Help AaBbCcDd AaBbCcDd AaBbCc AaBbCct AaB yout References Mailings Review View A EEN T A S Paragraph Background 7 1 Normal 1 No Spac... Heading 1 Heading 2 Title Styles >> Chern's currently uses six different sources for sales associate applicants: colleges, employee referrals, Cherns.com, a search firm, walk-ins, and local newspaper ads. The company just finished analyzing the effectiveness of each of these sources, and the results are summarized in in the table below. Hiring Speed Cost per Hire Culture Fit Average First Year Financial First Year Turnover Rate Return College Hiring 5 months $4,000 Good $30,000 20% Employee 2 months $2,600 Very good $38,000 10% Referrals Chern's.com 2 months $1,500 Good $38,000 20% Search Firm 3 months $5,200 Average $20,000 15% Walk-ins 1 month $1,500 Poor $5,000 30% Newspaper Ads 2 months $2,000 Poor $4,000 25% Chern's asks you to prioritize its recruiting sources to maximize the effectiveness of the company's future hiring initiatives. Based on what you have read in this case, prioritize the staffing outcomes and rank order the recruiting sources based on their ability to maximize the company's staffing goals for the full-time sales associate position. Chern's would like to reinforce its employer brand among potential applicants. Ryan and Ann would like to create a stronger employer brand and ask you for advice on what Chern's employer brand should be and how to effectively and consistently market and reinforce it throughout the staffing process. Make some recommendations and explain why your approach would be effective for Chern's. Ryan and Ann have heard a lot lately about the impact of "applicant reactions" on the current and future success of the selection process. They ask you to make recommendations about what the company can do to increase applicants' fairness perception of the process and reduce any negative spillover effects related to it. bility: Investigate O 99+ X W PrtScn Hom F4 F5 F6 F7 F8 % A &