40 EXERCISE Evaluating the Recruiting Function 1. OBJECTIVES A. To make you aware of the necessity of evaluating the efficiency and effectiveness of various recruitment sources. B. To provide you with practice analyzing data, drawing conclusions, and planning a strategy to remedy identified problems or deficiencies. C. To make you aware of the linkages among staff turnover, recruitment sources, recruitment methods, and adequate staffing II. OUT-OF-CLASS PREPARATION TIME: 2 hours III. IN-CLASS TIME SUGGESTED: 45 minutes IV. PROCEDURES 2/34717) Read the entire exercise, including the background on St. Vincent's Hospital. Then, using the data provided in Exhibit 2.9, do the calculations on Form 25. A yield ratio is the number of applicants necessary to fill vacancies with qualified people. It is the relationship of applicant inputs to outputs at various decision points. For example, the yield ratio for all recruitment sources in Exhibit 2.9 shows that 273 nurse applicants were generated over the three-year period from 2007 to 2009. Since only 221 were classified as potentially qualified, the yield ratio is 273/221 or 1.24 to 1. The yield ratio for "potentially qualified" among "walk-ins" isy 26 (53 + 42) The average cost per nurse hired among " walk-ins" is $119.23$ 300 ($1,550 + 13). Students should form groups of two to four students each and calculate 50023 the yield ratios for each recruitment source at each stage of the recruitment process on Form 2.5. These data show that the hospital needs to start with more than five times as many applicants as it needs to fill job openings and more than 13 times as many applicants as it hopes to have as above-average performers. Do the calculations for Form 2.5 on your own prior to class. Think about the implications of these data for future recruitment at the hospital. Then, look at Exhibit 2.10 in conjunction with the background description and think about the implications for the recruiting process. During the class period, form groups of three to five, which will act as a consulting team for the hospital. With your group, discuss and answer the questions at the end of this exercise. At the end of the class period, have a spokesperson for each group discuss the group's answers and rationale with the entire class. BACKGROUND St. Vincent's Hospital is a 260-bed hospital in a northeastern city affiliated with the Roman Catholic Church. The administrator is Sister Claire, a 56-year-old member of the Daughters of Charity religious order. During the last decade, the hospital operated with a nursing staff of approximately 450 registered nurses and experienced a nursing turnover rate of about 25 percent per year. The turnover rate was average for the city during this time period. However, it has accelerated to an average of 35 percent over the past three years. These higher turnover rates have put additional pressure on the recruiting process to provide larger numbers of qualified candidates. However, Sam Barnett, director of human resources, has reported more difficulty locating qualified nurse candidates over the last three years. Barnett's office has prepared the recruitment data shown in Exhibit 29. The data show that 273 applicants (from all sources) had to be screened to produce 52 qualified candidates who accepted a job offer. One year later, 19 of these 52 had left the hospital. The last column shows the direct and indirect costs of recruitment by source, including clerical time, super visor time, and direct costs, such as travel and postage . The human resource department has also conducted a telephone survey of all the nurses they could locate who did not accept a job offer from the hospital during the most recent three-year period. Reasons for such rejections are shown in Exhibit 2.10 Sister Mary Louise, the 62-year-old director of nursing service, has conducted all off-site recruitment for many years. This includes attending both the local Nursing Job Fair and the State Nursing Association Annual Meeting She has begun to fee burned out as a result of all her external recruiting and internal evaluation of candidates over the years. At a recent meeting, she suggested that an outside group (your group) be brought in to analyze the recruiting process, identify problems and opportunities, and suggest improve ments. Sister Mary Louise and Barnett readily agreed to an outside consultant because they are aware of current nursing shortages due to declining nursing school enrollments. St. Vincent's Hospital itself contributed to this enrollment decline by closing its own School of Nursing due to fewer applications and the high cost of operation RO 100 EXHIBIT 2.9 Data on Recruitment Sources for Rogistered Nurses at St. Vincent's Hospital. 2007-2009 Invitation Qualified One Above Total Number of Potentially andere accepted Year Average Recruitment Recruitment Source Applicants Qualified interview Job Survival Rating Costs 1. Internet applications 83 72 60 21. 12 5 $1,145 2. Walk-ins 17 8 6 3 1 1 900 -3. Employee referrals 13 12 7 5 4 3 2 4. Newspaper ads 24 16 8 2 10 750 5. Journal ads 19 18 10 8 4 2 2 450 6. Educational institutions Junior Colleges 16 13 11 6 2 1 1.200 Hospital-based 8 8 3 2 0 800 schools University 24 24 10 8 7 1.300 programs 7. Private employment 9 9 5 2 2 1 4,000 agency 8. Public employment 8 4 2 1 1 0 0 600 agency 9. Direct mail 15 14 4 3 1 0 0 10. Job to 13 7 5 3 1 1 900 11. State Nursing 7 7 4 0 0 0 1,150 Association meeting Totals 221 146 52 33 20 $14,045 NO NO 16 14 9 00 450 273 124 2. Meg FORM 2.5 Yield Ratios al Each Step in the Recruitment Process and Recruitment Cost per Nurse Hired. St. Vincent's Hospital. 2007-2009 E. Buting Recruiting Fu Yield Rates Recruitment Sources Potentially Qualified Accepted Interview Offered Job Accepted Job One-Year Survival Above-Average Rating Average Cost Per Nurse Hired 1. Internet applications 2. Walkins 3. Employee referrals 4. Newspaper ads 5. Journal ads 6. Educational institutions Junior Colleges Hospital-based schools University programs 7. Private employment agency & Public employment agency 9. Direct mail 10. Job fair 11. State Nursing Association meeting Averages for all sources 1.24 1.87 2.79 5.25 8.27 13,65 125