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Products & Services Human Resources Recruitment and Retention

Optimizing Recruitment and Requisition Processes

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ID: 4600


Features:

Graphics


Pages/Slides: 9


Published: Pre-2014


Delivery Format: Online PDF Document


 

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Single User: Authorizes use by the person who places the order or for whom the order was placed.

Sitewide: Authorizes use of the report for a geographic site. All people at site can view the report for a year and copies can be printed.

Corporate: Authorizes use for the entire company for a year and copies can be printed. No limitations for usage inside the company.




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919-403-0251

  • STUDY OVERVIEW
  • BENCHMARK CLASS
  • SPECIAL OFFER
Study Overview

Many staffing organizations seek to learn how other companies improve process efficiency by managing requisitions for quality and applicant screening. This nine-page document reveals how leading staffing organizations employ a variety of requisition management tactics and processes. These tactics allow them to define jobs correctly the first time and to rapidly identify the most qualified applicants for interviews. Companies can use this information to more effectively target recruiting and develop screening systems to ensure they attract the best candidates.

Key Topics

  • Establishing requisition quality control measures
  • Screening applicants with automated steps and systems

Key Findings
  1. Tightly control the number of requisitions generated with authorization systems to permit only one requisition to be produced for each job opening.
    *Many benchmarked companies have established authorization procedures that require hiring managers to submit all requisitions to HR or staffing personnel for approval.
  2. Use automated requisition templates to ensure high-quality postings.
    *Companies that use templates report less rework and faster cycle time for requisition approvals, ultimately impacting time-to-fill performance.
  3. Dedicate staffing or HR specialists’ responsibility for reviewing requisitions to avoid violating affirmative action or other regulatory requirements.
    *One benchmark partner has a centralized staffing structure in which recruiters assigned to business units work closely with business unit resource managers (BURMs) to execute all hiring activities, including creating and posting requisitions.
Methodology
This document was created from a Best Practices, LLC consulting project.

Industries Profiled:
Financial Services; Insurance; Pharmaceutical; Computer Software; High Tech; Telecommunications; Biotech; Health Care; Energy; Aerospace; Defense; Computer Hardware; Utilities; Service; Manufacturing; Banking; Government; Chemical; Consumer Products; Electronics


Companies Profiled:
Allstate Insurance Company; Sanofi-aventis; JP Morgan Chase; Sun Microsystems; Verizon; QUALCOMM; Pfizer; Peoples Energy Corporation; Raytheon; Novartis; Northrop Grumman; NCR; Microsoft; Public Service Enterprise Group; Electronic Arts; Lockheed Martin; EG&G; Honeywell; Computer Sciences Corporation; Federal Reserve Board; Cardinal Health; Entergy; Cisco Systems; BASF Corporation; Blue Cross and Blue Shield; BAE Systems; Amgen; Chiquita Brands International; CACI; Autodesk; Inc.; Arrow Electronics; Applied Materials


If you purchase Best Practice Database document(s), you will have 30 days from the date of purchase to apply some or all of the cost of the document(s) toward the cost of a Full Access Individual, Pharma, Group or University Membership. Write us at DatabaseTeam@bestpracticesllc.com or call David Guinn at 919-767-9179 if you have any questions.