Strategic Staffing at Atlas Corporation

Graphic T -shirt company Atlas Corporation knows that executing its growth strategy depends on

promoting from within. Atlas believes that it s staffing activities must obtain talent able to do the job

being filled and with the potential to advance into management. Because it tends to receive a large

number of applications for its job openings, Atlas must also process a large number of applicant s for

every opening and wants to do so as efficiently as possible. Atlas decides that it wants to capitalize on

the trend of using social media to source and recruit. The company opens a Twitter account and starts

Tweeting its job open ings to people follo wing the company (generally customer s hoping for discount

offers). It also posts its jobs on Monster. com, a large and popular job board, to try to maximize the

number of applications. When job seekers apply for graphic design positions, they first complete an

online application, and the information is sent to a database. A recruiter is im mediately sent any

applications that pass an initial compe tency screen. Within a few days, the recruiter e -mails the

candidate requesting a sample portfolio of his or her work. Because of the size of the files, the portfolios

are often re jected by recruiters’ e -mail accounts, and the candidate must fax the documents as Atlas has

no cloud storage mechanism. Due to the large number of applications, those not passing the ini tial

screen remain in the database unviewed and are not contacted in any way by the company. Applications

passing the initial screen are invited to a telephone interview with a recruiter to assess basic job -related

competencies. The top 10 candidates are t hen invited to interview face -to-face with another recruiter to

assess their fit with Atlas’s culture and to better assess job -related skills and competencies. The top -

scoring five candidates are then invited to interview with the hiring manager, who makes the final

de cision on who should receive a job offer. A background check is then performed, and if it is passed,

then a job offer is made. If a candidate declines the offer, the next highest scoring can didate receives a

background check and a job offer until no ac ceptable finalists are left. Atlas evaluates the effectiveness

of every staffing effort by evaluating the number of applications it received, the time it took to fill the

position, and whether or not one of its first two job offers were accepted.

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