HR EVALUATING THE RECRUITING FUNCTION
MGMT 124, 11/4/14
Answers to Case Questions:
1. The high turnover rates and claims of staff burnout, especially burnout for the recruiters, signify that the nurse recruiting strategy currently being used by the hospital is not effective. The hospital is using too many recruiting sources which results in wasted time and resources, because the current strategy only generates 52 qualified candidates who accepted the job offer, which does not satisfy the work that is needed to run the hospital. According to the background, the turnover rate for the 450 nurses that are needed to operate the hospital is 35%. This means that about 158 nurses leave the hospital, and only about a third of this number is hired to fill the open positions. This is the major factor of staff burnout. In addition to fulfilling their own work, the remaining nurses at the hospital are burdened with a more “exhausting workload” to continue with the operations of the hospital even though they are understaffed.
2. As stated in the previous response, the hospital’s current strategy is using too many recruitment sources, which is costly because some of the sources are not necessary to be utilized since they do not generate as many qualified candidates as the other sources. The Public Employment Agency and newspaper ads are the sources that contribute least to the overall recruitment process. As a result, the hospital should not spend as much time recruiting from these sources, and if necessary, they can eliminate these recruitment sources to put more effort and resources into the others that produce more qualified nurses. As a consultant, I would emphasize on the Internet applications because not only do they generate the most qualified nurses, this method is also efficient since it is easier to screen applicants, which saves time, and the hospital can receive responses quicker at less cost than the alternative sources. Another source that reaps benefits is the University programs, since it is the
Answers to Case Questions:
1. The high turnover rates and claims of staff burnout, especially burnout for the recruiters, signify that the nurse recruiting strategy currently being used by the hospital is not effective. The hospital is using too many recruiting sources which results in wasted time and resources, because the current strategy only generates 52 qualified candidates who accepted the job offer, which does not satisfy the work that is needed to run the hospital. According to the background, the turnover rate for the 450 nurses that are needed to operate the hospital is 35%. This means that about 158 nurses leave the hospital, and only about a third of this number is hired to fill the open positions. This is the major factor of staff burnout. In addition to fulfilling their own work, the remaining nurses at the hospital are burdened with a more “exhausting workload” to continue with the operations of the hospital even though they are understaffed.
2. As stated in the previous response, the hospital’s current strategy is using too many recruitment sources, which is costly because some of the sources are not necessary to be utilized since they do not generate as many qualified candidates as the other sources. The Public Employment Agency and newspaper ads are the sources that contribute least to the overall recruitment process. As a result, the hospital should not spend as much time recruiting from these sources, and if necessary, they can eliminate these recruitment sources to put more effort and resources into the others that produce more qualified nurses. As a consultant, I would emphasize on the Internet applications because not only do they generate the most qualified nurses, this method is also efficient since it is easier to screen applicants, which saves time, and the hospital can receive responses quicker at less cost than the alternative sources. Another source that reaps benefits is the University programs, since it is the