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Nov. 2, 2006 • Volume 15 Number 5

HR Streamlines Hiring, Recruiting Procedures

A series of recently implemented, technology-driven Human Resources initiatives has streamlined the process of creating jobs at the University, hiring new employees and getting them started in their new roles.

In addition, these initiatives help provide more information on job applicants to BC hiring managers, improve recruitment efforts for AHANA employees and simplify the hiring 0 process for student workers and post-doctoral researchers.

"We have improved these work flow processes to reduce the amount of time and effort required to complete so many necessary HR tasks," said Associate Vice President for Human Resources Robert Lewis.

"It is our hope that these projects will be an immediate benefit to Boston College and those who are seeking employment here."

Lewis added that the new measures, developed through recommendations from the University's strategic planning initiative and Human Resources' self-review, have been well received.

Discussing these changes, Lewis cited the procedure for creating a new position in a department or office, a process that in the past took up to two weeks to complete. Using a form created through the PeopleSoft system - an integrated set of applications BC uses to manage human resources, budgetary and administrative functions - hiring administrators can now complete the process in as little as a day.

"This also affords the hiring manager the ability to know exactly what the status of the request might be and where it is in the process," said Lewis. "It is very helpful in ensuring that there are no bottlenecks in the approval process."

Lewis said the changes would also be a boon for hiring student workers and post-doctoral researchers, cutting the process to a single day.

Another new initiative expands the opportunities for applicants to provide valuable demographic information, which in tandem with the reorganization of the BC's "eRecruit" process gives managers more information about potential employees.

Managers also now have a new utilization tool that provides statistics on various ethnic and racial groups within the applicant pool, aiding the University's goals for strengthening diversity.

"Managers will know which candidates are AHANA and will have statistics that will show if those candidates are appropriately represented in the workplace," said Lewis. "If they are not, then we will have to work harder to attract more diverse applicants."

A new project called "The New Employee Checklist" is designed to make a candidate's first day on the job as positive and productive as possible, Lewis says. The program uses the Human Resources Web site and PeopleSoft system to notify various departments of a new hire and specify the resources needed to get him or her started.

"For example, you need to be sure they have network access, furniture, a telephone - you might be surprised that there's so much that goes in to it," said Lewis. "This checklist will give the hiring manager a to-do list and a contact list."

Another HR project shortens the time it takes for new employees to gain their personal identification numbers (PINs) and passwords, which are critical for network access and the BC e-mail system. Employees log into the Agora system, access their e-mail account and complete the new hire paperwork prior to their first day of work.

"This offers the ability for new hires to be ready to hit the ground running on their first day of work," said Lewis.

Human Resources also is preparing to switch to an upgraded version of PeopleSoft that will offer even more capabilities in the future, Lewis said. - Stephen Gawlik

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