Comments are closed. A Web-based recruitment strategy developed by Woolworths plc in partnershipwith ChangeWork Now is potentially reducing the high street retailing giant’sdirect hiring costs by up to 70 per cent, dramatically lowering hiring leadtimes and improving the all-round effectiveness of the recruitment process.Candidates fill in short criteria-based questionnaires about past experienceand qualifications. Details are fed into a supporting candidate managementsystem which allows Woolworth’s resourcing team to see at-a-glance thecandidates whose knowledge, experience and values most closely match theirrequirements. Iain Lewis, UK resourcing manager for Woolworths shares hisexperiences. PT What was your motivation for introducing the online applicationprocess? IL To provide potential candidates with the facility to apply online.This was important because we didn’t want candidates to feel that they couldn’tapply online to Woolworths while they could apply in this way to otherorganisations. So it was really an issue of competitiveness. Also we knew therewere a growing number of candidates who would prefer to apply online and wewanted to be able to meet their needs. The other motivation was that we needed a tool or process through which wecould quickly, consistently and effectively screen large volumes of candidates.Recruiting for store management results in large numbers of applicants. Forexample in January this year we had 2,500 CVs landing on our desk. We arecertain that we lost some good candidates purely due to the length of time ittook us to review their details. PT What were the main difficulties implementing the system? IL The implementation went very well with only one hiccup which meantmoving the implementation date back about 10 days. ChangeWork Now, whichdeveloped the process, ensured that all issues were identified and resolvedquickly and effectively. PT Are you reaping the benefits? IL Definitely. We now have an effective database, which we can use toquickly identify candidates for specific vacancies. We have never been able todo this. We have examples of candidates being offered a role of store orassistant manager within three days of making an application. Previously, wemay not even have received the application within three days, let alone beenable to look at it. The online application process is also helping to screen out more of theunsuitable candidates than with previous processes so we are spending less timelooking at unsuitable CVs. Overall, the benefits of the system have helped us move towards becoming an”internal recruitment consultancy” faster than we thought possible.And this means being able to respond to our internal customers reallyeffectively and quickly with the right quantity and quality of candidates. Weare running a campaign at the moment for a “hard to fill” positionand we feel more proactive and in control. It has speeded recruitment up. We are also getting less unsuitablecandidates. Their details are also at our fingertips so if they call withqueries or questions we can immediately respond. And as it fits in with ourexisting process we didn’t have to change anything to make it work. PT What advice would you offer for someone embarking on a similarventure? IL Prepare to challenge your own assumptions of what you recruit, whyyou recruit and how you recruit. We had a view that candidates needed to have Alevels and that education was one of the most important criteria. Challenged tothink hard about it, we realised experience is more important. We also had aninteresting discussion about the order of questions, and we now ask how muchretail experience people have. Our feedback also shows this makes candidatesfeel their experience is more valued. Identify an organisation that has previously produced a tool that you wantand have some real experiences. Finally, get as much buy-in from all the relevant parts of yourorganisation: your customers; IT, Web designers, and HR colleagues. We held anumber of internal meetings at the early stage of the project and that wasessential. We also involved a wide spectrum of users including currentjob-holders to help us determine the criteria. PT Do you have plans to extend your online recruitment strategy? IL Yes. We are considering online application processes for both ourGraduate Programme and our Fast Track Management Scheme. www.changeworknow.co.uk Woolworths cuts costs of hiring staff via WebOn 2 Oct 2001 in Personnel Today Previous Article Next Article Related posts:No related photos.
The Nordenskjöld Formation (?Oxfordian-Berriasian age) is exposed on the east coast of the Antarctic Peninsula, where it consists of interbedded ash layers and biosiliceous mudstones which accumulated under anaerobic to dysaerobic bottom waters. The mudstones were deposited by pelagic settling and the ash layers by pelagic settling from suspension or as fallout from subaerial eruption columns. The lower part of the succession accumulated in a basinal setting under anaerobic bottom waters and is characterized by parallel bedding. Mudstones deposited in this setting preserve abundant zooplankton faecel pellets. Compaction of these pellets has given rise to a bedding parallel fissility. The upper part of the succession accumulated under dysaerobic bottom waters in a slope setting. The sequence is wavy bedded and contains abundant evidence of post-depositional sediment instability and resedimentation, much of which was caused by tectonic activity. Discrete slide masses are absent from the slope sequence and it appears that slope processes were dominated by creep. Examination of the mudstones shows that as levels of dissolved oxygen in bottom waters increase, pelleted mudstones give way to structureless mudstones before visible bioturbation is noted.
EEO Statement FLSAExempt Preferred Education/Training/Experience Mid Point Salary RangeTBD Ability to develop Radiography courses and curricula andeffectively teach Radiography coursesProficient in curriculum design, evaluation, instruction, programadministration, and academic advisingWorking knowledge of the Joint Review Committee in RadiologicTechnology ( JRCERT ), American Registry of Radiologic Technologies( ARRT ) and Texas Higher Education Coordinating Boardstandards Job Duties Maximum Salary Range -Prepare, develop, revise curriculum and course work. Meet classesas scheduled. Complete paperwork/tests and issue student grades asscheduled. Maintain office hours for student consultation-Establish an advisory board-Responsible for development of all aspects of the program,including the organization, administration, continuous review,planning, development, and general effectiveness of theprogram-Responsible for organization, administration, continuous review,planning, development, and general effectiveness of clinicalexperiences for students enrolled in the Radiography program-Overseeing ongoing program accreditation and assessmentprocesses-Participating in budget planning-Participating in didactic and/or clinical instruction, asappropriate-Maintaining current knowledge of the professional discipline andeducation methodologies through continuing professionaldevelopment-Assuming the leadership role in the continued development of theprogram-This position will initially report to the Director of ProgramDevelopment and is responsible for performing tasks and assignmentsgiven by the Director. Other duties as appropriate to theposition Documents Needed to ApplyRequired DocumentsResumeCover LetterTranscripts (1 of 3)Optional Documents The Allied Health Department is seeking a full time temporaryRadiography program coordinator who will be responsible fordeveloping curricula and coursework for our new RadiographyAssociate Degree program and once active, possibly providinginstruction within the Radiography and allied programs asqualified. In addition, the coordinator will be responsible forproviding scheduled office hours for student consultation, serve onCollege committees as needed and assigned, and participating instudent orientated instructional and advisement activities asneeded and assigned. Employment StatusTemporary Physical Requirements Doctorate degree in Radiologic Science or related area. Threeyears’ teaching experience in Radiography courses at a community ortwo-year collegePrevious experience in Radiography program development Positions in this class typically require: reaching, standing,fingering, grasping, talking, hearing, and seeing. Sedentary Work:Exerting up to 10 pounds of force occasionally and/or a negligibleamount of force frequently or constantly to lift, carry, push, pullor otherwise move objects, including the human body. Sedentary workinvolves sitting most of the time. Jobs are sedentary if walkingand standing are required only occasionally and all other sedentarycriteria are met.The employee frequently is required to sit. The employee isoccasionally required to stand, walk; use hands to finger, handle,or feel objects, tools, or controls; reach with hands and arms;climb or balance; and stoop, kneel, crouch, or crawl. The employeemust occasionally lift and/or move up to 45 pounds.Specific vision abilities required by this job include closevision, distance vision, color vision, peripheral vision, depthperception, and the ability to adjust focus. Licensing/Certification Requirements Preferred Knowledge & Skills Multi-modality certification, i.e.: Computed Tomography (CT),Magnetic Resonance Imaging ( MRI ), Sonography (US), InterventionalRadiography (IR)Experience in the JRCERT accreditation or re-accreditationprocessKnowledge of online and/or hybrid teaching formatsExperience using simulation aids for laboratory experience Contract LengthN/A Position TitleRadiography Program Coordinator Position TypeFaculty Position Details Posting Open Date12/09/2020 Posting NumberF139P Supplemental QuestionsRequired fields are indicated with an asterisk (*). Candidates that are eligible applyInternal/External Posting Close Date Master’s degree with 18 hours in a specialized fieldDocumented three years’ clinical experience in the professionaldisciplineDocumented two years’ experience as an instructor in a JRCERT-accredited program Minimum Education/Training/Experience Class Summary Special Instructions to Applicant * Do you have at least a Master’s degree with 18 hours in aspecialized field, three years’ clinical experience in theprofessional discipline, and at least two years’ experience as aninstructor in a JRCERT-accredited program?YesNo Quick Link for Direct Access to Postinghttps://jobs.com.edu/postings/2359 Open Until Filled College of the Mainland is an affirmative action/equal opportunityinstitution and does not discriminate on the basis of race, color,sex, age, national origin, religion, disability or veteranstatus.College of the Mainland does not discriminate on the basis ofdisability in the recruitment and admission of students, therecruitment and employment of faculty and staff, and the operationof its programs and activities, as specified by federal laws andregulations within Section 504 of the Rehabilitation Act of 1973and the Americans with Disabilities Act of 1990 and 1992. Current American Registry of Radiologic Technologists ( ARRT )certification and registration, or equivalent, inradiography. Minimum Salary RangeTBD Minimum Knowledge & Skills Position FundingRegular