Home Archives April 2009 Post a job, prepare for the flood

Post a job, prepare for the flood

| Print |  Email
Wednesday, April 01, 2009

If you're one of the few companies growing enough to be posting a job opening during these troubled times, count yourself lucky. Then start counting the resumes filling your inbox.

As the ranks of the unemployed swell and the number of job vacancies dwindle, it’s becoming increasingly common for a single job posting to draw hundreds of job applicants. Al’s Garden Center, which operates three stores in Oregon, recently received more than 300 applications for a position in the tree and shrub department at their Gresham location over the span of 48 hours. Suzanne Kludt, HR director for Al’s Garden Center, says she’s “never seen anything like this, ever.”

With so many candidates, hiring directors can afford to be choosy about who they employ, but only if they are first willing to wade through hundreds of applications. And although processing mounds of applications may seem daunting, there are ways to make the process manageable, says Marianne Moore, president of Portland staffing agency Action Employment Services.

Streamlining how vacancies are advertised and how candidates are screened can greatly reduce the number of applications a business receives, while ensuring more suitable candidates reach the interview stage.

Job boards such as Monster, CareerBuilder and Craigslist are great for attracting high numbers of applicants. However, if a posting fails to outline the position’s specific skill and experience requirements, be prepared to receive an excess of candidates with a dearth of qualifications. Posting openings on industry-specific job boards, as well as on the company’s website, will attract more candidates with a vested interest in the company and industry.     

During the hiring process, companies often face the largest time and resource drain while completing the initial screening process. Even if a HR director spends only three minutes reviewing each application, if there are 300 applicants, the process will take 15 hours.     

When choosing which candidates to interview, Moore suggests prioritizing candidates based on the relevancy of their work history and how closely their skill sets and experience meet the job description.  

“Go with the people who most jump out to you,” she says. Everyone else is out.

If the volume of applicants is just too large, companies may find it easier to use a staffing agency, which will pre-screen candidates and send an employer the most suitable.

For companies with 1,500 employees or more, pre-employment screening solutions such as Kronos’ workforce acquisition software can be a cost-effective way to simplify the hiring process. The company’s talent management division, based in Beaverton, produces software that can assess whether an applicant meets the basic requirements of the position and judge the likelihood of the candidate succeeding if hired. Unqualified applicants are screened out before the hiring manager ever sees an application.

NICOLE STORMBERG

Have an opinion? E-mail This e-mail address is being protected from spambots. You need JavaScript enabled to view it

 

More Articles

Political Clout

November/December 2014
Wednesday, October 22, 2014
BY KIM MOORE

Businesses spend billions of dollars each year trying to influence political decision makers by piling money into campaigns.


Read more...

OB Poll: Wineries and groceries

News
Friday, October 24, 2014

24-winethumbA majority of respondents agreed: Local vineyards should remain Oregon-owned and quality is the most important factor when determining where to eat or buy groceries.


Read more...

Semiconductor purgatory

News
Monday, October 06, 2014
roundup-logo-thumb-14BY LINDA BAKER | OB EDITOR

Intel's manufacturing way station; Merkley's attack dog; Diamond Foods gets into the innovation business.


Read more...

Revenge Forestry

November/December 2014
Tuesday, October 14, 2014
BY JONATHAN FROCHTZWAJG

A flare-up in the Elliott Forest raises questions about détente in Oregon’s timber wars.


Read more...

The clean fuels opportunity

News
Monday, November 10, 2014
111014-dirtyfuel-thumbBY KIM MOORE | OB RESEARCH EDITOR

A market for low-carbon transportation fuels has a chance to flourish in Oregon if regulators adopt the second phase of the state’s Clean Fuels Program.


Read more...

Measure 91: What Oregon Businesses Need to Know

Contributed Blogs
Wednesday, October 15, 2014
91 thumbBY DIANE BUISMAN

Some common misconceptions employers have about marijuana.


Read more...

Podcast: Turn Things Around with David Marquet

Contributed Blogs
Friday, October 17, 2014
davidmarquet thumbBY TOM COX | OB BLOGGER

How can you move from a command-and-control leadership model to one of true empowerment and accountability? David Marquet did, and he took notes along the way.


Read more...
Oregon Business magazinetitle-sponsored-links-02
SPONSORED LINKS