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. 2.
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. I would recommend that he recruiters also consider rehiring. This would make things much easier and less costly. This is because the rehiring candidate will posses knowledge and skills that they were previously trained for and wouldn’t need to be trained from scratch also the company will already know the candidates work style from previously working.
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. By exhausting the current employees there will be more of a turnover rate. This is why they need to provide the current employees with a flexible work schedule that would encourage them to work for the hospital. Also, as mentioned in #2 above the recruiters need to consider rehiring employees that have left possible due to the company’s lack of providing employees with a comfortable environment to work in.
For example, after having multiple employees leave the remaining nurses were overloaded with a schedule that exhausted them and possible caused them to leave. By rehiring candidates and figuring out what went wrong they can fix the problem making both the recruiters and employees content to work in order to create a effective and efficient working environment. This would decrease the yield ration because instead of having hired 52 nurses and only having 33 of them survive in the company for one year which is a 1. 6 ratio, the amount of on year survival nurses would increase decreasing the yield ration from 1. 6 to possible 1.