\f1. When evaluating the recruitment strategies used by the hospital, one thing is very is very evident; they are a success. This is because they have enabled the hospital acquire a large number of applicants; this is because the success of a recruitment strategy is determined by the number of applicants who avail themselves, the turn up rate of the staff who get employed, the qualifications of the individuals who are attracted by the recruitment strategies employed by the Hospital. The several strategies applied when examined from a close perspective shows that it meets various requirements; this include highly qualified candidates, their survival in the organisation and their rating. The number of strategies used by an organisation is determined by several factors, among the various determinants are: A) The position that the hospital is recruiting; will the position require certain skill set that has been bred within the organisation or should be obtained from outside the organisation. These are determined by factors such as effect of the morale of the employees and challenges such as in breeding. B) Availability of number of qualified candidates in the market; with the right educational qualifications, and skill set C) The budget that is allocated for the recruitment process; in order to determine factors such as geographical region to be covered by the recruitment: is it internal within the organisation, locally, nationally or internationally. D) Government regulations on recruitment. This is because the government makes it a requirement that in some cases the organisations have a fair Repsentations of all groups that make up the nation's population. The strategies used by the hospital are good but they happen to be too many. This is because a specific good combination of some of the strategies can lead to achievement of the required candidates by the organisation. This would be beneficial since adoption of very many strategies by an organisation can be very expensive. The different strategies are aimed at covering as many areas as possible; but not all of the strategies produce noticeable figures when evaluated. Therefore it would be wise for the organisation to cut down some of the strategies that don't yield a high number of candidates. The strategies are many since in most cases the strategies are overlapping on the area that they seek to recruit from. Therefore a reduction and grouping of the recruitment of the strategies into related groups could reduce the number of the individual strategies. This would squeeze in the number of strategies employed. 2. The strategies that I would deem suitable to eliminate without posing harm the hospital are such as those with low potentially qualified candidates and their chances of accepting the interview are low and the employees can't survive for a one year period in the organisation. This because it is very expensive for any organisation to recruit any individuals in their organisation. Therefore if it shows that the number of individuals who will accept an interview will be low; then there is no need for the hospital to utilise its resources trying to attract individuals who won't turn up for the interview. When an organisation hires new staff, there is a series of activities that happen. These include training them and adding value in order to reach the level that the rest of the organisation's employees are. There this intensive training might turn out to be very expensive. Therefore if a potential candidate will probably leave the organisation in a year, it won't be a worth course to take since it will be expensive for the organisation. Strategies which bring employees who can't survive in the organisation for a year should be scrapped out of the organisation. Under these considerations, some of the recruitment strategies which would be scrapped out include recruiting through internet apps, walk ins, private agencies and finally universities; these strategies don't extend the best interests to the hospital. 3. The stages that can be acted upon in order to reduce the yield ratios are those of potentially qualified, accepting interview, accepting job and finally getting offered the job. This would help reduce the costs the hospital would incur in case a candidate is attracted and is potentially qualified, accepts the interview and gets offered the job. This would make the procedure systematic; this would reduce the yields by making the process less expensive in case a candidate fails in between the processes. For instance a potentially qualified candidate, accepts the interview and fails to accept the job, this would reduce the loss suffered by the organisation