Chapter 6: Sourcing: Identifying Recruits Chern's currently uses six different sources for sales associate applicants: colleges, employee refer. rals, Chems.com, a search firm, walk-ins, and local newspaper ads. The company just finished analyzing the effectiveness of each of these sources, and the results are summarized in Table A-6. Chern's asks you to prioritize its recruiting sources to maximize the effectiveness of the company's future hiring initiatives. Based on what you have read in this case, prioritize the staffing outcomes and rank order the recruiting sources based on their ability to maximize the company's staffing goals for the sales associate position. TABLE A-6 The Effectiveness of the Sources Used to Recruit Chern's Sales Associates Average First First Year Hiring Speed Cost per Year Financial Turnover (months) Hire ($) Culture Fit Return (S) Rate(%) College hiring 5 4,000 Good 30,000 20 Employee referrals 2 2,600 Very good 38,000 10 Cherns.com 2 1,500 Good 38,000 20 Search firm 3 5,200 Average 20,000 15 Walk-ins 1 1,500 Poor 5,000 30 Newspaper ads 2,000 Poor 4,000 25 To best serve its diverse clientele and to establish the most positive employer image pos- sible, Chern's wants to hire diverse sales associates. The company also asks you how it can improve the diversity of its applicant pool