Tour | Sample Pre-employment Questionnaires
Case Study #1 - A large Social Service Organization - VIEW
Case Study #2 - Technology Consulting Firm - VIEW
Case Study #3 - First Choice Logistics - VIEW
Case Study #4 - 606 Properties - VIEW
Case Study #5 - The Alternative Board - VIEW
Case Study #6 - 3-Points, LLC - VIEW
Case Study #1
In June 2003 a large social service organization serving the Chicago metropolitan area began using NewHire™ to manage the recruiting and pre-employment process. In 2004 this agency recruited for 12 open positions. Some positions, such as Day Camp staff include over 300 openings. Fifteen managers regularly logon and access applicant information. Since implementing NewHire™ the agency has received nearly 800 applications for work and has successfully hired 20 employees. The number of hires continues to grow weekly. NewHire™ has cost the agency about $100 per new employee!!The agency maintains seven neighborhood facilities, each one reflecting the distinct personalities and needs of the neighborhood it serves. Programs offered include early childhood education and daycare; sports, art and after-school programs for school age children and teens; recreational facilities and fitness classes for adults and families; and several summer day camping programs. This agency also maintains an active Web site, including general information, program listings, and job opportunities.
The agency has about 10 open positions at any one time, including professional positions (regional director, financial director, creative director and teachers), administrative support, facilities support (maintenance and janitorial) as well as day camp and sports staff.
Before implementation of NewHire™ the recruitment manager's office was inundated with piles of resumes bundled in giant binder clips, sorted by date and position. Resumes arrived in a steady stream, by email, fax and US mail. Because phone inquires were overwhelming the recruiter did not answer her phone; applicants only got a lengthy voice mail message. A part-time recruiter was hired to assist with the burden of sorting resumes and screening applicants.
The recruitment manager now creates one or two NewHire™ questionnaires each month, asking questions about applicant skills and experience needed for the specific job openings. New, detailed job descriptions for open positions are posted on the agency Web site, with a direct link to the customized online questionnaire. All classified advertising postings for open positions direct applicants to the unique online pre-employment application using a job ID number. (Applicants access the questionnaire by entering the job ID number on the www.New-Hire.com home page.)
The recruitment manager or the supervisor views the applicant information from any computer with Web access, using a user name and password. The manager and the supervisor search the NewHire™ applicant database to find applicants with the needed job skills and work experience. They share data and track applicants' progress through the pre-employment process. Both can make notes in the applicant's record. Resumes are no longer printed out, photocopied, mailed or faxed. Misplaced resumes are no longer a problem.
NewHire™ allows the agency to streamline its recruiting and pre-screening process. Now the recruitment manager's office is a tidy site. All her data is filed and easily accessed online. NewHire™ also allows the agency to track ROI for recruitment and classified ad postings. The part-time recruiter is no longer needed. NewHire™ has provided welcome savings in both time and money.
Case Study #2
In Mid-December 2003, Jan O'Rourke, the President of Common Sense Solutions, (www.cssworks.com) a technology consulting firm, contacted us for help in identifying a Project Manager/IT with entrepreneurial skills. They offered a salary of about $70,000. The CSS goal was to quickly hire an experienced manager who had a strong knowledge base in CRM software and experience consulting.To meet the need for speed Common Sense Solutions decided to use NewHire™ Professional. This service combines the power of NewHire™ with expert professional employment consulting services. In consultation with CSS our staff managed the recruiting and pre-employment process, creating text for the classified ads and a customized Web-based pre-employment application.
Classified ads ran in The Chicago Tribune and CareerBuilder.com on December 21 and 28, 2003. By December 26 there were 24 applicants in the database, and by January 1, 2004 there were 38 applicants.
An employment consultant worked with the President to review applicant data and select the best qualified applicants. Ten applicants were phone screened and 4 interviews were held on December 31, 2003. The President of CSS selected two people for second interviews in January 2004. The new employee was on the job Monday February 2, 2004! The elapsed time from inquiry to start date was less than 6 weeks! The NewHire™ professional cost of $5,000.00 (plus classified advertising) represents a 35% savings over a traditional placement service fee.
Case Study #3
In January 2005, First Choice Logistics, a liquid chemical transportation company headquartered in Markham, IL, contacted us for assistance identifying an experienced dispatcher for their New Castle, DE site. Using NewHire™ Professional, a full service talent acquisition solution, First Choice Logistics was able to recruit, screen, test, interview and hire in 7 weeks.To get the process started the NewHire™ team worked with First Choice Logistics to create a customized pre-employment application and post recruitment advertisements on CareeBuilder.com and craigslist.com. At the end of the first week, 27 applicants had submitted online applications; following four weeks of recruiting 106 people had applied for the position.
First Choice Logistics staff logged into NewHire Candidate Management Software and easily sorted through the applicants using NewHire's search functions.. A NewHire™ talent acquisition specialist worked with the client by telephone and email to select the best qualified candidates to phone screen. NewHire™ conducted 18 phone screenings and recommended six candidates for interviews with First Choice Logistics.
Candidates were interviewed by conference call with the client decision makers located in Markham Illinois, and New Castle, Delaware. The client selected three finalists for face to face interviews. The NewHire™ consultant scheduled those interviews, obtained approval for and conducted background and reference checks and personnel testing. When the client went into the final interviews, he had each candidate's personnel test results, reference checks and background checks. The length of time from the date the job was posted to the date an offer was made was seven weeks!
Hiring for a specialized key employee at a distant location can pose difficulties, but according to First Choice Logistics, NewHire™ "worked especially well for us with the distance involved. The on line applications were easy to follow through, the comment section works well. It was also very helpful to be able to do some of the testing via the internet….Your input was very helpful… I thought your insight was very professional."
Case Study #4
606 Properties used NewHire Professional, our full service recruiting and hiring process, to recruit a receptionist/administrative assistant. The New Office staffing coordinator worked with the office manager at 606 Properties to design a pre-employment application and to post recruitment advertising on CareerBuilder.com, The Chicago Reader, and Craigslist.com. Within days there were 300 applications for work. In total 1100 people applied for this position. Our staffing coordinator handled phone screening and spoke with 24 candidates. We then narrowed the field and recommended 6 people for face-to-face interviews. Here is what the office manager had to say about NewHire Professional:
"I wanted to let you know that I met with … three candidates. All were good, although I do have a preference. I need to meet with John [her boss] about this.
"I also asked all candidates about their experience using the on-line application and their experience with you on the phone interviews. Each had very positive things to say about you and the on-line apps. It's good to get that feedback.
"I found your staff and your system to be really great to work with. I also asked the candidates who came to interview [here about] their NewHire experience…It was all positive. They found the on-line app easy to navigate and … Gordon really put them at ease, helping their phone interview experience."
Case Study #5
The corporate office of TAB used NewHire Candidate Management Software to recruit and hire a receptionist/administrative assistant. TAB started recruiting for this position in early April 2005. They created a NewHire pre-employment application and posted the job opening on www.CareerBuiler.com. A total of 42 candidates applied for the position. Hey selected 18 candidates as qualified, phone interviewed the top 7 and invited three candidates for face to face interviews. Here is what Cheryl Swanson, TAB Vice President, had to say about the software."I have really enjoyed the NewHire tool and I can't wait to start meeting the candidates that have responded.
"I like marking [candidates records with] the 'maybe' and the 'qualified' because that really helped me sort them. I was so pleased to only see 36 [candidates] versus 175 like I had to deal with earlier this year. So that's been pretty neat.
"Just the fact that people are taking the time to go through the questions and go through the web site…is already screening people who are savvy. NewHire automatically gives serious candidates.
"I really like the benefits of the tool and I am eager to see the candidates. We're hoping that we'll complete this process within 30 days… so this has been pretty fun."
Case Study #6
3-Points, LLC provides an "on demand" technology department for small and medium-sized businesses. 3-Points is focused on providing a full array of technology services and support, including computer networks, business software applications, phone systems, and technology support. The 3-Points team functions as an outsource IT department, managing and recommending technology upgrades, installations, and problem-solving while keeping in mind the core competencies of the business and the particular needs of the business owner.In the summer of 2006, 3-Points was faced with fast-paced growth and increased hiring needs. Additionally, 3-Points aimed to lower high turn-over in the mission-crucial Field Technician position. 3-Points was referred to New Office to help address their on-going recruiting and hiring needs.
In July 2006, 3-Points contracted with New Office to hire 10 people in a variety of positions by July 2007 using the NewHire Professional recruitment process. A New Office staffing coordinator worked with management at 3-Points to clarify details of the immediate openings. Open lines of communication and procedures were established between 3-Points and New Office personnel for additional positions that would be filled in the future.
Initial recruiting and hiring focused on the most urgent positions. These included Outside Sales / Account Manager, Inside Sales, and IT Field Technician positions. Recruiting for these positions was launched at the beginning of August 2006. Two candidates had been hired by mid-September and a third by early October. As of January 2007, a total of 7 candidates have been placed at 3-Points, including three IT Field Techs, one Administrative Assistant, one Database Administrator, one Manager of Client Services, and one Inside Sales Person.
Since the initiation of their contract with 3-Points in July 2006, New Office has utilized NewHire Professional and the www.new-hire.com software to collect and evaluate 460 applications for employment across 7 separate NewHire pre-employment applications. New Office staffing coordinators have phone interviewed 90 applicants, and 30 applicants have interviewed face-to-face at 3 Points. The management at 3-Points has contributed to the success of the NewHire Professional process. They actively login to the www.new-hire.com web site and review recent applications, focusing especially on the positions for which they are most urgently hiring. Additionally, key decision makers are regularly available for scheduled candidate interviews. They provide valuable feedback to their New Office staffing coordinator following interviews.
In less then 6 months 3-Points has completed 70% of their expected hiring for the 12 months between July 2006 and July 2007. The strong collaborative working relationship that has developed continues to play an important role in speeding the time-to-hire for additional positions.
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