Provide an example of how you think Hallmark might use their staffing index to evaluate hiring quality or to help hire better employees in the future.

A Review of Two Companies
Strategic Staffing can focus on improving the quality of the individuals who apply for work, as well as those individuals who are actually hired into the organization. It can also focus on improving the selection process itself by streamlining the various activities involved in proper hiring.
Hallmark Cards recently developed a recruiting metric called a “staffing index.” This enables management to track how well newly hired employees are performing on the job. Evaluations are conducted over time, and scores are compared to learn more about the quality of past hiring decisions – and plan for future ones.
United Health Group decided to modify hiring procedures within the organization by splitting job candidates into two groups. One group is high-level professionals who are recruited by internal staffing specialists, while the second group is staff and line employees who are acquired through outsourced recruitment. This “two-pronged” strategy enables the company to save money through increased control and efficiency.
Respond to ONE of the following by 11:59 PM EST/EDT Thursday:
Provide an example of how you think Hallmark might use their staffing index to evaluate hiring quality or to help hire better employees in the future. How does understanding employee performance enhance the selection process?
What do you think of United Health’s decision to outsource recruiting for staff and line level employees? What are the pros and cons of this decision?
Respond to at least two of your classmates’ posts by 11:59 PM EST/EDT Sunday.
Specifically:
What did your peers neglect to consider in their responses?
Do you agree with your peers’ opinions? Why or why not?
What other strategies could help organizations better utilize and manage selection?
In lieu of one of your response posts, you may answer the other question in the