Be a Lean Hiring Machine: 3 Tips toImprove RecruitingDescribing the 2011-2012 recruiting economy as dynamic isan understatement. In early 2011, hiring was still all but frozen and the lastthing employers were worried about was how to improve recruiting. Pinkslips prevailed and HR focused on damage control caused by downsizing.Now, the landscape has shifted and employers find themselves behind theeight ball again, playing in an applicants’ market. These swings in theemployment sector have left many hiring programs fragmented, bloatedand rife with bad habits. Across the board, inefficiency has crept in,consistency has crept out and compliance has been put at risk. Foremployers that want to improve recruiting in 2013, it’s time to start a newregimen. It’s time to get lean.Lean hiring is a process defined by the same core principles as leanmanufacturing, the philosophy that revolutionized process managementand supply chains decades ago. Yep, the same techniques that madeToyota great in the 80′s can put your recruiting process on the path toworld domination. You can read more about lean hiring here or if you’remore of a visual person start by watching the Ron Howard classic GungHo. Seriously, by eliminating wasted steps and periods of inactivity,
maximizing resources and promoting consistency you’ll hire faster, savetime, money and resources and create a stronger “hiring culture”. Withlean hiring as a foundation, we’ve put together our top three tips foremployers that want to trim the fat and start the new year as a lean hiringmachine.1. Simplify everything.The easiest way to hire better people faster is to simplify your recruitingprocess by eliminating wasted steps, paper forms, complicated approvalprocesses and anything else that creates unnecessary friction in yourprocess. Dissect your entire recruiting process starting from the initial jobapproval to requesting a background check and making an offer. Removeanything that will create inefficiency. Next, standardize the stages of yourrecruiting process across your company, organize resources that willexecute at every stage and make it easy for everyone to access applicantinformation and recruiting pipeline data online.Tip: Get rid of all paper forms, excessive consensus building and anythingelse that creates unnecessary inefficiency. Avoid over customization andthe urge to just “lift and shift” your existing processes to a new tool orsystem.2. Drive DecisionsFor nearly every employer, the hiring process is comprised of discrete,sequential events that are driven by a series of yes and no decisions thatact as stage-gates. This makes the hiring process a natural candidate foran efficiency overhaul (a “leaning). By sharing decision makingresponsibility amongst recruiters, HR and hiring managers in astreamlined, consistent manner you will drive the events that drive hiringand eliminate periods of inactivity (waiting). Waiting kills a hiring process(time kills deals).Tip: Make it as easy as possible for decision makers (hiring managers) toaccess information and to make the yes and no decisions that drive hiring.Choose an applicant tracking system that promotes visibility andaccountability without requiring massive customization and training.Complexity kills adoption rates.
3. Be ConsistentBuild your process, engage decision makers and be consistent. Ultimately,consistency drives more than just efficiency or cost reductions; it’s alsocritical for promoting compliance and producing measurable analytics(often the number one gripe we hear from HR leaders). Only a leanrecruiting process with well-defined stages will efficiently capture all therequired compliance outputs, bottlenecks and areas for improvement.Tip: Standardize recruiting processes across your company and avoiddramatic customizations for specific departments and locations. Once youthoughtfully set your course, stay on it and make minor adjustments alongthe way. Remember, you’ll only capture data and stay compliant ifeveryone participates in the process consistently.This is a public service announcement from Newton Software, the creatorsof the world’s only applicant tracking system that is designed to create alean hiring environment for employers serious about improving theirrecruiting programs.Additional ResourcesContact an applicant tracking system specialist at Newton Software