Evaluation of the Recruitment Process

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Human Resource Management
How would you evaluate the nurse recruiting strategy currently being used by the hospital?! ................................................................................2 On which recruitment sources should the hospital focus its recruiting strategies and why?! .................................................................2 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?!.........................................4 Appendix:!...................................................................................................5

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How would you evaluate the nurse recruiting strategy currently being used by the hospital?

The St. Vincent‘s hospital is a medium sized hospital with 260 beds and 450 registered nurses. Over the last decade the nursing turnover rate increased from 25% to 35%. This is due to a decline in an overall „nursing school enrollments“ and in addition to that St. Vincent‘s also closed their own School of Nursing, because of „fewer application“ and high financial operation cost. So the St. Vincent‘s hospital had to change their recruiting strategy due to reactive reasons instead of proactive longterm planning. That is already a poor motivation to change their strategy. The current recruiting strategy is also in poor condition. In total the hospital receives 273 application, but only 52 are accepted for the job and out of these only 33 survive the first year. These devastating poor performance could be due to the overall market condition. Just to considering, the turnover rate increased to 35%. This means that 157 nurses left the hospital. And the current recruiting strategy could only provide 52 nurses to fill out these vacant jobs, that‘s just a third of the vacant jobs. In addition to that the whole recruitment process costs € 14.750. After evaluating the basic facts, it is more interesting to get a little bit more into detail. The whole recruiting consists of 13 different methods to select applicants. In fact it is a huge variety of different ways. It starts with direct application and goes to media ads, like newspaper and journal ones, and stops with job fairs. Hence this recruitment process has a variety to address as many applications as possible. The hospital also conducted a survey (data 1) to identify, why nurses refused to accept a job offer. There were three main issues. Nearly every third (28.3%) refused applicant complained about the „Lack of timely follow-ups“. 26.1% of the applicants experienced „negative perception of the recruiter“ and finally 10.9% noticed a poor match between the job and the applicant. Therefore it could be concluded that it is hard to find appropriate applicants especially, when the overall workforce market declines, but nonetheless the hospital has to improve their recruitment process and train their recruiters to give a prompt follow up and friendly perception. So that applicants feel welcome at St. Vincent‘s hospital.

On which recruitment sources should the hospital focus its recruiting strategies and why? This is a tough question for the hospital, where they should focus their efforts. The data (Data 2) may suggests that Hospital-based schools (HBS), university programs, Private employment agency and State Nursing Association meetings (SNAM) are the preferred strategies, because their ratio of finding potentially qualified applicants is 100%. But since the process goes on the yield rates also 2

start to grow exponentially. Hence some strategies seem like a good fit, but the evaluation must be more detailed. For example none of the SNAM applicants accepted the job. Or also the HBS applicants may look like a good strategy but only every 8th applicant accepted the job, but no one stayed longer than a year and it costed the hospital €800 per nurse hired. Therefore the evaluation must be focused on the whole process to...
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