CWC wants to lower costs of employee recruitmentMar 28, 2013 By Katie Roenigk, Staff Writer
Reducing airline travel expense is one of the college's priorities.
More than 60 percent of the money Central Wyoming College spends on employee recruitment goes toward travel costs, and officials say they want to see that number lowered.
"Air fare is killing us," executive director of human resources Jennifer Rey said last week during a report to the CWC Board of Trustees. "We will be looking at additional ways to be more cost effective in our recruitment efforts."
She has limited on-site visits to three applicants for each open position, and Rey said she has encouraged the use of Skype for interviews with people who live outside of the state.
Trustee Roger Gose asked whether Skype has been useful, and Rey said the video conferencing tool is a good alternative "as long as the technology works." She added that the college hasn't used the program enough yet to accurately gauge its effectiveness.
"We're sort of using it as a pre-screening tool," she said. "Before you bring people on campus you want to do a Skype interview to narrow the pool down further."
According to her report, the remaining 39 percent of recruitment funding is spent on advertising and job postings.
Rey said the college conducted 31 employee searches during fiscal year 2012, filling six faculty positions, 10 classified positions and 15 professional positions. She said CWC received more than 500 applications during the same year and conducted 78 on-site interviews.
"The average number of days a search was open was 87 -- this remains an area of focus for improvement," Rey said. "However, this average is influenced by a few searches for faculty and professional positions which had to be extended due to a limited applicant pool."
Rey said her department also has been working to develop an electronic application process in an effort to improve efficiencies in the areas of recruitment and hiring. During fiscal year 2012, CWC hired 420 individuals to full-time, part-time, temporary, student, community education or adjunct instructor positions.
"This level of hiring, using a mostly manual and paper-driven hiring process, strains staffing and creates period time burdens," Rey said.
Currently, she said, fewer than 30 percent of applicants submit their information electronically.
"Only full-time benefited and student positions use the online recruitment application system on a routine basis," Rey said in her report. "(This) upgrade will allow us to bring all application and recruitment processes online, including certain components of our search committee process."