Exercise: evaluating the recruiting function

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 ANDRECRUITMENT COST PER NURSE HIREDST. VINCENT’S HOSPITALRecruitment SourcesPotentially QualifiedAccepted InterviewOffered JobAccepted JobOne-YearSurvivalAbove-Avg.RatingAvg. Cost Per NurseHired1. Internet Applications2. Walk Ins1. Employee Referrals1.081.852.603.254.336.50100.004. Newspaper Ads1.503.006.0012.0024.00——375.005. Journal Ads1.061.902.384.759.509.50112.506. Educational InstitutionsJunior CollegesHospital-based SchoolsUniversity Programs1.——3.0016.00——3.43600.00800.00130.007. Private Employment Agency1.001.131.804.504.509.002,000.008. Public Employment Agency2.————300.009. Direct Mail1.073.755.0015.00————450.0010. Job Fair1.862.604.3313.0013.0013.00900.0011. State Nursing Assoc. Meeting1.001.752.33————————Averages for All Sources1.241.872.795.258.2713.65$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?  What stage or stages in the recruitment process seem to be most amendable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why?

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