Home Back Issues April 2009 Post a job, prepare for the flood

Post a job, prepare for the flood

| Print |  Email
Archives - April 2009
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

Video: The 100 Best Survey

News
Thursday, August 28, 2014

100-best-logo-2015 500pxw-1OB Research Editor Kim Moore shares some pointers about the 100 Best Companies to Work For survey.


Read more...

Fast Food Slows Down

September 2014
Tuesday, August 26, 2014
BY KIM MOORE

The ubiquitous fast-food restaurant may be on the decline.


Read more...

A Good Leap Forward

September 2014
Wednesday, August 27, 2014
BY AMY MILSHTEIN

Agriculture businesses ramp up to meet international demand as workforce and succession challenges loom.


Read more...

Poll Wrap-Up

News
Friday, August 15, 2014

2014 NewPoll-report-newsletterthumbIn this week's poll, we asked readers: "Who should pay for the troubled Cover Oregon website?" Here are the results.


Read more...

What I'm Reading

September 2014
Wednesday, August 27, 2014

Kim Ierian, President of Concorde Career Colleges, and Deborah Edward, Executive Director of Business for Culture & the Arts, share their recent reads.


Read more...

Podcast: Interview with Pete Friedes

Contributed Blogs
Wednesday, August 27, 2014

082714-thumb friedesbookTom Cox interviews Pete Friedes, author of "The 2R Manager," about becoming a Best Boss.


Read more...

Launch

September 2014
Tuesday, August 26, 2014
BY JESSICA RIDGWAY

September's Launch article features Orchid Health, BuddyUp and Inter-Europe Consulting.


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