Page 21 - 100 - HR Management Manual

In order to keep the above in place at all times and prevent stress for managers, staff, and clients we
MUST be getting at least 20 applicants per week in total for the positions of Reception, Tech, TA, and
Kennel.

THE MATH: Why 20 applicants per week?: We lose approximately 2 current staff/month and 4 on-deck/month.
About 75% of working interview applicants get hired (we need 8 W.I.’s/mo). About 80% of long interview
attendees get selected for working interviews (we need 10 L.I’s/mo). Only about 50% of the short interviews get
selected for long interviews (we need 10 S.I.’s/mo). Only about 42.5% of the invites to hiring seminars actually
show up (we need 47 invites to HS/mo). Only about 62.5% of those that apply get invites to the hiring seminars
(we need 75 applicants/mo)……Divide the 75/month by 4 wks/mo = ~19-20 applicants/week needed!

(6 / 75% / 80% / 50% / 42.5% / 62.5% = 75 applicants/month)…20 per week!

75 app’s/mo  47 invites  20 show up  10 get long Int.  8 get Work Int = 6 hired/mo. (TO + OD TO)

100%  62.5%  42.5%  50%  80% = 8% are hired

Recruiting:

1. Ideal Candidate Description for the Position.
2. Ad is written per position to inspire that ideal candidate
3. Ads are placed in proper channels.
4. Review effectiveness of those channels
5. Applicants ran through a funnel system to fill out online application, etc.
6. Print the following for qualified and promising candidates:
a. Resume and/or job application
b. Invitation page for Hiring Seminar – HR107
c. Short Interview Questions Page – HR108
d. Place all in one manila folder labeled with
i. (Position) Candidate
ii. Last Name, First Name
iii. Date
e. Keep one CURRENT file pocket with these folders of candidates for EACH POSITION

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