Nkomo 40: Evaluating the Recruiting Function
Over the last three years the human resource director, Sam Barnett has had difficulty locating qualified nurse candidates. He is also having problems with the turnover rate for St. Vincent’s Hospital. The turnover rate has increased from 25 percent per year to 35 percent per year. The Director of nursing Services, Sister Mary Louise, is becoming burned out as a result of the off-site recruitment she has been doing. Sister Mary has been attending the local nursing job fairs and the State Nursing Association Annual Meeting. St. Vincent’s Hospital decided to hire an outside management team to evaluate their recruiting process.
It is necessary for the management team to analyze if St. Vincent’s recruiting efforts were justified by the hiring decision. They will need to calculate selection rates for those who offered jobs and calculate the acceptance rate for those who were offered and accepted the job. After these questions are answered the management team will help to develop a minimum of 2 job-related interview questions based on the Knowledge, Skills, Abilities and Outcomes that are important in a potential employee.
Evaluation of Recruiting Strategy
To start with the management team calculated the selection rates for those who were offered the job at St. Vincent’s. According to Human Resource Management (Mathis, R. & Jackson, J., 2011) selection rate is the percentage hired from a given group of candidates. It equals the number hired divided by the number of applicants. St. Vincent’s hired 52 people out of the 273 people who applied for jobs. So the selection rate of St. Vincent’s is 19.048%. The acceptance rate is the percent of applicants hired divided by total number of applicants offered jobs (Mathis, R. & Jackson, J., 2011). The acceptance rate for St. Vincent’s is calculated by taking the number hired 52 divided by...