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Helping our Branches to Recruit without 'Taking Over'
Recruiting & Staffing
Helping our Branches to Recruit without 'Taking Over'
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
We are a large organization with 13 branches, who all do their own recruitment. They would like our HO to help in the process, but aren't comfortable (mostly from an efficiency perspective) with HO 't
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Forums » Topic Forums » Recruiting & Staffing » Helping our Branches to Recruit without 'Taking Over'
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Helping our Branches to Recruit without 'Taking Over'
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Helping our Branches to Recruit without 'Taking Over'
posted at 11/14/1999 11:38 AM EST
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Posts: 4
First: 7/29/1999 Last: 8/21/2000 |
We are a large organization with 13 branches, who all do their own recruitment. They would like our HO to help in the process, but aren't comfortable (mostly from an efficiency perspective) with HO 'taking over' the process by centralizing resume scanning or first interviews.
Anyone have any thoughts on how HO can add value to the Branches recruitment (especially for HOT opportunities) without centralizing, stepping on toes, etc.??? Any advice would be great - thanks! |
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Helping our Branches to Recruit without 'Taking Over'
posted at 11/16/1999 9:57 AM EST
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Posts: 9
First: 9/23/1999 Last: 8/29/2000 |
Hi --
We have a client company, Intrawest (2nd largest resort operation in NA, with 11 resorts plus time share and retail groups) that uses our online application to recruit internationally for all their resorts (see www.intrawest.com/applyonline). We have worked with the recruiters to do some custom job fit analysis, so the online application includes a personality profile to do an early job fit screening. (Later, we do background checks as appropriate.) Anyway, the whole applicant tracking, assessment analysis and background report delivery operation takes place online through our secure Members Only HR Data Bank. HQ has access to all the resorts' information, but the resorts each have a private account that keeps their applicants separate from the others. (Huge when you're screening 20,000 plus applicants to fill 12,000 jobs in less than 60 days.) The system offers the resorts plent of independence, but lets the corporate HR director set some standards. For example, the system generates a set of corporate "core value" questions along with our usual behavioral interview quesions. If you'd like to know more, please contact us -- you can see our site at www.advantageassessment.com. Hope this is helpful! Chris Bailey Director of Communcations cbailey@adin.net (800) 600-2510 |
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Helping our Branches to Recruit without 'Taking Over'
posted at 12/6/1999 8:38 PM EST
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Posts: 2
First: 12/6/1999 Last: 12/6/1999 |
The concern with 'letting go' of the process is understandable. Conversely, accessing help from a HO is tempting in a resource strapped branch network. I would suggest a few things, but it does depend on what level of recruitment you are doing, ie entry level, (high volume) or specialist. In the case of high volume recruitment (ie large number of positions or large number of applicants), I would suggest that there is a range of administrative components that could be handled by HO that would add value. Some of these include:
Handling group information sessions to give candidates an overview of the company, what the jobs entail, benefits, pay and conditions of employment. This allows for a measure of 'self-selection' to occur up front, and can be accompanied by group testing. In some cases an 'economy of scale' can apply where more than one branch can synchronise their needs together. Group testing is also a logical function for administration by a HO. This would take the form of any pencil-and-paper type aptitude or ability tests, along with filling out any employment related paperwork (economy of scale also applies. Response handling may also allow HO to add value. Functions such as the mail room are normally handled more efficiently in a centralised process, so fulfillment of application forms or sending out 'regrets' letters to unsuccessful candidates might be worth 'delegating' back to HO. If HO has an IT department, they may also be utilised for their 'brainpower' resource, rather than just administrative support. If the company has a web site, get them to add an on-line application form to the site which automatically handles responses to your email address. This will provide an added convenience for your candidates as well. Good luck! tstevens@adecco.com.au |
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