Job postings can result in hundreds of applicants during this economic downturn. Here is a way to reduce the time and costs of hiring, and find the very best person for the job.


H 36 Leadership


istorically, education employees have been hired after a process that consists of these steps: determining the need for a position, posting the vacancy, paper- screening applications, an interview with a panel or


committee, background check, reference calling, and finally the selection of a candidate. This is a very time-consuming and costly process. The current economic downturn means hundreds of workers


apply for each job posting. As the director of human resources at a large county office of education, I believed there had to be an effec- tive way to reduce the applicant pool to a reasonable number. My challenge was twofold: identify the candidate who would best fill the position and reduce the cost to my department for the many hours involved in the process of screening and interviewing many candi- dates. In reviewing the applications during our paper-screening process,


I noted they all met the minimum qualifications. Further, since our office uses the ED-JOIN On-line Application System, the application is standardized, with the only differences appearing within the at-


By Karen DePrater


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