Evaluating and Recruiting Function

Name of Student

Institution

Evaluating and Recruiting Function

Question 1:

An evaluation of the St. Vincent’s current recruiting strategy reveals that the hospital is entirely depending on the external recruiting sources, having almost exhausted its opportunities for internal sources. This is because the hospital suffers shortages of basic human resource, the registered nurses needed to provide both basic and advanced nursing. Were it that the hospital needed staffs in some higher positions, it would have considered employing the ‘promote from within’ policy. Such a policy would have seen the hospital participate less in the recruitment process (Arthur, 2012; Fried &Fottler, 2008). However, the fact that the hospital has even closed its school of nursing means that the hospital had to diversify its recruitment sources. It is, however, evident that the efforts of the hospital’s human resource department have not yielded enough fruits. Apparently, it is clear that the hospital is using too many recruitment sources, which may not allow the management to concentrate on a major source. Indeed, from the case study, the director of nursing services, a Sister Mary Louse has suffered a burn-out from the many off-site recruitments she has been undertaking. Since the efforts are not yielding fruits with the current strategy, the hospital needs to consider reducing their recruitment sites in order to concentrate on the ones that have the best results.

Question 2:

Since the hospital is using too many recruitment sources, there is the need to reduce them and concentrate on a few, and then maximize their efforts on the chosen ones. In the provided case scenario, the hospital will need to eliminate the recruitment sources that are not helping them meet their goals. For example, recruitments from direct mail, state nursing association’ meetings, and public employment agencies have none or very little benefits to the recruitment process. It is advisable to deal away with the since they are consuming costs without corresponding returns. Similarly, recruitment from newspaper ads are terrible, proving that the old recruitment source is not that beneficial in the current times (Fried &Fottler, 2008). The hospital needs to do away with this one too. Additionally, recruitment sources such as job fairs, educational institutions, and private employment agencies have very high yield ratios and should also be considered for elimination. A source like job fairs costs the hospital a lot of money, yet not delivering the required results.

Question 3:

The stages between a job offer and acceptance and job acceptance and a survival of overa year have recorded the highest scores in yield ratios. These two stages of the recruitment process can be said to be the most amenable towards improving the recruitment process. From the case study, exhibit 2.17, it is evident that the major reasons for nurse rejection of a job offer at the hospital are the lack of a timely follow-up and negative perception of the recruiter. These two major reasons are highly likely to happen between the stages of interviewing and job offer.

The specific improvements that can be used to reduce the yield ratios include introducing a concrete follow-up strategy on all the applicants, and in all the stages. Additionally, the management needs to reconsider their recruiter since many employees have rejected job offers due to a negative perception on the recruiter. In line with reducing the recruitment sources, the management needs to focus on the modern recruitment sources and concentrate on them. These include tele-recruitments, employee referrals and walk-ins (Kumar, 2010, P. 105; Pynes& Lombardi, 2011).

References

Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York, NY: AMACOM Div American Mgmt. Assn.

Fried, B., &Fottler, M. D. (2008).Human resources in healthcare: Managing for success. Chicago, IL: Health Administration Press.

Kumar, R. (2010). Human resource management: Strategic analysis text and cases. New Delhi: IK International Publishing House.

Pynes, E.J., & Lombardi, N.D. (2011).Human resources management for healthcare organizations: A strategic approach. Hoboken, NJ: John Wiley & Sons.