process meets the needs of a contributes to the company's strategy execution and belief in their skill level in identifying and resolving performance. ethical issues. This increases their propensity to convert 3. A balanced staffing scorecard is a tool for managing intentions to be ethical into ethical actions, particularly employees' performance and for aligning their incentives when the environment may provide opposition or pres- with the firm's key business objectives. The scorecard sures that conflict with doing so. balances a firm's strategic, operational, financial, and DISCUSSION QUESTIONS 1. What might prevent organizations from evaluating their 4. As an applicant, how would you feel knowing that tech- staffing systems, and what can be done to remove these nology was used to make an initial decision to screen barriers? you out of the hiring process? 2. In your opinion, what three metrics might a university 5. What information do you want to see when you visit the use to evaluate the effectiveness of its efforts to fill in- careers section of a potential employer's website structor positions? 6. How can you further develop and improve your moral 3. If your manager was reluctant to invest in an applicant efficacy for staffing? tracking system, how would you persuade them to make the investment? EXERCISES STAFFING STRATEGY 1. Strategy: Using Staffing Metrics Source X SourceY Metrics are only information-it's up to you to Cost $200,000 $200,000 interpret and use them. Interpret the following met- Number of new hires 20 10 rics and identify what they might mean by addressing Cost per hire $10,000 $20,000 the questions that follow them. a. Compare the following two recruiting sources: 2. If the hires from source X are retained for 2 years, and the hires from source Y are retained for S 1. Which program do you conclude is better? years, would your conclusion change?546 Strategic Staffing 3. What additional information would you need to 2. How could the company address the situation? make a recommendation about the source that's 1. Staffing Challenge: Staffing Technology at KFC preferable? b. The turnover rates of different employee subgroups This chapter's opening Staffing Challenge illustrated of a firm are as follows: how KFC adopted cutting-edge staffing technology to help it manage its millions of annual job applications Employee Group Turnover Rate (9%) and improve the hiring process for both candidates Under 6 months' tenure and the company. Reread the vignette, and answer 6 months to 1-year fanure the following questions: 1 10 2 years 30 a. In what ways did technology improve the company's Over 3 years N staffing function? High performers Modarate performers b. Do you think it is appropriate for KFC to ask for ap- plicants' social media profiles to complete part of the Low performers job application? Why or why not? c. If you were a hiring manager at a large KFC store, 1. In what ways is turnover a problem for this company ! what metrics would you most want to have available about your hires? DEVELOPING YOUR STAFFING SKILLS New hires' time-to-contribution rates by recruiting 1, Develop Tour Staffing Stills: Creating a Staffing Dash- source board for KFC Diversity by recruiting source In this chapter's Develop Your Staffing Skills feature. KFC's staffing efficiency ratio we gave you some ups for creating a digital staffing 1. Shifting Filles: Building Moral Efficacy in Staffing dashbound, Using this information, create a dash- board for KFC (featured in this chapter's opening Working with a partner, identify some of the ethical Staffing Challenge) issue