Philip Chung - Amazon S3

[Pages:1]Philip Chung

2. Based on your calculations: a) How would you evaluate the nurse recruiting strategy currently being used by the hospital?

I would pay particular attention to direct applications through walk-ins, newspaper and journal ads and direct write-ins (in that order) as their quality of acceptance is low (i.e. greater than 1.5).

Another precaution is the recruitment through community colleges as the oneyear survival yield is relatively high (2).

The other recruitment sources indicates possibility of good quality candidates b) Is the hospital using too few or too many recruiting sources? Why? If you believe that the hospital is using too many recruitment sources, which ones would you eliminate and why?

I would say they are using to many resources because their Average cost per Nurse hire could be lowered if they eliminated Private employment agency and hospital-based schools as recruiting sources.

Instead they can focus their resources on other recruitment sources such as community colleges and job fairs as their yield ratio is close to 1

Moreover, university programs is also a good source, as the average cost is very low. As well any cost savings through this method can be used to improve job retention.

3. What are the implications of the data in Exhibit 2 with respect to the recruiting and selection process?

Lack of timely follow up and negative impression by recruiter were the number 1 and 2 reasons for the rejection of job offer. For example, they can look at why lack of timely follow up might be the reason. It could be a simple thank-you letter by recruiter that will decrease the percentage of rejections.

In terms of job attitude, perceived poor job match was the number 1 reason for the rejection of job offer.

Overall, there is a higher percentage of rejections from the recruiting process compared to job attitudes (67 and 32% respectively)

4. What stage or stages in the recruitment process seem to be most amenable to improvement? What specific improvements would you suggest to decrease the yield ratios? Why?

The recruitment process stage seems to be most amenable to improvements because they can cut cost in the areas of highest average cost per nurse to hire which would be through private employment agency

They could also look at improving the yield ratios early stages of the recruitment process. For example, the potentially qualified for hospital-based schools shows a high yield (2.67), they could perhaps look at the curriculum of the school and suggest improvements to have more qualified applicants (therefore, lowering the yield ratio).

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