• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Evaluating St Vincents Hospital Recruitment Process

Extracts from this document...

Introduction

Geeta Kumar Dr. McLaughlin MGMT 190 August 16, 2012 Evaluating St Vincent?s Hospital Recruitment Process 1. I believe St. Vincent?s Hospital is using to many recruiting sources, all of which are unsuccessful. Because there was 11 percent of nursing positions that were not filled five years ago and now it has increased to 23 percent. Having multiple recruiting sources can be beneficial only if they all are successful, but each source is unsuccessful and the hospital is wasting money and time paying for multiple ineffective recruitment sources. The background of the company shows that the turnover rate has increased which puts additional pressure on the recruiting process to provide large number of qualified candidates. This is where the problem is beginning instead of focusing on gathering large number of qualified candidates the recruiters need to advertise to attract candidates. That way people who do respond for the position will be the ones who are actually interested. In other words rather than finding candidates, the candidates will come to them. ...read more.

Middle

The company can also focus on asking the rehired candidate as to why they left the job so that the company can fix or improve the issue to prevent more employee turnover in the future. This way the company benefits by less cost and will receive feedback from the employee and the employee will be able to work in a comfortable environment, which will likely prevent turnover. 1. The stages in the recruitment process that seem to be most amenable to improvements are the workforce planning and the lack of recruiting internal candidates. The nurse recruiting strategy currently being used is missing the steps in the recruitment and selection processes; instead it is all over the place with multiple recruitment sources. The recruiters need to create a workforce planning and forecasting system where they decide the positions the firm will have to fill (which they have done successfully) and diversify their labor by expanding geographically fulfilling employees personal needs. In the background of the hospital it is evident that the turnover rate increased after putting an overload on the existing nursing staff since they would have to cover more hours due to the short amount of staff. ...read more.

Conclusion

FORM ?A YIELD RATES Recruitment Source Number of Applicants Potentially Qualified Invitation for Interview Qualified and Offered Job Accepted Job One Year Survival Above Average Rating Recruitment Cost per hire Internet Applications 83 1.15 1.38 2.18 3.95 6.91 16.6 54.5 Walk-Ins 34 2.00 4.25 5.67 11.33 34 34 $300.00 Employee Referrals 13 1.08 1.86 2.6 3.25 6.5 6.5 100 Newspaper Ads 24 1.5 3.0 6 12 0 0 375 Journal Ads 19 1.06 1.45 2.37 4.75 9.5 9.5 112.5 Educational Institutions16 Junior Colleges 16 1.23 1.45 2.6 2.67 16 16 600 Hospital based schools 8 1 2.67 4 4 0 0 800 University programs 24 1 1.5 1.71 2.4 3.43 3.43 130 Private Employment Agency 9 1 1.25 1.8 2.5 9 9 2000 Public Employment Agency 8 2 4 8 8 0 0 600 Direct Mail 15 1.07 3.75 5 15 0 0 450 Job Fair 13 1.87 2.6 4.3 13 13 13 900 State Nursing Assn Meeting 7 1 1.75 2.3 0 0 0 270.10 TOTALS 273 1.24 1.87 2.87 5.25 8.27 13.65 270.10 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Human Resource Management: Development, Activities, Planning and Recruitment

    In a climate which is encouraging widening participation and the development of a greater diversity of students this would not be very good publicity for the University. * People who feel they have been treated badly might seek some sort of legal redress.

  2. Star sign recruitment

    From the statistic, <http://www. buzzle.com/articles/compatible-zodiac-signs.html>, it illustrated that people who are in the Taurus sign (very patient, practical, loving and reliable) and people in the Aries sign (vital and enthusiasm) may be suitable to be a salesperson since he needs to go out of the office to meet many customers in a day and can cause tiredness or stress easily.

  1. HRM - Recruitment

    The recruitment scenario has undergone complete change in the wake of various factors affecting the organizations. From being a staff function, it has now become a strategic priority of organizations to attract and retain the best talent in the market.

  2. Researching a job role and recruitment

    Function: Director Personal skills: - Politeness - Listening - Building trust - Empathising with people - Patience Communication skills: - Good knowledge of language - Polite - Good listener - Social type Employability skills: - Qualifications - Knowledge of products/services - Effective in meeting personal and team/departments targets - Ability

  1. Human Resource Management - Recruitment and selection.

    Today, in many countries, people are much more educated, far less willing to take direction and have many more alternatives both of life style and learning opportunity. Acute labour shortages during and following both World Wars created an urgent

  2. Investigate the causes of labour turnover.

    All suggestion made could be useful nationally with amendments to take account of different dynamics in different locations. The store manager at Company X is treated as the top manger for the purpose of this study. Company X is a large retail company with the stores and distribution centres spread throughout the UK.

  1. Methodology of testing employed in recruitment for non-executive positions

    This will be followed by a discussion involving the integration of theory into practice with respect to testing platforms used by the recruitment agency Integrated Group Ltd. The paper will analyse the rise in popularity of psychometric and skills testing as well as describe the issue of context validity and the problems that this may present.

  2. The Recruitment &amp;amp; Selection Process of The Canadian Armed Forces Vs. Scotiabank

    Currently, the representation of the Aboriginal group in the Canadian forces is 2.12%. The target of 3.4%, which was set in 2010, is well below the current enrollment figures. The Canadian forces have put together an aggressive recruitment campaign to boost these figures through focus groups comprised of several Aboriginal communities across Canada.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work