Hi Friends,
In the current Scenario, Organisations talk about Cost cutting measures in different divisions. HR Dept is a no exception. The only way we can manage is by Improving the process.
I have been in the field for the past 3Yrs. Currrently working as Asst Mgr – Talent Acquisition. I was on Client’s side as well as the vendor’s side. So I understand the pains and gains of both sides. Having gained experience in Recruitments, I have done a study on the process. I find a scope of improving the process.
Hence I designed a process flow for Recruitments. Lean Management is the idea behind the same. Lean is removing waste from the process. How better we understand the bottlenecks and improve the process is the main feature of Lean Management.
Recruitment has few challenging tasks like Recruitment cost, Turn around time (TAT), Offer – joining ratio. In this process, I have concentrated on Turn around time (Time from the requisition is raised by Dept till the candidate is on-board). I’ve categorized the process into 4 parts which are self explanatory.
There are two aspects in the process. Value added (VA) and Non value added (NVA). Both are relative to Departments. There are few issues which are NVA to the Depts. If such areas are concentrated more, there can be decrease in the TAT, which every recruiter dreams of.
Hope every one welcomes my trial in recruitment process improvement and make the division stand on top in HR Dept.
Cheers
Pavan
9866687847
From India, Bangalore
12In the current Scenario, Organisations talk about Cost cutting measures in different divisions. HR Dept is a no exception. The only way we can manage is by Improving the process.
I have been in the field for the past 3Yrs. Currrently working as Asst Mgr – Talent Acquisition. I was on Client’s side as well as the vendor’s side. So I understand the pains and gains of both sides. Having gained experience in Recruitments, I have done a study on the process. I find a scope of improving the process.
Hence I designed a process flow for Recruitments. Lean Management is the idea behind the same. Lean is removing waste from the process. How better we understand the bottlenecks and improve the process is the main feature of Lean Management.
Recruitment has few challenging tasks like Recruitment cost, Turn around time (TAT), Offer – joining ratio. In this process, I have concentrated on Turn around time (Time from the requisition is raised by Dept till the candidate is on-board). I’ve categorized the process into 4 parts which are self explanatory.
There are two aspects in the process. Value added (VA) and Non value added (NVA). Both are relative to Departments. There are few issues which are NVA to the Depts. If such areas are concentrated more, there can be decrease in the TAT, which every recruiter dreams of.
Hope every one welcomes my trial in recruitment process improvement and make the division stand on top in HR Dept.
Cheers
Pavan
9866687847
From India, Bangalore
Hi Pavan,
Greetings from GLOBALedge.
I am a lover of LEAN concepts and trying to implement them in clients locations. I understand that LEAN can be used almost everywhere, though it was originally formulated by persons in the Automobile field.
Your idea gives a new dimension to the usage of LEAN. Thank you very much for sharing such a nice work and I request you to post things of this kind which will be useful to many of us.
Thanks & regards,
RAJA C S N
Director,
GLOBALedge Training Academy
GLOBALedge TRAINING ACADEMY
From India, Madras
Greetings from GLOBALedge.
I am a lover of LEAN concepts and trying to implement them in clients locations. I understand that LEAN can be used almost everywhere, though it was originally formulated by persons in the Automobile field.
Your idea gives a new dimension to the usage of LEAN. Thank you very much for sharing such a nice work and I request you to post things of this kind which will be useful to many of us.
Thanks & regards,
RAJA C S N
Director,
GLOBALedge Training Academy
GLOBALedge TRAINING ACADEMY
From India, Madras
Hi Pavan,
It was a gd doc that u shared abt Lean mgmt. I am sure dis vil help us all to a great extent.
Also, I wanted to ask u,
I am making a recruitment manual for my company. Its a telecom company. Have never made one before. Kindly share smethin if u do have smethin on the same.
Regards,
Swati
From India, Mumbai
It was a gd doc that u shared abt Lean mgmt. I am sure dis vil help us all to a great extent.
Also, I wanted to ask u,
I am making a recruitment manual for my company. Its a telecom company. Have never made one before. Kindly share smethin if u do have smethin on the same.
Regards,
Swati
From India, Mumbai
Hi Pavan,
Reviewed your process and must definately say its a fantastic piece of work. However; the process that you have recommended is usually the same almost with all companies espically with IT cos and also the timelines/SLAs for each stage is less or more the same.
I totally agree with you as Lean Managt in Recruitment should be focused on Cost Cutting & TAT. But I think we should come up with more initatives as the TAT in the process shows mini 38 & max 81 which is a extreme gap. Frankly, the timelines for each stage also has extreme gaps. Can we work-out on a practical model wherein we can arrive on the average timelines for each stage?
Considering the MUST following few facts:
Kind Regards,
Aditi
From United Kingdom, Wandsworth
Reviewed your process and must definately say its a fantastic piece of work. However; the process that you have recommended is usually the same almost with all companies espically with IT cos and also the timelines/SLAs for each stage is less or more the same.
I totally agree with you as Lean Managt in Recruitment should be focused on Cost Cutting & TAT. But I think we should come up with more initatives as the TAT in the process shows mini 38 & max 81 which is a extreme gap. Frankly, the timelines for each stage also has extreme gaps. Can we work-out on a practical model wherein we can arrive on the average timelines for each stage?
Considering the MUST following few facts:
- Mini notice period of a corporate hire - 30 days
- Time involved in Background verification(which is usually before releasing the offer) - 7-10 days
Kind Regards,
Aditi
From United Kingdom, Wandsworth
Dear Pavan,
Don't you think it needs few more patch up in the process that you have floated.
Why can't we be lot more selective in the screening the CVs as per the JD; it helps us save time.
Regards
Anugrah.
From India, New Delhi
Don't you think it needs few more patch up in the process that you have floated.
Why can't we be lot more selective in the screening the CVs as per the JD; it helps us save time.
Regards
Anugrah.
From India, New Delhi
Hi Frnds,
Thnx for giving your feedback on my attempt to incorporate Lean in Recruitment Process.
We've started working on Lean mgmt in our dept. Time lines for each requisition have been reduced (Targeted).
Rightly said by one of frnds that the process need few more improvements. This was just a trial given by me. We are finalising a complete Lean Process for our dept. Final process shows that the lead time and process time are getting reduced and there is a huge increase in accuracy of the process.
Detailed dicussion on this is appreciated from fellow members of the group.
Regards
Pavan
9866687847
From India, Bangalore
Thnx for giving your feedback on my attempt to incorporate Lean in Recruitment Process.
We've started working on Lean mgmt in our dept. Time lines for each requisition have been reduced (Targeted).
Rightly said by one of frnds that the process need few more improvements. This was just a trial given by me. We are finalising a complete Lean Process for our dept. Final process shows that the lead time and process time are getting reduced and there is a huge increase in accuracy of the process.
Detailed dicussion on this is appreciated from fellow members of the group.
Regards
Pavan
9866687847
From India, Bangalore
Hello Pavan
I have gone through the excel sheet attatched on Lean Process for Recruitments.It is ver good but their a certains things in the same worth raising a doubt..I am a recruitment professional myself in New Delhi.I waould further like to discuss the same.Also I am designing a Six Sigma process for recruitments..
(kindly respond back on my email, would be very thankful.response awaited)
many thanks
alka simer
new delhi
From India, Delhi
I have gone through the excel sheet attatched on Lean Process for Recruitments.It is ver good but their a certains things in the same worth raising a doubt..I am a recruitment professional myself in New Delhi.I waould further like to discuss the same.Also I am designing a Six Sigma process for recruitments..
(kindly respond back on my email, would be very thankful.response awaited)
many thanks
alka simer
new delhi
From India, Delhi
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Flow Chart Recruitment and Selection Process.pdf
Recruitment Process Flow.doc