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 Applicant Pool 

 

SPOTLIGHT

Dropped from report in 2010

ACTION 
The University will appropriately and effectively utilize resources throughout the hiring process for clerical positions with the addition of an active applicant pool. 
MEASURE Advertisement cost-savings

BASELINE 
Cost of advertising clerk-typist positions was $4,102.14 (8 positions advertised)
2004-2005

UPDATE 
Implemented clerical applicant pool for clerical vacancies. in November 2005.  This allows for streamlined hiring process for search committees as well as a cost-savings of $546.51 per position.  Filled six clerical positions (one temporary and five regular) with a savings of $2732.55 in advertising costs as well as a time savings of personnel resources to carry out a comprehensive search.
2005-2006

UPDATE 
Consider for next year – process implemented in November ’05.
 
UPDATE  
Implemented clerical applicant pool for clerical vacancies in November 2005. Promotes a streamlined hiring process for search committees as well as a cost-savings of $546.51 per position.  Filled 15 clerical positions with a savings of $7,969.92 in advertising costs ($569.28 per position). (2006-2007)  Expanded pool concept to include custodial positions. 
Filled 13 custodial positions with a savings of $4,091.04 in advertising costs (340.92 per position).
2006-2007

UPDATE 
In 2007-2008, filled 26 clerical positions resulting in a savings of $4,598.10 in advertising costs for clerical positions; filled 12 custodial positions with a savings of $2396.44 in advertising costs. 
2007-2008

UPDATE  
Filled eighteen clerical positions with a savings of $5466.18 in advertising costs ($321.54 per position) as well as a time savings of personnel resources to carry out a comprehensive search.  For fiscal year 2008-2009, filled fifteen custodial positions with a savings of $4151.56 in advertising costs ($296.54 per position) as well as a time savings of personnel resources to carry out a comprehensive search. 
2008-2009

UPDATE  
We will continue to hire qualified applicants through the use of an applicant pool to fill clerical and custodian positions.  With the budget restraints we are facing as an institution, the number of positions advertised externally to fill has decreased significantly.  This hiring method is stable and consistent and is proven successful. 
2009-2010