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Reduction of Lead Time in Recruitment Cycle

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Viewing 18 posts - 1 through 18 (of 18 total)
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  • #54266

    sowmya
    Member

    Hi evervbody

    I am M.Tech doing my final year project in reduction of lead time in recruitment cycle plz help me out

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    #194510

    Chris Seider
    Participant

    Is this real?

    Learn a skill on how to ask a specific question.

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    #194521

    sowmya
    Member

    Yes Real.Do you want any proof?
    Thanks for your suggestion.

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    #194527

    Prabhu V
    Participant

    Hi,
    One basic clarification is needed; do you want to work on lead-time reduction or cycle time reduction?
    Generally, cycle time reduction seems to be good approach than lead-time reduction.
    Pls find the definition for Cycle time:
    Cycle time is the total time from the beginning to the end of your process, as defined by you and your customer. Cycle time includes process time, during which a unit is acted upon to bring it closer to an output, and delay time, during which a unit of work is spent waiting to take the next action. (Hence lead time should include Cycle time plus additional time like delay time etc.,)

    Regards

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    #194528

    Ross Melville
    Member

    Hi,

    What objectives have you set yourself for this project?

    ross

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    #194556

    sowmya
    Member

    Thanks for the response it is cycle time.Hope if you have any ideas plz share
    plz let me have your email id so the communication can be done faster

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    #194560

    Prabhu V
    Participant

    @sowmyas: Hi,

    You can very well post your queries in this forum for suitable suggestions.
    If you want to contact, pls find my email as [email protected]

    regards

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    #194564

    Ali
    Participant

    There are Many Variables influence recruitment lead time , I suggest first to create a system view and identify these variables, then establish measures to measure them , Identify the highest contributors to the problem and come up with more focused problem statement.

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    #194566

    Chris Seider
    Participant

    Glad to see you emphasizing the beginning of using Define/Measure, Ali.

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    #194570

    sowmya
    Member

    Thanks Prabhu V & Ali.Thanks for your response and I have identified the variables and measured the process and the highest contributors of the problem is screening of the obtained profiles for the positions and the interview time is the largest time consuming part in it.I have searched a procedure to be carried out is a analytical hierarchy process for the structured interview.But also finding any six sigma process can be implemented if any ideas plz share I have also attached a file of the data I have collected

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    #194571

    Chris Seider
    Participant

    Glad to see some data although only 4 data points?

    Consider how much of the time for each step is Value Added. You will see some quick hit opportunities to reduce the cycle time.

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    #194573

    Ali
    Participant

    @Sowmya ,

    According to the four candidates data for the manpower positions there are not too much variation in the proceeds between Position 1-4.
    (75 to 77 days )– I suggest to gather more data and do and XMR chart to see what is your CL baseline.
    I assume that the Hiring Manager is the customer of the recruitment process ,What does your customer wants i.e what is the goal statement of the project .
    2nd calculate percentage of total time taken for every step and then identify the major contributor to the lead time , I can see that obtain the profiles ,1st round interview and 2nd round interview are the major contributor–if you have more data you can use xmr chart as well.
    Conduct VSM to identify the VA and NVA of the process
    4th brainstorm with your team possible solution and use lean tool to reduce the NVA.
    5th Pilot solutions and check saved time .
    6th repeat until you reach the desired lead time .

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    #194588

    Prabhu V
    Participant

    Hi,

    I would like put the following observations(hoping that the data collection plan was framed properly with validation like identification, operational definition, sampling plan, Stratification etc.,)

    a) Sample sizes across the categories are small to predict the issue (If possible please try to get as much data as possible).
    b) With the collected data, Parato chart can be useful to prioritize the top areas to be taken for further study (for fixing CTQs – Critical to the problem/quality).
    c) Once the CTQs are fixed means, please develop the C&E (Cause & Effect) diagrams to find the root causes for the CTQs like for obtaining profiles if it took more time means please try to find the causes and once identified causes means please try to find the solutions in terms of alternates like introducing referral scheme bonus for employees, internal transfer etc.,
    d) Bench marking the CTQs with industrial value also seems to be good to know the gap of company with respect to the industrial average if available.
    e) And if required please try to eliminate any abnormal value (like for a particular skill set it may be a huge time consuming process means that the abnormal value no need to be used for the study, only on exceptional cases)

    I hope further level introspection being required to fine-tune the situation.

    Best of hard work.

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    #194590

    Raj
    Guest

    Hi Sowmya,
    I have mentored a couple of projects with similar objectives that you are working on. The easiest part is splitting the process into smaller chunks (sub-processes) and collecting data from the data-base. You have done that. However, as others have pointed out, the larger issue is identifying the sources of variation and making a consistent process. I could see that you are based in Bangalore (don’t ask me how), so you could look at processes of recruitment of Infosys, Wipro, and others to try and benchmark. Try talking to your functional peers in those companies for ideas! You could also reach me at [email protected] directly.

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    #194591

    MBBinWI
    Participant

    @sowmyas – you’ve received some good advice so far. However, nobody has identified the quality aspect of the criterion. Without a quality metric, and having a cycle time reduction objective, you could work your project into one where you just hire the first candidate through the door. Cycle time = 0, but quality of hire will become erratic.

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    #194592

    sowmya
    Member

    Thanks a lot to all your valuable advice for my project.I will work on this points
    Thanks a lot

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    #194595

    Chris Seider
    Participant

    @MBBinWI What? Need for a secondary metric? :)

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    #194599

    MBBinWI
    Participant

    @cseider – just a minor point.

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