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<blockquote data-quote="Ricochet1a" data-source="post: 1160082" data-attributes="member: 22880"><p>Two, three years ago, Express tried to use temporary employment agencies to do the screening and candidate selection. It failed miserably. The temp agencies placed THEIR chosen candidates at the front of the line and most of them were either druggies or had significant misdemeanor involvements. There were other issues with these agencies just plain not able to get candidates with the capability to both pass the background check required by Express AND be willing to do the job at the pay being offered.</p><p></p><p></p><p></p><p>This is frowned upon. It opens up Express to potential litigation for a variety of issues, primarily gender and race discrimination. This is one of the reasons why HR does all the screening and the hiring manager's first contact with the applicant is the interview. </p><p></p><p></p><p></p><p>The score ranking becomes a non-issue with handler positions (the position for which the OP is asking about). For off the street hires for Customer Service Agents and Couriers, the rank ordering does play a significant role if there are more applicants which 'pass' the interview than there are openings at the location. There was a poster a few weeks ago which was hired off the street which had a CDL in hand which may have played a role in his selection, but the criteria for selection for customer contact positions are more personality and temperament oriented than oriented towards specific skills possessed by an applicant.</p><p></p><p>For handlers, the issue is essentially 'pass-fail'. The turnover rate is so high, that a candidate that 'passes' the interview will eventually be offered a position. Too much is expended by Express in the process of screening up to that point, to just turn away the applicants who aren't chosen. If there are 3 hander openings and after all the screening and interviews, 5 are given a 'pass', three will be offered a job and the other two will be held by HR pending the inevitable openings. It is difficult enough for Express to get applicants that can get to the point to get a pass in the interview, to just turn them down because the hiring manager may have preferred someone else - that applicant who gets a pass on the interview, will eventually be offered a job. So the process for handlers is essentially a 'pass-fail' proposition. </p><p></p><p>The manager who interviews an applicant and gives that applicant a pass (for handler positions), knows that sooner or later they will be seeing that individual in their workgroup if that person hasn't found another job. There are considerations OTHER than the hiring manger's assessment. There are race and gender issues which HR will assess. Express is big on diversity and will make hiring decisions if HR believes that a particular favored group is underrepresented. A female candidate which receives a pass in the interview for a hander position will most certainly be offered a position ASAP. </p><p></p><p></p><p></p><p>For customer contact positions, yes, the interview is the deciding factor. The OP is referencing a handler position. All applicants who pass the interview will eventually be offered a job, all depends on turnover at the location. </p><p></p><p>There may be 20 applicants for a non-hander position. In most instances, after all the background and drug screening, then the interview process, the hiring manager may end up with two applicants to choose between. The non-chosen applicant (assuming they pass the interview), is usually offered a position within a couple of months (HR doesn't bother to start the screening process over if a position is to be filled). I believe the time frame is 90 days (the time is determined by the need to open a JCATS listing for the position for internal moves). </p><p></p><p>If an applicant goes through the interview and ISN'T offered a job, they either bombed the interview or more than 90 days has passed - which means the whole process starts again for HR. In this case, if an off-the-street hire is to be utilized, applicants who were interviewed and passed in the 'initial round' are re-interviewed - Express has already paid the expense to check them out. I've known a few off-the-street hires for customer contact positions who were turned down for a position (but passed the interview) and were subsequently offered a job after another round of interviewing (more than 90 days after the initial opening). </p><p></p><p></p><p></p><p>And when the eventual handler opening occurs, the applicant is pulled out of the 'pool' and given a job offer.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 1160082, member: 22880"] Two, three years ago, Express tried to use temporary employment agencies to do the screening and candidate selection. It failed miserably. The temp agencies placed THEIR chosen candidates at the front of the line and most of them were either druggies or had significant misdemeanor involvements. There were other issues with these agencies just plain not able to get candidates with the capability to both pass the background check required by Express AND be willing to do the job at the pay being offered. This is frowned upon. It opens up Express to potential litigation for a variety of issues, primarily gender and race discrimination. This is one of the reasons why HR does all the screening and the hiring manager's first contact with the applicant is the interview. The score ranking becomes a non-issue with handler positions (the position for which the OP is asking about). For off the street hires for Customer Service Agents and Couriers, the rank ordering does play a significant role if there are more applicants which 'pass' the interview than there are openings at the location. There was a poster a few weeks ago which was hired off the street which had a CDL in hand which may have played a role in his selection, but the criteria for selection for customer contact positions are more personality and temperament oriented than oriented towards specific skills possessed by an applicant. For handlers, the issue is essentially 'pass-fail'. The turnover rate is so high, that a candidate that 'passes' the interview will eventually be offered a position. Too much is expended by Express in the process of screening up to that point, to just turn away the applicants who aren't chosen. If there are 3 hander openings and after all the screening and interviews, 5 are given a 'pass', three will be offered a job and the other two will be held by HR pending the inevitable openings. It is difficult enough for Express to get applicants that can get to the point to get a pass in the interview, to just turn them down because the hiring manager may have preferred someone else - that applicant who gets a pass on the interview, will eventually be offered a job. So the process for handlers is essentially a 'pass-fail' proposition. The manager who interviews an applicant and gives that applicant a pass (for handler positions), knows that sooner or later they will be seeing that individual in their workgroup if that person hasn't found another job. There are considerations OTHER than the hiring manger's assessment. There are race and gender issues which HR will assess. Express is big on diversity and will make hiring decisions if HR believes that a particular favored group is underrepresented. A female candidate which receives a pass in the interview for a hander position will most certainly be offered a position ASAP. For customer contact positions, yes, the interview is the deciding factor. The OP is referencing a handler position. All applicants who pass the interview will eventually be offered a job, all depends on turnover at the location. There may be 20 applicants for a non-hander position. In most instances, after all the background and drug screening, then the interview process, the hiring manager may end up with two applicants to choose between. The non-chosen applicant (assuming they pass the interview), is usually offered a position within a couple of months (HR doesn't bother to start the screening process over if a position is to be filled). I believe the time frame is 90 days (the time is determined by the need to open a JCATS listing for the position for internal moves). If an applicant goes through the interview and ISN'T offered a job, they either bombed the interview or more than 90 days has passed - which means the whole process starts again for HR. In this case, if an off-the-street hire is to be utilized, applicants who were interviewed and passed in the 'initial round' are re-interviewed - Express has already paid the expense to check them out. I've known a few off-the-street hires for customer contact positions who were turned down for a position (but passed the interview) and were subsequently offered a job after another round of interviewing (more than 90 days after the initial opening). And when the eventual handler opening occurs, the applicant is pulled out of the 'pool' and given a job offer. [/QUOTE]
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