[IPAC-List] Candidate Reduction Strategies

[keith.poole at phoenix.gov]

Some tips I found from an old report (I think originally authored by Terry 
McKinney):

Changing Recruiting and Testing Strategies Based on Changing Economic 
Conditions:

Major changes in economic conditions generally require us to adjust our 
recruiting and testing strategies.

This report lists various ideas or options that can be considered in times 
of a “tight labor market” (periods of high or increasing unemployment 
rates; more applicants and fewer jobs) and time of a “loose labor market” 
(periods of low or decreasing unemployment rates; fewer applicants and 
more jobs).  These ideas were developed in a “brain storming” manner. 
Since each item may have unintended consequences, they should not 
considered recommendations and need considerable discussion before 
implementation.  Factors that need to be considered include:

•       Potential impact on diversity
•       Customer service implication
•       Headline test/political reality


TIGHT LABOR MARKET (periods of high or increasing unemployment rates; more 
applicants and fewer jobs)

Reduce recruitment periods from the traditional two week to one week or 
shorter.

Have fixed recruitment periods for most of the recruitment periods that 
are traditionally “until selection made” (three or four week).

Close “open until selection made” recruitments after the 2nd batch.

Impose applicant residency requirements (city, Maricopa county or state).

Change verbiage on applicant notices to indicate number of applicants.

Change verbiage on entry-level job announcements to reflect step 1 of the 
range rather than the entire range.

Reduce size (verbiage) and frequency of ads.

Adjust opening dates so the jobs with similar min quals do not open on the 
same date.

Restore written examinations to the more entry-level Resume only 
recruitments.

For questionnaire recruitments (clusters), require applicants to complete 
the questionnaire in a group setting.

Take a more literal view of the MQs as listed on the job specification 
when screening applications.

Limit/reduce participation at job fairs.

LOOSE LABOR MARKET (periods of low or decreasing unemployment rates; fewer 
applicants and more jobs)

Keep recruitments open for at least two weeks.

Use more USM recruitments.

Increase size, frequency, and verbiage in print media.

List recruitments in general employment WWW sites.

Take a very broad view of MQs.

Aggressive advertising.

Increase attendance at job fairs.

More public affairs events.

Keith Poole
Human Resources Supervisor
City of Phoenix HR Department
135 N 2nd Ave
Phoenix, AZ  85003
Phone: (602) 262-7140
Fax: (602) 495-5498
Email:  keith.poole at phoenix.gov