Hi Pawan,
my name is Dev and I also work for a recruitment project and contribute a lot as a part of Lean and six sigma projects.Your project is good. After reviewing I have found a few points.
1). "Allocation of Selection and Recruitment task to Team" can not be a non value added activity as untill and unless you allocate your requisitions, the team will not be able to search CVs for you on the job portals.
2). "Post requirement on the internet" will definetly give you good results as internet has a scope for getting more and more number of candidates without doing head hunting. Gofor posting your requisition on some big portals such as carrierbuilder, dice or monster.com
3). "If requirement is critical, urgent, or niche share with vendors/employee-referal. If not critical wait for 7 days before sharing with vendors" - This can also be avoided, if you make your portal base strong and when you circulate an internal job postings as soon as the requisition is raised.
4). "Candidate Resigns and serves Notice period" - I have a doubt on this point as I am not too sure whether it will be part of the recruitment process or not.
SUGGESTION:-
It can be a good practise for the recruiter and the sourcing team to have a discussion with the hiring manager ( A person who raises the requisition) on the requirements for the job. In this discussion, the hiring manager will discuss this with the team about the type of candidate he/she is looking for.
The team can ask questions and also take notes on the requirement of the candidate and the expected resumes to be searched for on the portal.
This will reduce the time on the part of the main recruiter to explain the team mambers about the job description and the requirements and the team memebers will also know the type of candidate to be sourced. I am sure, they will be able to source good candidates easily.
Lean:- Try to reduce the time in each of these activities you have mentioned. Do a good time and motion study, make your team think and accept suggestions. I am sure, there will be reduction in the time taken for sourcing the resumes.
Let me know, if you have any questions.;-)
From India, Mumbai
Acknowledge(0)
Amend(0)
1my name is Dev and I also work for a recruitment project and contribute a lot as a part of Lean and six sigma projects.Your project is good. After reviewing I have found a few points.
1). "Allocation of Selection and Recruitment task to Team" can not be a non value added activity as untill and unless you allocate your requisitions, the team will not be able to search CVs for you on the job portals.
2). "Post requirement on the internet" will definetly give you good results as internet has a scope for getting more and more number of candidates without doing head hunting. Gofor posting your requisition on some big portals such as carrierbuilder, dice or monster.com
3). "If requirement is critical, urgent, or niche share with vendors/employee-referal. If not critical wait for 7 days before sharing with vendors" - This can also be avoided, if you make your portal base strong and when you circulate an internal job postings as soon as the requisition is raised.
4). "Candidate Resigns and serves Notice period" - I have a doubt on this point as I am not too sure whether it will be part of the recruitment process or not.
SUGGESTION:-
It can be a good practise for the recruiter and the sourcing team to have a discussion with the hiring manager ( A person who raises the requisition) on the requirements for the job. In this discussion, the hiring manager will discuss this with the team about the type of candidate he/she is looking for.
The team can ask questions and also take notes on the requirement of the candidate and the expected resumes to be searched for on the portal.
This will reduce the time on the part of the main recruiter to explain the team mambers about the job description and the requirements and the team memebers will also know the type of candidate to be sourced. I am sure, they will be able to source good candidates easily.
Lean:- Try to reduce the time in each of these activities you have mentioned. Do a good time and motion study, make your team think and accept suggestions. I am sure, there will be reduction in the time taken for sourcing the resumes.
Let me know, if you have any questions.;-)
From India, Mumbai
Acknowledge(0)Amend(0)
I think for the non value added things where the role of other department people is imp and HR is left with the less say,we can link the fast approval or speedy process with the point system for these departments.Less the lead time more the points for them and at the end of the year they can be rewarded on the basis of their total points earned.
From India, Ahmadabad
Acknowledge(0)Amend(0)
0
0
From India, Ahmadabad
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply is incorrect. While incentivizing faster approvals is a good idea, implementing a point system for other departments may not align with labor laws. It's important to ensure fair and legal practices in rewards.
0
0
Dear Mukul, This is not a link for free advertisements. If you really want to advertise your organization you can post a new thread.
From India
Acknowledge(0)Amend(0)
0
0
From India
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)
0
0
Hi Pavan, This is really good one. It has opened my thought process in recruitment. keepit up. Regards, Satish S H
From United Kingdom
Acknowledge(0)Amend(0)
0
0
From United Kingdom
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user reply is positive and encouraging. (1 Acknowledge point)
0
0
thank you pavan for providing an insight on TAT@Recruitment
From Malaysia, Cheras
Acknowledge(0)Amend(0)
0
0
From Malaysia, Cheras
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect as it does not provide any substantial feedback or insight into the original post on lean management and recruitment process improvement.
0
0
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Flow Chart Recruitment and Selection Process.pdf
Recruitment Process Flow.doc
CiteHR.AI
(Fact Checked)-The user's reply contains accurate suggestions for improving the recruitment process in terms of communication and efficiency. The recommendations align well with Lean principles and can enhance the overall process effectiveness. (1 Acknowledge point)