Overview

Careful recruitment planning and execution helps managers hire individuals who are well matched for positions. Excellent employee/job matches result in new employees who help organizations achieve their goals and get satisfaction from their work. One of a manager’s greatest challenges is managing teams. It is highly unlikely that managers can manage effectively without hiring effectively. In other words it’s worth it for hiring managers to manage each search carefully.

In today’s workplace, managers are usually juggling competing responsibilities and priorities. It may seem too time-consuming to conduct a search. However, when a poor hiring decision is made, managers spend a great deal of energy and effort to start the recruitment initiative all over again.

Turnover costs for departments can be very expensive. “If you make a mistake in hiring, and you recognize and rectify the mistake within six months, the cost of replacing that employee is two and one-half times the person’s annual salary,” notes Dr. Pierre Mornell in 45 Effective Ways of Hiring Smart.

It is not easy to precisely quantify the total turnover cost for replacing an employee. Some expenses are more obvious and easier to measure than others: for example, the price of an advertisement in a newspaper or the salary paid to a temporary employee. Other expenses are not so easy to determine. For example, the interview process entails a loss of time on the part of the interviewers.

Turnover costs can usually be divided into four categories: separation, replacement, training and productivity. Separation costs may include deactivating or changing systems/facilities access or arranging COBRA benefits. Replacement costs may include advertising, hiring temporary staff, and retaining search firms. Training costs may include time and effort from supervisors, co-workers and training staff. Productivity costs are often hard to quantify, but include morale problems, customer dissatisfaction, lower production, increased error rates, and effects on the department’s reputation.

The Hiring Department’s Role in the Recruitment Process

The hiring department’s role, with the support of local Human Resources staff when applicable, is to manage the search by following the procedures outlined in this guide and to collaborate with Human Resources as needed.

Hiring department responsibilities include:

drafting job postings and advertising text;
proposing placement location for advertisements, when applicable;
ensuring that all applicants apply through the JAC (Jobs At Columbia) System;
reviewing the applications and other documents to screen for the best qualified applicants;
interviewing applicants;
conducting reference checks;
ensuring that selectees meet the minimum job requirements as posted on the job posting;
obtaining clearances when required, making job offers, thoroughly completing hiring documentation and new hire paperwork;
ensuring that I-9 forms are completed within 72 hours of the hire date;
providing job/department specific orientation and training; and
scheduling the new hire to attend central HR new employee orientation.

The Role of Human Resources (HR) in the Recruitment Process

Human Resources Client Services, or Human Resources Managers at the Medical Center
and Harlem Hospital will:

review and approve job posting text and qualifying questions
provide guidance on using the JAC (Jobs at Columbia) System
provide assistance as needed throughout the hiring process; and
verify that selectees in all grades meet the minimum posted job requirements.