What Are The Yield Ratios For Each Step In The Recruitment Process

Exercise 5.1
1. What are the yield ratios for each step in the recruitment and selection process across all recruitment sources? What are the implications of these ratios for future hiring? Could you also calculate a yield ratio for a particular recruitment source? Why would that be helpful to do?
Total number of applicants=633.

Recruitment process Applicants Yield ratio
Potentially qualified 149 149/633*100=23.5%
Interview
105 105/149*100=70.5%
Qualified & offered job 89 89/105*100=84.8%
Accepted job 78 78/89*100=87.6%
6-month survival 38 38/78*100=48.7%

The yield ratios implications for future hiring is that it helps plan for future recruitment process, shows the efficiency of the recruitment process used and how it influences the decisions made by the HR department in the recruitment process.
The yield ratios can be used for a particular

Increased diversity in the organization.
Facilitates growth.
Can save training time when employees have the necessary experience.
Disadvantages
It is a longer process that consumes a lot of time.
It is expensive.
It may lead to high employee turnover.
The company may have less valid data on candidates.
Fort Lauderdale should focus their recruitment efforts in future in using internal source of recruitment because it is cheaper, faster, reduces employee turnover and motivates current employees.
3. Recommend and, in chronological order of importance, at least three planning/recruitment/selection/ or retention strategies discussed in chapter 5 that are designed to do any of the following:
a. Improve customer satisfaction.
b. Increase the efficiency of the customer service function.
c. Increase the tenure of the customer service reps (or decrease the need for them)

• Work analysis
• Streamlined recruiting/selection
• Succession planning
4. What additional studies or data are necessary given the data presented in Exhibit 5.1.1 and the problems described in the