Question

Evaluating Staffing Process Results The Keepon Trucking Company (KTC) is a manufacturer of custom-built trucks. It does not manufacture any particular truck lines, styles, or models. Rather, it builds trucks to customers’ specifications; these trucks are used for specialty purposes such as snow removal, log hauling, and military cargo hauling. One year ago, KTC received a new, large order that would take three years to complete and required the external hiring of 100 new assemblers. To staff this particular job, the HR department manager of nonexempt employment hurriedly developed and implemented a special staffing process for filling these new vacancies. Applicants were recruited from three sources: newspaper ads, employee referrals, and a local employment agency. All applicants generated by these methods were subjected to a common selection and decision-making process. All offer receivers were given the same terms and conditions in their job offer letters and were told there was no room for any negotiation. All vacancies were eventually filled. After the first year of the contract, the manager of nonexempt employment, Dexter Williams, decided to pull together some data to determine how well the staffing process for the assembler jobs had worked. Since he had not originally planned on doing any evaluation, Dexter was able to retrieve only the following data to help him with his evaluation:

Staffing Data for Filing the Job of Assembler
Recruitment Source	Applicants	Offer Receivers	Start as New Hires	Remaining as Six Months
Newspaper ads
No apps	300	70	50	35
Avg No of Days	30	30	10
Employee Referral
No apps	60	30	30	27
Avg No of Days	20	10	10
Employment Agency
No apps	400	20	20	8
Avg No of Days	40	20	10

1. Determine the yield ratios (offer receivers/ applicants, new hires/ applicants), elapsed time or cycle times (days to offer, days to start), and retention rates associated with each recruitment source.

2. What is the relative effectiveness of the three sources in terms of yield ratios, cycle times, and retention rates?

3. What are some possible reasons for the fact that the three sources differ in their relative effectiveness?

4. What would you recommend Dexter do differently in the future to improve his evaluation of the staffing process?

Heneman III, Herbert. Staffing Organizations (p. 683). McGraw-Hill Higher Education.

Answer 1

1

Employment Agency	%	Newspaper Ads	%	Employee Referrals	%
Offer receivers/Application	5	Offer receivers/Application	23.3	Offer receivers/Application	50
New hires/Applicants	5	New hires/Applicants	16.7	New hires/Applicants	50
Day-to-offer	60	Day-to-offer	60	Day-to-offer	30
Day-to-Start	70	Day-to-Start	70	Day-to-Start	40
Retention	40	Retention	70	Retention	90

2.

Depending on the days-to offer that can work per the average number of days that can work per the HR that can consistently apply per position. Depending on the days-to-start shows the average time frame that can work in terms of the staffing process that would work in the end, applicants would have a new position.

As per the above table, the recruitment method can be consecutively arranged; Employment Agency ranks that can work in terms of the referrals ranks depending on the highest, that can employee referrals leads the way (highest ratio) and how there would be offers or applications along with the new higher and or applications. The cycle times that can be analysis per the cycle time for employee referrals that can be shorter 30 whereas that can be dependent on the employment agency and newspaper ads. Retention can create the highest numbers and employee referral ranked that can be dependent on the highest, relating to the newspaper ads along with the lastly employment agency. The Retention data of how the companies with the as a recruitment tool and customers. Related to the company insight and having employee and customer loyalty can work in collaboration to the products are rated. Such as the retention and how their can be employees and customers are low, that can work in employees of not happy and it can work per the opportunity depending on the company that cannot take in terms of the improve employee satisfaction, and it would make it training, motivation or a change in management style. Another can work in terms of the data that can work in terms of the satisfied customers to be sales, or by customer surveys, and then the remedies work per the retain, attract, and influence customers that can work inline to the competitors. Swrve’s a company that can work in terms of the data to analyze the retention of apps depending on the customers stated; “Retention that work in terms of challenge, depending on the short space of time. That also works per the app within a short timescale.

3.

It is important to have the employee referrals that can note the effective method of recruitment with the time lapse and retention that could be working in terms of yield ratio method to no surprise, and how the relationship would be the employees and their employers. The working employees of view of how there can be employment as family, employees that can connect the culture and the requirements and how there can be relevancy to the company going; and it would be not invite or recommend others that would not be atmosphere. Having the method that the employee referral method and how there can be generated the least number of applicants, and how their can be relevancy of the employees current employees prescreened that can be working per the picked and chose that can connect to the best candidates for the position, that would work in terms of recommendations.

Depending on employee referral method Newspaper ads along with the employment agency method that can work in terms of the recruitment depending in the capacity that can work in terms of attracting a large number that can work inline to the applicants that can connect the applicants are not prescreened and how there can be current employees that can connect the newspaper ads and employment agencies that would work per the audience depending on the worldwide web that can have the no real screening.

4.

Determine the Dexter that can connect the staffing process that would be gradually be deepening on. Regular monitoring that can connect the Dexter along with the HR department that can identify the timely manner which would be parallel with the company. Dexter can also include the compare data that can work in terms of internal hiring pool (standards along with the quality of candidates) which can work in terms of the agencies and or newspaper ads. Having the HR department that can dependent on the yield ratios beyond six months. Relating to the Competition that can work talent with the employees and how their can be dependency on the organization that can connect to the valuable asset that can connect to the Dexter related to the use of data that can have the a-like institutes or association to that can connect the accurate facts; such as Saratoga institute that can work per 40% of FTSE 100 and Fortune 500 companies to gather data.

References

Schwartz, N. D. (2013). In Hiring, a Friend in Need Is a Prospect, Indeed. The New York Times, 1.

Spence, E. (2014). Mobile Developers Must Engage And Retain Users Quickly, Says Swrve's Latest App Report. Forbes, 1.