Human Resources Assessing New Strategy

Human Resources Assessing New Strategy

By Reid Oslin
Staff Writer

Human Resources administrators say they are encouraged by the results of several "open house" on-campus recruitment programs and predict that this proactive hiring strategy could be successful for other departments seeking to fill vacant personnel slots.

Human Resources Employment Manager Anita Ulloa said the Center for Corporate Community Relations' April 11 open house drew some 56 interested applicants for the Center's 10 current and anticipated vacant staff positions. A number of those candidates were interviewed by CCCR managers and are being considered for possible employment offers, Ulloa said.

Dining Services, Information Technology and Human Resources have been running similar open house programs for the last four years, Ulloa said, and with similar success.

The on-campus recruiting approach is a tactic designed to make qualified applicants directly aware of the advantages of working at an institution such as Boston College, especially in light of the competitive hiring market that currently exists in eastern Massachusetts, according to Ulloa.

This competition, Ulloa said, "has forced Human Resources and the individual departments to take a look at how we market our positions. In this case, CCCR needed a different type of event to attract strong candidates for the grant-funded vacancies.

"When people come out to Boston College they can see for themselves how attractive a place it is in which to work," Ulloa said. "More importantly, it gives the candidates a chance to meet our people and find out just how friendly we are and see for themselves how our organization works."

CCCR Operations Director David Abdow said that visitors to the open house were informally briefed on the center's projects and goals and then invited to attend breakout sessions in each of the CCCR's functional areas.

"We were able to present an opportunity for people to find out if BC would be a good fit for them," he said, "and we were able to do it without making people commit to applying or interviewing before learning more about us."

Ulloa said that the on-campus approach to recruiting could far outweigh more broad-based hiring strategies, such as job fairs, where few attendees may be interested in a specific organization's field of work.  

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