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When to give hiring committee applications
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When to give hiring committee applications
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I have a hiring committee that wants the applications before the closing date. I feel that they should get them all at the same time and not as they come in.
Any thoughts?
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Forums » Topic Forums » General Forum » When to give hiring committee applications
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When to give hiring committee applications
posted at 8/11/2011 7:30 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Patti-
Why are you assuming that anyone is getting "passed over". It is just a question regarding timing of receipt of information. App flow analysis could reveal if groups are not being hired that should have preference. |
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When to give hiring committee applications
posted at 8/11/2011 10:02 AM EDT
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
howard7:
Patti is right in a federal hiring context. By law, a qualified veteran has preferance over a non-vet - and bypassing the qualified vet is a very difficult process. In federal employment, a "certificate of eligibles" is issued once applications have been evaluated. Qualified veterans are either at the top of the list or given extra points. Very different from private sector hiring. Affirmative Action and applicant flow doesn't enter into it. |
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When to give hiring committee applications
posted at 8/11/2011 10:09 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Nork
Understand preference but......... does that require, by law, that no resumes be passed on to hiring authority until all are in if your work for the Federal Government? By the way OP does not make any mention of being Federal Agency so may not be revelvant to this specific case. |
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When to give hiring committee applications
posted at 8/11/2011 11:15 AM EDT
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
OP did not mention federal government, so this thread has taken a bit of a public sector turn.
Not sure if its a requirement not to pass on resumes to hiring managers until the vacancy closes or not, but the way our systems are set up it's far easier to do it that way. Especially true in the case of veterans - I would not want to get a hiring manager all lathered up about a really good non-vet resume only to have to tell her or him later that they can't hire that person because there are also qualified preference eligible veterans. It's complicated..... |
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When to give hiring committee applications
posted at 8/11/2011 12:03 PM EDT
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Posts: 2
First: 11/29/2007 Last: 8/11/2011 |
There are validate points to what everyone has posted. In the public sector, it is common practice to wait for the closing date to refer applications because it is more fair to judge all apps at one time, and refer all those that meet requirements at the same time.
In private sector, there are no rules and responsibility to the applicant; therefore, those that applied first can be referred first. Those that applied later, may not get referred if the hiring area likes the first batch of referrals. The problem with this though is that the "right fit candidate" may not have applied early because he/she was not actively seeking a job. As most HR recruiters know, passive applicants who have a job are most times the best candidate for the job. For me, it's best to wait. 1) Gives the hiring area better and wider selection of applicants to consider. 2) All applicants are treated equally, meaning they were all considered. 3) Your company gets the best top candidates for interviews. |
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When to give hiring committee applications
posted at 8/11/2011 12:15 PM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
Why is it that HR recruiters think a working candidate is a better fit than an unemployed candidate? I have never seen any research on this but may have missed it since I don't have a need to stay current on selection practices. Just curious... |
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When to give hiring committee applications
posted at 8/11/2011 12:58 PM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
""Why is it that HR recruiters think a working candidate is a better fit than an unemployed candidate?""
Here are some possible reasons: 1. Laziness- don't want to have to defend the recommendation of an unemployed person. 2. Bias may not be coming from HR but rather the hiring manager and he/she is telling HR what he/she wnats. 3. Lack of understanding by either HR or Hiring manager of what is really happening out there because they are unaffected....... |
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When to give hiring committee applications
posted at 8/11/2011 7:37 PM EDT
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Posts: 4
First: 4/27/2006 Last: 8/11/2011 |
In reading the comments I understand both processes but have to side with passing the candidates on right away. Some managers don't have a lot of time to go through a lot of resumes at one time. I guess it would depend on the business. In the fast paced, competitive industries I am used to, we have to move very quickly and the candidate does not have to wait weeks before they get a call. This lends to a better candidate experience. An experienced manager can identify a good candidate pretty efficiently. If they are good, why wait to start the interview process?
I do acknnowledgge that it would depend on the business, the urgency, the number of positions open and many other factors. I also agree that we must be flexible in the business environment of today. Sending resumes out immediately has worked really great for us. |
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When to give hiring committee applications
posted at 8/12/2011 7:34 AM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
I can see how waiting makes it more fair, but these policies are based on old practices. Now the time span between the posting and response has become very short and the applicant pool has become very large. And "time to hire" is a more popular and concrete performance metric than "quality of hire" - I'm guessing that HR folks are trying to satisfy both.
I found a 2/2011 EEOC hearing about the practice of only recruiting talent that is currently employed. They examine the practice in terms of adverse impact, but from what I see it is based on speculation. http://www.eeoc.gov/eeoc/meetings/2-16-11/index.cfm To me this is another example of a practice that has outlived it's usefulness, a criteria that may have been true 5 years ago doesn't really apply in the current economic crisis. |
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