The first two articles in this series (part 1 and part 2) dealt with applicant reduction strategies. While not traditionally thought of as an applicant reduction strategy, we discussed how charging fees for testing can serve to reduce the applicant pool. Reducing the applicant pool can often be desirable since there are typically cost savings involved in relation to man power needed to handle applicants as they work their way through the selection process and efficiency benefits in regard to how quickly positions can be filled.
In addition to reducing the applicant pool by eliminating applicants that are not truly interested in the position being filled, charging fees can also help off set the costs incurred in the selection process. Karen Coffee, a Human Resources Consultant, made a presentation to a large segment of California Public Sector HR representatives in 1996, which was subsequently printed in Public Personnel Management, Vol. 25 No. 2 (Summer, 1996) in an article titled “To Fee, or Not to Fee.” Despite the fact that the article is now sixteen years old, the points she made are still relevant today. In fact, as time has gone on, and more and more jurisdictions have experienced financial challenges leading to budgetary restraints, the issue of charging fees may be even more relevant today than it was then. The full text of the article is available on this site. Continue reading