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Six Rules For Successful Candidate Processing I
--Denise Foy
The field of human resources recruitment is one filled with many time-consuming and costly challenges. With candidate processing, employers seek the best-suited employees for specific positions, often in high volumes, such as retail, customer service or banking. Candidates are in search of jobs for which they are qualified and in which they can prosper. HR departments, frequently without enough personnel and man-hours to properly interview large numbers of candidates at one time, strive to reach the most highly qualified candidates for their employers and create the best possible matches at the lowest costs
Not surprisingly, this formidable undertaking requires the capture and time-intense scrutiny of all kinds of important delicate information ?on resumes, over the phone, via the Web and, ultimately, in person. It can also be very expensive, especially when it comes to advertising for job openings. Not an easy assignment.
Consequently, due to the costly, often protracted and always intricate nature of qualifying and staffing high volumes of positions in short time frames, many companies with over-worked HR departments outsource their screening and staffing requirements to expert candidate-processing agencies. This enables companies in virtually any industry to concentrate on just those candidates who have already been prescreened, and establishes a more time- and cost-efficient process by alleviating the administrative burdens and advertising costs. In turn, candidates enter the hiring process via a high tech/high touch medium that eliminates days if not weeks from the hiring process.
--to be continued |
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发表于 2003-6-20 10:30:00
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