Академический Документы
Профессиональный Документы
Культура Документы
Selection
Prepared by:
Akanksha Gupta
UH13003
Priyanka Gupta
UH13033
Rajdeep Chakraborty
UH13035
Stage 2: Characterization
Objective: To measure and understand the level of current performance.
1. Effectiveness of sourcing channels: Identify the various sources; check the
acceptance ratio, cost per hire from each of the sources.
2. Cycle Time: Identify standard time required to fill a vacancy and any deviations
from the standard time.
3. Internal Recruitment: No of positions that are filled by internal candidates and
performance comparison in new and old role of the candidate.
4. Candidate Experience (Candidate Relationship Management):
feedback from each candidate by filling a standard questionnaire.
Get
Stage 3: Optimization
Objective: To initiate Break-through improvement
1. Effectiveness of sourcing channels:
Problem: Identify newer sources which can help improve quality of candidates and
reduce the cost of hire.
Recommendation: Measure effectiveness of sources every recruitment cycle and
switch to sources such as social networking sites and job posting where white
rabbits can also be persuaded.
2. Cycle Time
Problem: Loss in revenue due to absence of a person occupying a position
Recommendation: Have a standardized process with standard time including
buffer time to replace candidate in a particular position and for critical positions use
replacement charts.
3. Internal Recruitment:
Problem: It is not attractive enough as internal shift does not pay enough as
compared to jump to another organization.
Recommendation: Attach other perks such as loyalty rewards or stock options on
completion of certain number of years with the organization.
4. Candidate Experience (Candidate Relationship Management):
Step 4: Institutionalization
Objective: To transform day-to-day conduct of business
The above changes can be institutionalized by
1. Getting the top management support
2. Involving employees at different levels to help design the standard processes
and communicate to them the importance of each of the processes.
3. Getting feedback from the employees.
Sigma Level=
Number of Defects1,00,000
Number of opportunities for errorNumber of units
25100000
510000
= 50
50 DPMO corresponds to 5.4 sigma level. Thus, the organization needs to improve
the quality of processes of Recruitment & Selection.