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Government Reform Final 09-28-11 -   2.2 - Online Recruiting for State Jobs

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Government Reform Final 09-28-11
1. Sharing Services
2. Improving Service to Citizens
3. Improving Efficiency
Action Plan
2.2 - Online Recruiting for State Jobs
Is the new on-line recruiting system successful?
Progress icon Operation in progress...
Data Notes
Data Source:  DOP Online Recruiting System (OLRS)
Measure Definition:  Applicant flow data as available from the OLRS.  Job seeker satisfaction from all job seeker surveys 7/10 - 9/10.  E-Recruiting survey discontinued 5/07 after 3,000 responses.
Target Rationale: Higher ratings indicate job seeker satisfaction with the recruitment process.
Link to Agency Strategic Plan:  DOP Goal #3 - The state has the human resource tools, services, and information to support workforce management.
Relevance: The easier it is for job seekers to apply, the more likely they are to do so, enhancing the state's ability to recruit qualified candidates.
Notes: (Optional)
Also Available
Action Plan:  No
Extended Analysis:  No

 Drill Down Measures

 Summary Analysis

In February 2009, the Governor directed DOP to establish a single point of entry for citizens to find job opportunities with the state.  As of 6/30/11, one year after implementation:

Implementation was successful

  • New online recruiting system launched in July 2010.  It now provides one website for job seekers to find all state government job openings (instead of checking 60 agency websites).  The six largest state agencies also use the system to directly update job postings on their own websites.
  • State agencies are engaged through an interagency advisory team to work with DOP on setting priorities, issue resolution, and system enhancements.

Job Seekers are more satisfied

  • 86% of job seekers rated this system easy or very easy to use in the first three months. 
  • More than 98% of applications are submitted without needing help from the DOP Service Center.

Recruiters are satisfied

  • 85% of HR Directors surveyed said the system is easy to use.  68% said it increases the efficiency of their agency's recruitment process.
  • Recruiters say it takes less time to process high volume recruitments.

Costs are reduced

  • Net savings from implementation was approximately $350,000 for the biennium.
  • Easier and less costly to maintain (vendor supported).


*A hiring freeze was in place from March 17, 2010 to June 30, 2011, covering all positions except those exempted as critical for the health and safety of Washington citizens.  Other exemptions could be requested for review by the Director of the Department of Personnel and final action by the Director of the Office of Financial Management.