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Human Resource Services Named "Biggest User" of Recruiting Technology

HR award

Members of Harvard College Library Human Resource Services gather to celebrate being named a "Biggest User" of technology
in the recruiting process. From left, Roxana Breckner, Human Resource Assistant; Richard Fay, Employment Specialist; Diane Cox, HRIS Manager; Abbey McGuire, Staff Assistant; Lisa Plosker, Human Resource Consultant; Anna Anctil, Senior Human Resource
Consultant. Seated, Valerie Sacchetti, Staff Assistant.

March 3, 2009 - Harvard College Library Human Resource Services last month was named a "Biggest User" in recognition of the office's extensive use of technology to aid in the recruitment process.

The award, sponsored by the Harvard University Office of Human Resources (OHR), recognized the HCL department as one of four human resource offices university-wide that showed the largest increase in technology use on a quarterly basis.

Launched in October 2008, the Biggest User initiative encourages human resources offices throughout the university to make use of the vast pools of data available to them through hiring software such as HIRES and PeopleSoft. The goal, Patrick McBride, director of OHR Employment Services said, is ultimately to create a human resource system that uses data to inform the recruitment process.

"This award recognizes the team effort of HRS staff responsible for the recruitment process, and their commitment to the labor-intensive work of tracking data on the hundreds of candidates who apply for jobs at the college library," said Anna Anctil, Senior Human Resource Consultant at HCL. Special credit goes to Human Resource Consultant Lisa Plosker, Human Resources Coordinator Abbey McGuire and Employment Specialist Richard Fay.

At HCL the recruitment data has proven invaluable said Anctil.  It allows HR to track: the percentage of jobs on hold; the average days a unit took to fill exempt and non-exempt searches; the average number of minority applicants; the average percentage of minorities hired; the number of recruitment sources identified; the percentage of internal candidates interviewed and the percentage of internal candidates hired.

"As the data accumulates we will have an incredibly rich recruitment tool at our disposal," said Anctil.