Problem.
A manufacturer of electronic switching devices maintains a small, fixed office
staff and focuses their major resources on product development, production and sales.
Experience taught them the importance of being thorough in hiring.
But, when job positions opened, they were overwhelmed with
applicants' calls, screening, and scheduling.
Their turnover rate was relatively low, so they didn't want to fund permanent staff for the hiring process.
When a position opened at the firm, the company's Office Manager contacted
T-21 about our H.R.
Support Services.
Plan. The
Team Manager (TM) agreed to let the company test our Hiring Support service on
the current job opening, to see if it would work for them.
A T-21 HR Services Team assisted in producing a written job
description with pay scale, and documenting the requisite
applicant experience and education.
To eliminate the burden of calls about the position, the company
asked to remain anonymous to all candidates, until they were
narrowed down to a small number of finalists.
Test.
The T-21 Team advertised the position in trade publications and newspapers and contacted placement agencies.
They also established a Web page (without the company name), listing the full job description and applicant requirements, and informing prospective applicants that, if selected for a personal interview, a recent and valid credit report and driving record would be required.
All responses were sent to T-21, to discourage direct applicant contact with the
company during the
initial-recruitment stage of hiring. T-21 Team members pre-screened and ranked applications, assessing the content of each application against the company's criteria. When the application period was
closed, all original job applications and
a rank-ordered list of every applicant, summarizing their
qualifications, were
sent to the company.
The employer narrowed the
ranked list
down to fourteen 'First Cut' applicants. The
T-21 Team then verified educational and work
background and searched for any records of unlawful activity
for every member of this group. Finally, they contacted and documented each
"First Cut" candidate's personal and work references, then submitted a summary of their complete findings to the company.
The company selected
six "Second Cut" applicants from the group for telephone interviews and their
T-21 Team made the arrangements.
From these, the company picked three "Final Cut" applicants.
The
T-21 Team contacted each of them, informed them of the
company's name and the URL of the company Web Site; in
this contact, the T-21 Team also requested that they
provide a valid credit report and driving record within three
weeks. Once the documents were received, the
Team arranged and scheduled on-site interviews.
After the on-site, personal interviews, the company hired a new employee for the position.
The T-21 Team contacted the remaining applicants and notified them that the job vacancy had been filled.
Results.
After the hiring was completed, the Office Manager commented to
his TM, "This was the
best hiring experience we've ever had. It was easy for us and a lot cheaper than having
to maintain a bigger H.R. department; but, at the same time, it was thorough, so
we felt confident in hiring the person we did."
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