Assessing Recruiting Effectiveness  Cost per hire  Time to hire  Tenure of employees recruited  Job performance of employees recruited  Yield ratios  Applicants per source  Candidates per applicant  Offers per candidate  Acceptance per offer  New hire per acceptance  Measuring effectiveness of advertisements by coding responses.

Potential Applicants / Labor Pool Applicants Candidates Finalists Offers Hires Applicants to Hires

Yield Ratios The ratio of applicant inputs to outputs at various points in the recruitment process. Total Applicants Qualified Applicants Invited to Interview Job Offers New Hires Overall Yield: YIELD 50% / % / % / % / % / 33.3

Exercise  Hospital Recruiting Effectiveness

RECRUITMENT SOURCE YEILD RATIOS AVERAGE COST PER HIRE Invited to Interview Accepted Job Overall Yield Rate Stayed 1 Year High Rating Write-ins $238 Walk-ins $273 Employee Referrals $200 Newspaper Ads ??$750 Journal Ads $225 Junior Colleges $1,200 Hospital-based Schools ?? $1,600 University Programs $260 Private Agencies $4,000 Public Agencies ?? $600 Direct Mail ?? $900 Job Fairs $1,800 Nursing Association1.75??? ?? Average For All Sources: $567

RECRUITMENT SOURCE YEILD RATIOS AVERAGE COST PER HIRE Invited to Interview Accepted Job Overall Yield Rate Stayed 1 Year High Rating Write-ins 56.5%43.3%24.5%15.1%7.5% $238 Walk-ins 59.5%29.0%17.2%9.4%3.1% $273 Employee Referrals 53.8%57.1%30.8%23.1%15.4% $200 Newspaper Ads 33.3%25.0%8.3%4.2% ???$750 Journal Ads 52.6%40.0%21.1%10.5% $225 Junior Colleges 69.0%18.2%12.5% 6.3% $1,200 Hospital-based Schools 37.5%33.3%12.5% ??? $1,600 University Programs 66.7%62.5%41.7%33.3%29.2% $260 Private Agencies 88.5%25.0%22.2% 11.1% $4,000 Public Agencies 25.0%50.0%12.5% ??? $600 Direct Mail 26.7%25.0%6.7% ??? $900 Job Fairs 38.5%20.0%7.7% $1,800 Nursing Association 57.1% ??? Average For All Sources: 53.5%35.6%19.0%12.1%7.3% $567

Table 1: Reasons for Nurse Rejection of a Job Offer from St. Vincent’s Hospital, ReasonNumberPercent Recruitment Processes Job attributes not communicated24.3 Negative perception of recruiter Negative perception of hospital24.3 Lack of timely follow-up Perceived lack of honesty in recruitment process12.2 Negative information from recruiter12.2 Job Attributes Location of hospital36.5 Salary offer24.3 Hours of work24.3 Promotional opportunities00.0 Fringe benefits00.0 Working conditions36.5 Perceived poor job ‘match’510.9

Discussion Questions 1. Is the hospital using too few or too many recruiting sources? Why? 2. If you feel the hospital is using too many sources, which ones would you emphasize or eliminate? Why? 3. On the basis of the yield data as well as the information presented in the background section, what specific improvements in the recruitment process would you suggest?