Evaluation of the Recruitment Process
Human Resource Management
How would you evaluate the nurse recruiting strategy currently being used by the hospital?! ................................................................................2 On which recruitment sources should the hospital focus its recruiting strategies and why?! .................................................................2 What stage or stages in the recruitment process seem to be most amenable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why?!.........................................4 Appendix:!...................................................................................................5
1
How would you evaluate the nurse recruiting strategy currently being used by the hospital?
The St. Vincent‘s hospital is a medium sized hospital with 260 beds and 450 registered nurses. Over the last decade the nursing turnover rate increased from 25% to 35%. This is due to a decline in an overall „nursing school enrollments“ and in addition to that St. Vincent‘s also closed their own School of Nursing, because of „fewer application“ and high financial operation cost. So the St. Vincent‘s hospital had to change their recruiting strategy due to reactive reasons instead of proactive longterm planning. That is already a poor motivation to change their strategy. The current recruiting strategy is also in poor condition. In total the hospital receives 273 application, but only 52 are accepted for the job and out of these only 33 survive the first year. These devastating poor performance could be due to the overall market condition. Just to considering, the turnover rate increased to 35%. This means that 157 nurses left the hospital. And the current recruiting strategy could only provide 52 nurses to fill out these vacant jobs, that‘s just a third of the vacant jobs. In addition to that the whole recruitment process costs € 14.750. After evaluating the basic facts, it is more interesting to
How would you evaluate the nurse recruiting strategy currently being used by the hospital?! ................................................................................2 On which recruitment sources should the hospital focus its recruiting strategies and why?! .................................................................2 What stage or stages in the recruitment process seem to be most amenable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why?!.........................................4 Appendix:!...................................................................................................5
1
How would you evaluate the nurse recruiting strategy currently being used by the hospital?
The St. Vincent‘s hospital is a medium sized hospital with 260 beds and 450 registered nurses. Over the last decade the nursing turnover rate increased from 25% to 35%. This is due to a decline in an overall „nursing school enrollments“ and in addition to that St. Vincent‘s also closed their own School of Nursing, because of „fewer application“ and high financial operation cost. So the St. Vincent‘s hospital had to change their recruiting strategy due to reactive reasons instead of proactive longterm planning. That is already a poor motivation to change their strategy. The current recruiting strategy is also in poor condition. In total the hospital receives 273 application, but only 52 are accepted for the job and out of these only 33 survive the first year. These devastating poor performance could be due to the overall market condition. Just to considering, the turnover rate increased to 35%. This means that 157 nurses left the hospital. And the current recruiting strategy could only provide 52 nurses to fill out these vacant jobs, that‘s just a third of the vacant jobs. In addition to that the whole recruitment process costs € 14.750. After evaluating the basic facts, it is more interesting to