Forums
Gathering Applicant Information
General Forum
Gathering Applicant Information
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I could use some advice on how to go about gathering information on applicants and interviewees. Presently when a department advertises for a job all applications/resumes go to that department. Applic
0
Cat:Topic ForumsForum:ForumId53
Cat:Topic ForumsForum:ForumId53Discussion:DiscussionId15926
Forums » Topic Forums » General Forum » Gathering Applicant Information
|
Gathering Applicant Information
posted at 9/1/1999 10:57 PM EDT
|
Posts: 11
First: 6/21/1999 Last: 5/11/2000 |
I could use some advice on how to go about gathering information on applicants and interviewees. Presently when a department advertises for a job all applications/resumes go to that department. Applications then float around the company for others to consider. This has been done in a very haphazard way and it makes it difficult for HR to complete AA/EEO reports. I've considered having all applications/resumes come into my office first, then put a routing slip on them asking specific questions regarding any consideration given for hiring, etc. Any guidance from you folks would be greatly appreciated. |
|
|
Gathering Applicant Information
posted at 9/1/1999 11:44 PM EDT
|
|
Posts: 833
First: 6/11/1999 Last: 8/23/2001 |
We've established a centralized system, where the department needing to hire actually requisitions a person from HR; the position is posted internally for 5 days, and the recruitment effort outside begins concurrently.
Inside responses are screened by HR to make sure the criteria for the position are satisfied; the requesting dept. head, or person to whom the opening would answer, gets a list of the successful insiders and is expected to interview them immediately - signing off on the list of names to indicate that this was done. Outside resumes and applications are received in HR, the data for any agency is gleaned before it leaves our hands, and the responses are bundled, with a coversheet, off to the requesting dept. head. We keep track of the date it was sent off, and expect it back with some form of action within 5 working days; if not, it generates a phone call from HR. If there is still no action, the packet comes back to HR; we will hold it. That department head must now come to the HR area to screen the pile - that prevents all sorts of applications from floating around the company for the second time. No one complains about having to visit HR, because, to do so would necessitate explaining why the documents sat on the complainer's desk for 5 working days. And in all fairness, visits to HR are rare - usually the position to be filled needs to be filled right away, so they are eager to get onto the interviewing phase. HR orchestrates the initial interview; and then either sets up a second with the requesting dept mgr, or, invites the dept rep to finish the interview. It may not be the perfect solution, but it works well for me. |
|
|
Gathering Applicant Information
posted at 9/1/1999 11:53 PM EDT
|
|
Posts: 99
First: 6/22/1999 Last: 12/11/2001 |
Make your move now or they may be forever lost in the routing loop. I had the same situation at an engineering firm I was with. I wouldn't see resumes for six months after they were received and it was too late to send a "thanks for your resume/it's in review" letter after that much time. I like to respond to my applicants right away (usually within 48 hours) so they know their status.
Be sure to keep the original and route a copy. That way if it's lost, you still have something and you're able to do your reports and tracking. |
Forums » Topic Forums » General Forum » Gathering Applicant Information
