease the yield ratios from the first recruitment stage to the next level, perhaps it is best on the part of the recruiting sources to use a benchmark of 75% when selecting qualified applicants for the actual interviews. Basically, the reason for maintaining the 75% benchmark is because not all candidates who will attend the actual interview would accept the job offer.

This will save the recruitment sources a lot of time and effort from losing all potential candidates.ReferenceNkomo, S., Fottler, M., & McAfee, R. (2011). Human Resource Management Applications: Cases, Exercises, Incidents, and Skill Builders. 7th Edition. Mason, OH: South-Western Cengage Learning.