St. Vincent’s Hospital Case PDF

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St. Vincent’s Hospital Case...

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1. The hospital is recruiting employees from eleven types of sources. Among these sources, we can see that some of the employment yield ratios are low (e.g. Internet Applications = 3.95, Employee Referrals = 3.25) and some are extremely high (e.g. Walk-Ins = 11.33, Newspaper Ads = 12.00), indicating that the hospital has not yet found the most efficient way for recruitment. It is using too many sources that result in a waste of recruitment spending. 2. I would continue to use: 

Internet applications: because it can reach out to a wide range of potential employees by only spending around $55 per hire; the yield ratio is low, indicating that it is efficient.

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Employee referrals: the yield ratios for “accepted job”, “one year survival”, and “above average rating” are among the lowest of the whole chart, meaning that this source is efficiently generating some high-quality employees that can stay long in the company while only costing $100 per hire.

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University programs: the yield ratios are low and the cost per hire of $130 is low too; besides, the employees are more likely perform well and remain after graduation because they are well-trained and are familiar to the organization.

3. The top two reasons for rejections of an offer from St. Vincent are “negative perception of recruiter” (26.1%) and “lack of timely follow-up” (28.3%). This indicates that recruiters from the hospital are not doing well in the interviewing process and the post-interview follow-up process. The recruiters need to be trained on how to be professional and simply be nice in order to represent the image of the hospital while recruiting. People are most likely not willing to work for St. Vincent if they have a negative perception such as rudeness or abusiveness of the employees there. Also, recruiters should be responsible in following up and responding to selected candidates to make sure they are notified as early as possible if they get accepted, because these people might be searching for jobs at somewhere else and there might be offers

waiting for them as well. By employing the most efficient recruiting sources together with these improvements within the recruiting department, the hospital should be able to reduce the yield ratio. Screenshot of Form A:...