Recruitment: The Candidate Opt-out

first_imgRecruitment: The Candidate Opt-outShared from missc on 14 Apr 2015 in Personnel Today Previous Article Next Article Read full article Comments are closed.center_img Anyone who has spent a reasonable amount of time in the HR/recruiting industry invariably will have been on the wrong end of candidate opting out of an application process. There are of course a multitude of reasons why this might happen, a lot of which are outside of our control, but sadly in a large amount of cases, accountability rests on the shoulders of the agent/HR pro and in a lot of cases this can have significant ramifications. For example, in agency-land the client can quickly lose faith in an agent’s ability to close the recruitment loop. In internal talent acquisition you will be held accountable for the cost associated with the time spent resulting in a no-hire etc. Not to mention the pounding your reputation could take from the candidate or client perspective if it a regular occurrence. Sadly in HR and recruitment the candidate opt-out is an evil that will always play a part in our role but if we ensure adequate focus on the quality of our communication and efficiency of our processes, the risk will be largely minimized. It’s not rocket science by any means, but it’s good to not lose sight of the basics as our experience grows.Clarity is King: Grey areas are the mortal enemy of any recruiter. When talking to a candidate, the more details that go undiscussed or the more inaccurate the information you give the applicant, the higher the no-hire’o’meter will rise. When talking to a candidate, if you get the impression that any details you’ve divulged about the remit, remuneration package, location or pertinent skills managed to raise the candidate’s eyebrows and perhaps caused un-easiness, DRILL DOWN!. Don’t be happy with getting a half-hearted approval to flick a CV to a client/hiring manager. Ultimately all you will be doing is facilitating the beginning of a fact finding mission for the candidate (which they will opt out of as soon as any facts they don’t like arise) as opposed to offering up all the facts and ascertaining that they are your/clients next superstar. Yes, your CV submittal rate will be higher but your conversion rate will stink.Recruit in a timely manner, without lacking substance. Anyone who has read my previous blog post (Why the long……process) will know my thoughts on drawn out, lengthy recruitment processes. IMO, if a recruiter or HR pro must ask a candidate to go through a 6 stage process in order for them to ascertain suitability, or if they lack the ability to consult properly with their clients/hiring managers around why this is not needed, then there is some serious training required. Personally, I’m a fan of a robust phone screening process followed by a panel interview or a well put together 2 stage interview process. Keeping in mind the candidate experience, neither option would be arduous but will give more than adequate time to ensure a full screening process.As I said, by no means rocket science but I’d suggest just keeping these two things in mind will largely contribute to overall recruitment success rate and conversion ratios. Related posts:No related photos.last_img read more

Assistant Professor – Computer Science

first_imgThe department’s faculty members are expected to teach,supervise, and advise students in both the undergraduate andgraduate programs, and to establish a successful research programrelated to his/her field of interest.Candidate will participate in shared governance, usually indepartment, college, and university committees and other serviceassignments.Candidate must demonstrate awareness and experienceunderstanding the needs of a student population of great diversity– in age, cultural background, ethnicity, primary language andacademic preparation – through inclusive course materials, teachingstrategies, and advisement. letter of interestcurriculum vitaestatement of teaching interests/philosophyresearch plansdiversity statementthree references with contact information Department SummaryThe Department of Computer Science offers BS and MS in ComputerScience. We also offer MS in Data Science (jointly with Dept. ofMath/Stat), MS in Bioinformatics, and BS in Software Engineering(jointly with Dept. of Computer Engineering). http://www.sjsu.edu/cs/Required QualificationsThe Department of Computer Science at San José State Universityinvites applications for an Assistant Professor, tenure-trackposition. We are a team of dedicated teacher-scholars recognizedfor our commitment to excellent teaching, to engaging students inresearch projects, and to promoting diversity, equity, andinclusion in Computer Science and in STEM disciplines morebroadly.Applicants must have earned their Ph.D. in Computer Science or aclosely related field and have demonstrated excellence in teachingand scholarship.We highly value experience with and commitment to service insupport of diversity, equity, and inclusion in Computer Scienceand/or STEM in general. Therefore, we strongly encourageapplications from candidates who have a record of such activities,whether or not this service was formally required by previouspositions.Applicants should demonstrate an awareness of and sensitivity tothe educational goals of a multicultural population as might havebeen gained in cross-cultural study, training, teaching and othercomparable experience.Preferred QualificationsPreference will be given to candidates with teaching, research,and/or industry experience in the following areas: DataVisualization, Computer Science Education, Data Science, MachineLearning, Artificial Intelligence, and related areas.Responsibilities Compensation – Commensurate with qualifications andexperience. See Benefits Summary for details.Starting Date- August 2021Eligibility – Employment is contingent upon proof ofeligibility to work in the United States.Application ProcedureClick Apply Now to complete the SJSU Online Employment Applicationand attach the following documents: For full consideration apply by November 30, 2020, thoughapplications will be considered until position is filled.Inquires may be directed to: Melody Moh, Professor and ChairMelody.Moh “AT” SJSU.EDU Subject: RecruitmentThe UniversitySan José StateUniversity enrolls over 35,700 students, a significantpercentage of whom are members of minority groups. As such, thisposition is for scholars interested in a career at a nationalleader in graduating URM students. SJSU is a Hispanic ServingInstitution (HSI) and Asian American and Native American PacificIslander (AANAPISI) Serving Institution; 40% of our students arefirst-generation, and 38% are Pell-qualified. The university iscurrently ranked third nationally in increasing student upwardmobility. The University is committed to increasing the diversityof its faculty so our disciplines, students, and the community canbenefit from multiple ethnic and gender perspectives.San José State University is California’s oldest institution ofpublic higher learning. Located in downtown San José (Pop.1,000,000) in the heart of Silicon Valley, SJSU is part of one ofthe most innovative regions in the world. As Silicon Valley’spublic university, SJSU combines dynamic teaching, research, anduniversity-industry experiences to prepare students to address thebiggest problems facing society. SJSU is a member of the 23-campusCalifornia State University (CSU) system.Equal Employment StatementSan José State University is an Affirmative Action/EqualOpportunity Employer. We consider qualified applicants foremployment without regard to race, color, religion, nationalorigin, age, gender, gender identity/expression, sexualorientation, genetic information, medical condition, maritalstatus, veteran status, or disability. This policy applies to allSan José State University students, faculty, and staff as well asUniversity programs and activities. Reasonable accommodations aremade for applicants with disabilities who self-disclose. Note thatall San José State University employees are considered mandatedreporters under the California Child Abuse and Neglect ReportingAct and are required to comply with the requirements set forth inCSU Executive Order 1083 as a condition of employment.Additional InformationA background check (including a criminal records check) must becompleted satisfactorily before any candidate can be offered aposition with the CSU. Failure to satisfactorily complete thebackground check may affect the application status of applicants orcontinued employment of current CSU employees who apply for theposition.Advertised: October 19, 2020 (9:00 AM) Pacific DaylightTimeApplications close:last_img read more