Assessing Recruiting Effectiveness

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Assessing Recruiting Effectiveness

• Cost per hire
• Time to hire
• Tenure of employees recruited
• Job performance of employees recruited
• Yield ratios
• Applicants per source
• Candidates per applicant
• Offers per candidate
• Acceptance per offer
• New hire per acceptance
• Measuring effectiveness of advertisements by
  coding responses.

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Applicants to Hires

• Potential Applicants / Labor Pool
• Applicants
• Candidates
• Finalists
• Offers
• Hires

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Yield Ratios
The ratio of applicant inputs to outputs at
various points in the recruitment process.
Total Applicants Qualified Applicants Invited to
Interview Job Offers New Hires Overall Yield
YIELD 50 / 2.0 20 / 5.0 40 / 2.5 75 / 1.33
3 / 33.3
100 50 10 4 3
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Exercise

• Hospital Recruiting Effectiveness

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RECRUITMENT SOURCE YEILD RATIOS YEILD RATIOS YEILD RATIOS YEILD RATIOS YEILD RATIOS AVERAGE COST PER HIRE
RECRUITMENT SOURCE Invited to Interview Accepted Job Overall Yield Rate Stayed 1 Year High Rating
Write-ins 1.77 2.31 4.08 6.63 13.25 238
Walk-ins 1.68 3.45 5.82 10.67 32.00 273
Employee Referrals 1.86 1.75 3.25 4.33 6.50 200
Newspaper Ads 3.00 4.00 12.00 24.00 ?? 750
Journal Ads 1.90 2.50 4.75 9.50 9.50 225
Junior Colleges 1.45 5.50 8.00 8.00 16.00 1,200
Hospital-based Schools 2.67 3.00 8.00 ?? ?? 1,600
University Programs 1.50 1.60 2.40 3.00 3.43 260
Private Agencies 1.13 4.00 4.50 4.50 9.00 4,000
Public Agencies 4.00 2.00 8.00 ?? ?? 600
Direct Mail 3.75 4.00 15.00 ?? ?? 900
Job Fairs 2.60 5.00 13.00 13.00 13.00 1,800
Nursing Association 1.75 ??? ??? ?? ?? ??
Average For All Sources 1.87 2.81 5.25 8.27 13.65 567
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RECRUITMENT SOURCE YEILD RATIOS YEILD RATIOS YEILD RATIOS YEILD RATIOS YEILD RATIOS AVERAGE COST PER HIRE
RECRUITMENT SOURCE Invited to Interview Accepted Job Overall Yield Rate Stayed 1 Year High Rating
Write-ins 56.5 43.3 24.5 15.1 7.5 238
Walk-ins 59.5 29.0 17.2 9.4 3.1 273
Employee Referrals 53.8 57.1 30.8 23.1 15.4 200
Newspaper Ads 33.3 25.0 8.3 4.2 ??? 750
Journal Ads 52.6 40.0 21.1 10.5 10.5 225
Junior Colleges 69.0 18.2 12.5 12.5 6.3 1,200
Hospital-based Schools 37.5 33.3 12.5 ??? ??? 1,600
University Programs 66.7 62.5 41.7 33.3 29.2 260
Private Agencies 88.5 25.0 22.2 22.2 11.1 4,000
Public Agencies 25.0 50.0 12.5 ??? ??? 600
Direct Mail 26.7 25.0 6.7 ??? ??? 900
Job Fairs 38.5 20.0 7.7 7.7 7.7 1,800
Nursing Association 57.1 ??? ??? ??? ??? ???
Average For All Sources 53.5 35.6 19.0 12.1 7.3 567
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Table 1 Reasons for Nurse Rejection of a Job
Offer from St. Vincents Hospital, 1996-98.
Reason Number Percent
Recruitment Processes Recruitment Processes Recruitment Processes
Job attributes not communicated 2 4.3
Negative perception of recruiter 12 26.1
Negative perception of hospital 2 4.3
Lack of timely follow-up 13 28.3
Perceived lack of honesty in recruitment process 1 2.2
Negative information from recruiter 1 2.2
Job Attributes Job Attributes Job Attributes
Location of hospital 3 6.5
Salary offer 2 4.3
Hours of work 2 4.3
Promotional opportunities 0 0.0
Fringe benefits 0 0.0
Working conditions 3 6.5
Perceived poor job match 5 10.9

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Discussion Questions

• 1. Is the hospital using too few or too many
  recruiting sources? Why?
• 2. If you feel the hospital is using too many
  sources, which ones would you emphasize or
  eliminate? Why?
• 3. On the basis of the yield data as well as the
  information presented in the background section,
  what specific improvements in the recruitment
  process would you suggest?