Evaluating St Vincents Hospital Recruitment Process
by
tina1991 (student)
Geeta Kumar
Dr. McLaughlin
MGMT 190
August 16, 2012
Evaluating St Vincent’s Hospital Recruitment Process
- 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.
- I would not use any of the current recruitment processes because they all have failed to provide the hospital with an effective and efficient workforce. After switching and using new recruitment plans the company still failed to keep employees and continued to have a high turnover rate. I would centralize the hospital’s recruitment efforts because it would be much easier to recruit centrally and would be much more organized rather than being all over the place. Additionally, I would have a supervisor play a big role in the recruitment process since he or she will know what key things to look for in a candidate. The supervisor therefor would know what sorts of questions to ask plus the candidate could meet the supervisor first hand and be able to grasp his or her leadership style.