Christian’s spiritual “effectiveness” might be measured in how they interact and treat others around them, even when the situation is difficult. In these moments, we need to continue to love others, serve others, and treat others with kindness. Ephesians 2:10 states, “For we are his workmanship, created in Christ Jesus for good works, which God prepared beforehand, that we should walk in them. By walking in honesty in all interactions you are continuously practicing what you preach.

Program Source X can be concluded as the better option based on the given information. Source X was able to add more employees for a cheaper price, which could be seen in the cost per hire measurement. The conclusion would change if you were comparing the sources based on longer-term retention. If the longer-term retention was evaluated, then source Y would be favored. A better recommendation about the source could be made with information on the number of positions that need to be filled, employee performance, and an understanding of the onboarding process looks.

Metal Technologies is in the heavy manufacturing environment where hourly positions can be difficult to fill due to several aspects of the job. These 4 metrics have helped the organization gain insights into recruitment process, reasons employees are leaving the organization, and gauge the job’s popularity (Vulpen, n.d.).

Time to hire measurement

This measures the number of days between the moment a candidate applies and the moment the candidate accepts the job. It represents the time it takes to move through the hiring process.

Monthly turnover

This measurement looks at the rate at which employees leave an organization, whether voluntary or involuntary. It is calculated by dividing the total employee departures by the average number of employees.

Attrition

This metric can indicate hiring success. Managed attrition is when the contract is terminated by the employer, unmanages means the employee left on their accord. This metric can be considered the candidate retention rate.

Headcount to goal percentage (apps to hire)

This measurement helps gauge the job’s popularity. If the number of applicants is large, it could indicate a high demand for jobs in that area or it could identify whether the job description is too broad.

Taking the Evaluation efforts to the Next Level

The headcount to goal has tremendously helped Metal Technologies when evaluating the number of candidates applying for a position compared to the number of people we need to hire. One effort that we evaluated was turning the Indeed Quick Apply feature on. This has greatly increased applicant flow for our general labor positions. In addition, when our headcount to goal decreased, we boosted our open positions on Indeed. This helped us maintain and for some positions reach more applicants. The strategy was effective in gaining more applicant flow, but not as effective at targeting candidates with manufacturing experience. While Metal Technologies has a greater number of applicants, it does take a little longer for applicants to move through the hiring process.

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Extension The topic of recruitment and employee retention is especially relevant in todays job marke... View the full answer