The following data collected from one hiring cycle for the job of registered nurse (RN) for a medium-sized hospital. The HR Director has provided the following summary recruitment data for you to analyze and make recommendations to improve the upcoming recruitment efforts for this job.

Recruitment Source	Applicants	Qualified applicants	Applicants invited for interview	Applicants offered a job	Applicants who accepted job offer	1-year survival rate	Employees who received acceptable (above avg) perf ratings	Recruitment costs by course (total cost on last row)
Employee referrals	17	15	12	7	5	4	4	$2,000
Internet sites	40	20	10	6	4	1	1	$1,000
College	32	30	21	16	12	9	7	$4,500
Employment agency	11	11	7	5	3	2	0	$10,000
Column Totals	100	76	50	34	24	17	12	$17,500

The data show that 100 applicants (from all 4 sources combined) yielded 24 qualified applicants who eventually accepted a job offer and were hired. One year later 17 of these candidates were still with the organization and 12 of those employees had received above average ratings. The average performance rating among all the new hires above was 3.5 out of 5 (where 5 is excellent).

It is important that you help the hospital improve its recruiting efforts as a large percentage of jobs are remaining unstaffed. Unstaffed jobs are increasing the workload of the existing nursing staff and may increase turnover among the current staff. Using the data provided above, please answer the following questions on the next page.

7. Evaluate this organizations recruitment strategy.
   1. What sources would you discontinue/keep/modify? Why?

2. Evaluate the effectiveness of this recruitment cycle. Use the results generated above to justify your response.