1 / 20

Constructing Application Yield Sustainability Consistent with Resource Efficiency and Flexibility

Constructing Application Yield Sustainability Consistent with Resource Efficiency and Flexibility. Peace Corps Presentation University of Chicago Consulting: Bain Competition April 2011. Vrushank Vora , Vincent Yu & Mike Zhang. Objectives .

redford
Télécharger la présentation

Constructing Application Yield Sustainability Consistent with Resource Efficiency and Flexibility

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Constructing Application Yield Sustainability Consistent with Resource Efficiency and Flexibility Peace Corps Presentation University of Chicago Consulting: Bain Competition April 2011 VrushankVora, Vincent Yu & Mike Zhang

  2. Objectives • Focus on financial link between recruiting activities and yield creation • Develop understanding of how to: • Create yield through recruiting activities • Develop more relevant metrics to capture yield value of recruiting activities • Generate synergy between strategic contacts, recruitment sites and regional recruiters • Utilize multimedia tools to increase recruitment efficiency and flexibility

  3. Key Findings • Recruiting activities create yield along three areas: • First and Second Tier Growth • Return on Third Tier and No Tier Coverage • Increased clarity and consistency with strategic contacts • Beliefs regarding correlation between regional visits and Third Tier individual nomination yield are inconclusive • Opportunity for alternative recruitment activities to increase coverage yield while saving resources • Multimedia communication methods • Increased usage of strategic contacts

  4. Current Inhibitors • Low Third-Tier-Yield-to-Cost ratio • Second-Tier Untapped Growth Potential • Unrecognized coverage potential

  5. How effectively are we using our resources?

  6. *Schools with strategic contacts are excluded

  7. How effective are regional visits per tier?

  8. Solutions to Inefficiency

  9. Multimedia Conferencing versus Regional Visits

  10. Untapped Growth Potential • Amongst Second Tier, strong correlation was found between frequency of visits and number of nominations • If all recovered capital were redirected towards campaigns to Second-Tier schools • Increase yield of Second-Tier schools by over fifteen percent • Create stronger synergy between Second-Tier schools and recruiters

  11. Solutions to Inefficiency

  12. Coverage Potential • If recovered capital were redirected towards expansion of third-tier schools • Increased spheres of influence in no-tier schools • Exposure to 17 more schools if video-conferencing tools were expanded upon

  13. Coverage Growth

  14. Contingency Plans • Objectives: • Increase recruitment versatility without affecting yield or overall efficiency during low-budget times • Maintain a Peace Corps presence with fewer Peace Corps recruiters • Outcomes: • A model that minimizes traveling costs and replaces third-tier high-cost schools with student ambassadors and virtual conferences • Assign virtual schools to recruiters with less ground to cover

  15. With 16 Recruiters • Redistribution: • Bowling Green and Toledo moved to KAS and OH FBR team • University of Chicago/DePaul under IL and MO Team • Virtual school third-tier, high cost teams to MI and WI/ND teams • Results: • IN/KY and IL/MO teams have relatively more physical universities and student population to recruit. • MI and WI/ND teams would have both physical and virtual campaigns to run

  16. With 15 and 14 Recruiters 1 Less… • Transfer WI Team physical university responsibilities to MI and redistribute the virtual, student-ambassador contracts 2 Less... • Combine the two IN teams physical campaigns and redistribute their virtual campaigns evenly Conclusion: • Contingency plans become more flexible by splitting the physical responsibilities across FBRs and evenly distributing the virtual campaigns across the remaining recruiters

More Related