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Hello Mohammad,
I am sorry for the late response.
How do you know if your recruiting process is running optimally? Is it as efficient as possible? Are you benefiting from speed, effective spending, and quality hires? Are your processes and systems designed to maximize the advantages of a full talent management suite? If you need answers to these questions, maybe it’s time to analyze and optimize. Recruiting has rapidly evolved from paper to applicant tracking to a unified talent management approach with Talent Intelligence that can deliver millions in process improvement savings and increased agility in the War for Talent.
eRecruiting Evolution: The inefficient paper-based process of recruiting has undergone significant changes since the early 1990s. The proliferation of the Internet and the development of technology tools to support the recruiting process are the foundation for a significant improvement in both process efficiency and effectiveness. While some organizations continue to suffer from legacy processes, others are reaping the benefits of business-centric unified talent management platforms.
Business Process Optimization: As with most business processes, recruiting process analysis and optimization can reduce costs, shorten cycle times, and improve quality. Envisioning the recruiting process as a recruiting supply chain is the first step towards implementing the procedures and systems needed for optimized hiring. A recruiting supply chain is the system of organizations, people, activities, information, and resources involved in moving people into your organization. Optimized recruiting supply chain activities transform contacts and candidates into productive employees. Links in the Chain: Nearly all the steps in the recruiting process have the potential to be electronically linked and integrated together—and to their external providers.
The areas for transformation of recruiting into an efficient supply chain process can be categorized into:
• Requisition/Position Management
• Sourcing
• Candidate Engagement/Response Management
• Screening and Assessment
• Hiring and Onboarding
• Reporting and Analytics.
Talent Management Readiness: An organization can take recruiting to the next level by connecting to a broader talent management strategy, starting with integration with performance management processes. Instead of a hand off once a requisition is filled, strategic recruiting can derive significant benefits from unification with performance reviews, goal setting, succession, and career planning. Value can be realized especially in the areas of proactive sourcing, improved candidate evaluation, and quality of hire. To enable this, your organization needs a solid talent management platform in place that is the foundation for all of your talent management applications. According to Bersin & Associates, certain platform attributes and characteristics should be in place to enable effective talent management: • Shared Competency Model • Consolidated Data Model • Consistent Security Model • Employee Profile • Unified User Interface • Configurable Process Management • Shared Workflow • Analytics Faster, Better, and Cheaper: With the combination of on demand availability, best practice processes, Software-as-a-Service technology (SaaS), and Internet connectivity, organizations can post their job openings on the Internet, network for candidates, manage their recruiting processes with ease, and compete for quality talent. Implementation of an optimized recruiting process supported by a robust technology solution: • Pushes an efficient digital flow of information and supports a faster recruiting process through workflow automation. • Standardizes a quality staffing process by utilizing best practices and proven methodologies to create a better result. • Leverages cost-effective self-service and integrated usage by all stakeholders to make staffing expenses cheaper. Leading organizations that have implemented recruiting process and technology improvements have realized dramatic impacts as high as these: • Recruiter Process Efficiency Improvement—42% • Administrative Process Efficiency Improvement—41% • Hiring Manager Process Efficiency—80% • Offline Advertising Expense Reductions—87% • Search Firm Fee Reductions—85% • Reduction in External Hire Time-to-Fill—71% • Reduction in Time-to-Onboarding for External Hires—58% • Reduction in Time-to-Onboarding for Hiring Managers—83% • Internal Mobility Ratio Improvement—27%
