How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why?

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YIELD RATIOS AT EACH STEP IN THE RECRUITMENT PROCESS AND
RECRUITMENT COST PER NURSE HIRED
ST. VINCENT’S HOSPITAL

Recruitment Sources Potentially Qualified Accepted Interview Offered Job Accepted Job One-Year
Survival		 Above-Avg.
Rating		 Avg. Cost Per Nurse
Hired
1. Internet Applications
2. Walk Ins		 1.15
2.00		 1.20
2.125		 1.58
1.33		 1.81
2.00		 1.75
3.00		 2.40
1.00		 54.52
300.00
3. Employee Referrals 1.08 1.85 2.60 3.25 4.33 6.50 100.00
4. Newspaper Ads 1.50 3.00 6.00 12.00 24.00 —— 375.00
5. Journal Ads 1.06 1.90 2.38 4.75 9.50 9.50 112.50
6. Educational Institutions
Junior Colleges
Hospital-based Schools
University Programs		 1.23
1.00
1.00		 1.45
2.67
1.50		 2.67
4.00
1.71		 8.00
8.00
2.40		 8.00
——
3.00		 16.00
——
3.43		 600.00
800.00
130.00
7. Private Employment Agency 1.00 1.13 1.80 4.50 4.50 9.00 2,000.00
8. Public Employment Agency 2.00 4.00 8.00 8.00 —— —— 300.00
9. Direct Mail 1.07 3.75 5.00 15.00 —— —— 450.00
10. Job Fair 1.86 2.60 4.33 13.00 13.00 13.00 900.00
11. State Nursing Assoc. Meeting 1.00 1.75 2.33 —— —— —— ——
Averages for All Sources 1.24 1.87 2.79 5.25 8.27 13.65 $283.65

 

 

1.      How would you evaluate the nurse recruiting strategy currently being used by the hospital? Is the hospital using too few or too many recruiting sources? Why?

 

1.     

 

1.      If you feel the hospital is using too many recruitment sources, which ones would you eliminate and why?

 

 

What stage or stages in the recruitment process seem to be most amendable to improvements? What specific improvements would you suggest to decrease the yield ratios? Why?