The Recruiting Function
Review Exercise 40: Evaluating the Recruiting Function on pages 123–126 in Nkomo, Fottler & McAfee, 2011. Then, using the Excel documents, respond to the following
https://content.waldenu.edu/content/dam/laureate/laureate-academics/wal/ms-mhrm/mhrm-6401/week-03/Nkomo%20Exercise40.pdf
Using the data in Exhibit 2.9: Data on Recruitment Sources for Registered Nurses at St. Vincent’s Hospital, 2015 – 2016 (Excel document), complete the calculations on Form 2.5: Yield Ratios at Each Step in the Recruitment Process and Recruitment Cost per Nurse Hired, St. Vincent’s Hospital, 2015 – 2016 (Excel document). Include your answers to Form 2.5: Yield Ratios at Each Step in the Recruitment Process and Recruitment Cost per Nurse Hired, St. Vincent’s Hospital, 2015 – 2016 (Excel document) as an appendix. These calculations will influence your answers in this case.
Describe the use of metrics for a hospital recruiting strategy.
Explain the benefits of metrics in recruiting strategy development and execution
Evaluate the nurse recruiting strategy for a hospital
What are the metrics used in the case?
What was the process the hospital used to select these metrics? Is it effective? Why or why not?
Based on the data calculations you completed, is the hospital using effective recruiting sources? Please provide your rationale?
Which recruiting sources would you need to manage more effectively and why?
Assess the cost benefits of using HR metrics
How can HR metrics be used to lower costs?
Explain how HR metrics can be used to create value for an organization
How could the recruiting process be improved through effective use of HR metrics?
What stage or stages of the hospital recruiting process seem the most amenable to improvements?
Identify new specific metrics to support HR recruitment functions
Sample Solution
The process by which businesses find and hire new personnel is known as recruitment. There are seven main functions or actions in this procedure. As they move through the recruitment process, recruiters and managers use data and analysis to build and then narrow down a pool of applicants before choosing one to hire. A recruiter must first be well aware of the requirements of the organization in order to discover the right candidate. Thus, determining what the new employee will accomplish and what credentials and experience are required to complete the work responsibilities is the initial purpose of recruitment. The business creates a formal job description and establishes a basic pay range based on the items noted.
