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Six Sigma Implementation in HR process

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Viewing 11 posts - 1 through 11 (of 11 total)
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  • February 19, 2010 at 11:19 pm #53303

    dani2l
    ★ 10 Years ★
    Participant

    Hello to all,
    I work at a software development outsourcing company as a quality analyst, and we have been assigned to improve our current recruitment process (which currently takes over a month) to 14 days. I was wondering if someone has applied DMAIC to this particular process. Right now we are collecting data such as job openings, resumes, interviews, etc.
    Any suggestions will be greatly appreciated.

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    February 20, 2010 at 10:24 am #189559

    Craig
    ★ 10 Years ★
    Participant

    Please DEFINE the problem better.  14 days for recruitment….what does  that mean? You actually want someone interviewed, sent an offer letter, and sitting at a computer within 14 days of the creation of the job opening?

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    February 20, 2010 at 11:13 pm #189572

    dani2l
    ★ 10 Years ★
    Participant

    that exactly. we want to reduce that time from 4 to 2 weeks

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    February 21, 2010 at 10:40 am #189576

    Craig
    ★ 10 Years ★
    Participant

    That seems unrealistic. If your population of potential hires are all in the unemployment line, that is one thing. If they are currently employed, they would most likely give the current employer a 2 week notice which leaves you a remaining time of 0 days for your recruiting.  I would keep it at 4 weeks and try to improve the quality of your selection process.
    JMHO,
    HACL

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    February 22, 2010 at 1:18 pm #189586

    riyan
    ★ 10 Years ★
    Member

    Through DMAIC process, here is the example:
    1. Define: current leadtime process end to end, e.g: say from creating vacancy, vacancy announcement, select resume, inviting, interview, until hiring signoff took 28 days
    2. Measure: perform mapping. e.g: creating vacancy 1d, vacancy announcement 1d, select resume 5d, inviting 5d, interview 10d, until hiring signoff 5d. Mapping shows that we should fokus on interview since it took longest time
    3. Analyze: what make interview process took longest. Perform root cause analysis through brainstorming. Determine rootcause e.g: too many stages of user interview
    4. Improve: Simplify and combine interview
    5. Control: Standardize in SOP
    Done…

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    February 22, 2010 at 2:18 pm #189589

    BMH1917
    ★ 10 Years ★
    Participant

    My team has addressed recruiting time in various segments of our organixation. We use a Lean approach, mapping out the current process to discover where the time is being spent. Where is the waste? What is the cause?  We’ve been able to make significant strides in improving the recruiting time. Something to consider: is it from 4 weeks to 2 weeks, or is it a matter of reducing the range? Is the actual problem the outliers? How can you improve upon those hires that are taking too long? To the previous point made, 2 weeks may be too unrealistic. 

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    February 22, 2010 at 3:44 pm #189590

    UoCS
    ★ 10 Years ★
    Member

    Talk to your project sponsor.  As HACL alluded to, as its scoped right now this is a bad project.  You could pick a resume at random, offer that person 20% over market value and you’ll cut recruiting time in half – is that what you’re looking for?
    A better goal would be to reduce the CT from the time the job is posted until the hired candidate is meeting minimum performance requirements.  You could look at the last XX candidates you’ve hired, plot their performance metrics from hire date to current, find the mean time to hit performance and target a 30% reduction in that time period.  You may actually end up INCREASING your recruiting time (but I doubt it), but you’ll make your recruiting process more effective (by identifying better recruiting channels, candidate traits &/or skillsets, interviewers & methodologies, etc). 
    I would guess that you may also find out that you really don’t currently have an effective method for measuring the performance of the new-hires once they’re brought in. 
     
    Look at the current performance ratings of the last xx candidates you’ve hired. 

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    February 22, 2010 at 3:59 pm #189591

    Rj
    ★ 20 Years ★
    Member

    UoCS makes some excellent suggestions however you must be very careful to assure yourself the “y’s” you are tryiong to move are really a function of the “x’s”. That is, in this field what may appear to be cause and effect are not really related. That is, because you once found a good candidate from jobs.com you may not be able to repeat that. In this project each occurence could be random. Just warning you to examine your presumed “x’s” carefully.

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    February 22, 2010 at 4:57 pm #189594

    Mike Carnell
    ★ 20 Years ★
    Participant

    UoCS,
    Great post. I was wondering if anyone was going to get to the quality of the person they hire. I am sure dropping from 4 weeks to even 1 week in todays environment is easy as long as all you need is a butt in a chair.
    Regards

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    February 22, 2010 at 6:22 pm #189595

    UoCS
    ★ 10 Years ★
    Member

    I have an informal list in my head of the Top Ten most popular bad LSS projects I’ve ever seen.  Reducing hiring cycle time would be in my top 5, easy. 
    I haven’t seen too many projects go bust because the BB couldn’t do Response Surface Analysis.  However, I have seen a bunch go bad because the BB didn’t understand his/her CTQ’s.

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    February 22, 2010 at 8:02 pm #189600

    Mike Carnell
    ★ 20 Years ★
    Participant

    Here is a company that has found some fertile ground for HR.
    http://www.eglobalcompliance.com/why_ghc_advanced.html
    Regards

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