| Topic Name: |
Would YOU have an HR dept.? |
| Message Name: |
I'd keep them for benefits, get out of hiring |
| Date Posted: |
08/16/2002 |
| Message: |
What makes you think that you need to screen unsolicited resumes which are for no particular position, from people who can't find anyone but HR to address there bulk mail resume to?
HR can be useful in that people can refer those they don't want to deal with over to HR, who can do the ignoring for them.
Anything which requires a bit of effort on the applicant's part, beyond sending a resume, works well. I've been a volunteer interviewer for my old college, interviewing prospective students. That college interviews everyone who is willing to come for an in person interview and says they are seriously considering attending. However, there's a catch. You can't get into the college without going to that interview and filling out a long application which has different essay questions than other schools. The several days it takes to fill out the application well and do the interview keep most people from doing it frivolously.
It wouldn't take much to get to the serious applicants. If you have them do anything original which they can't easily look up or copy from a prior application, you get rid of most of the people who are sending resumes to everyone. For example, if you are hiring someone in investor relations, describe a corporate event and let them write a press release. You will get a nice sample of the work of some of the better applicants. You will also have far fewer resumes to review.
This approach is not usually used unless people who really understand the job come up with the problem to solve or essay to write. HR people don't usually think that way.
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