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A leading university’s HR department sets in motion a plan to improve the hiring process

Guest post by Jann Gillingham, Higher Education Industry Specialist, SkillSurvey

Earlier this year Clemson University was featured in the College and University Personnel Association for Human Resources (CUPA-HR) Workplace Magazine. Clemson University had found itself dealing with several hiring challenges…

  • a long, complicated hiring process
  • under-informed search committees, and
  • little to no sourcing of passive candidates

So Human Resources took the lead on rethinking how the university hired. Read the full article starting on page 38, Retooling the Hiring Process at Clemson University.

Hear Clemson’s success story first-hand on LinkedIn.

Join Josh Brown, Talent Acquisition Manager at Clemson, for a complimentary webinar sponsored by LinkedIn. Josh will share Clemson’s journey of recognizing, confronting, and finding creative ways to overcome challenges around sourcing, assessing, and hiring talent. Watch webinar recording.

Going lean to reduce a long hiring process

The article highlights key strategies that Clemson initiated starting with a partnership with the university’s Lean Office. An analysis showed the team where there were redundant steps in the hiring process and also pointed to the need to build a new online hiring system.

“The online hiring system has reduced the number of steps in the hiring process from 37 to 19; reduced the number of approvals needed pre-hire from 11 to no more than seven; and reduced the time between job opening and job posting from 12 (or more) business days to an average of less than three days.” says Josh Brown, Clemson’s Talent Acquisition Manager, who is quoted in the article.

Brown also states, Clemson has reduced time-to-hire by 13 weeks and by deploying online reference checking, the team spends 90 percent less time checking references with an average time to complete them being online 1.6 days with an average of 4.6 references responding.

More informed and compliant search committees

Other key improvements the article highlights include providing search committees with informational binders with standardized interview questions for the position and benchmarks and requirements for the search process. This helps search committees be more informed and compliant.

Social recruiting

The hiring team has also completely changed how it finds and engages with new passive candidates tapping into references as potential candidates and using LinkedIn Recruiter to keep them engaged.

Learn more about these strategies first-hand during the webinar presented by LinkedIn.

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