HR Recruitment Case Study
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HR Recruitment Case Study

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    HR Recruitment Case Study HR Recruitment Case Study Presentation Transcript

    • Faster, Better, Cheaper:Improving the Recruitment Process OneStep at a Time
    • • How would you describe your recruitmentprocess?– Good, Bad, or Ugly?RECRUITMENT PROCESS2
    • Organization Average RecruitmentCity of San Antonio 4-6 Months1(estimated)City of Austin 2.5 MonthsCity of Ft. Worth 3 Months2(estimated)City of Phoenix 3 MonthsCity of San Jose 3.5 MonthsCPS 4 MonthsSAWS 2 MonthsCOMPARATIVE ANALYSIS31 City of San Antonio recruitments range from 2-9 months2 City of Ft. Worth recruitments range from 1-6 months
    • PROJECT SCOPE & BACKGROUND• Office of Innovationtasked to work withHuman Resources to:– Streamline current hiringprocess to reducerecruitment time“Do it Faster”4
    • CURRENT PROCESS– 84-105 STEPS5Process Steps Total Time % Wait Time Handoffs84-105 30-175 business days 90-96% 46-55Department StaffHR StaffBudget StaffCity Managers OfficeJPACApplicantStep Owner
    • • Just going Faster isn’t always the only solutionFASTER6
    • BETTER7
    • • Time• Communication with customers– Internal– ExternalCHEAPER8When’s my positiongoing to be filled?I submitted myapplication 2 monthsago. When is myinterview?
    • • Lean Process Improvement methodology– What is there? What exists in the current process?– What are we trying to accomplish?– What has to be there?STRAIGHTEN THE PIPES9DevelopmentServicesSolid WasteManagementParks &RecreationAnimal CareServices
    • KEY PROCESS STEPS10• “This position isauthorized and I havethe budget to hire”• “This is the type ofperson I want”Department Initiation• “Come in we’re hiring”• “Here are the bestcandidates”Position Advertisement• “I want to hire thisperson”• “This is how much wecan pay”Interview & Selection•“Welcome Aboard!”•“Here’s your badge”Selection Processing
    • NEW PROCESS – 30-45 STEPS11Process Steps Total Time % Wait Time Handoffs30-45 18-46 business days 89-93% 27Department StaffHR StaffApplicantStep Owner
    • • How was Phase I of the recruitment processdescribed?FIRE BULLETS FIRST…12
    • • Supplemental Questions– HR Recruitment will work with Departments to:• Identify what makes a successful candidate• Create supplementary questions– Allows system to prioritize candidates– Option to include essay questionsIDENTIFYING QUALIFIED APPLICANTS13
    • • Sr. Management Analyst to support neworganic recycling program• Preferred Qualifications– Bachelor’s degree– 2-3 years of experience in data collection &analysis– Experience creating and presenting status updatereports that can be shared with CouncilBETTER14
    • BETTER15
    • • How many resumes are you going through?– Let the system work for you!FILTERING AND RANKING16
    • • Mass Interview & Processing Events– Solid Waste, Parks– Apply, Interview and Fingerprint• Pre-K 4 SA job fairs• Outreach examples– UTSA All-Majors Career Fair – Feb 7– Recruit Austin – Feb 13– Trinity Job Fair – Feb 20– Innotech Conference – April 20– Centurion Military Alliance Networking Fair – April 25ALTERNATIVE HIRING METHODS17
    • RESOURCES18
    • • Recruitment process time can be reduced up to75% by:– Eliminating 50% of steps;• 30-45 steps• 18-46 business days per hire– Implementing new recruitment methods; and– Fully implementing existing technologyRESULTS19
    • LESSONS LEARNED20HumanReviewsNeededRelevantSupplementalQuestionsCollaboration&CommunicationMaximizetechnology
    • Faster, Better, Cheaper:Improving the Recruitment Process OneStep at a Time