The document outlines the Six Sigma DMAIC process for improving the interim management recruiting process at Leaders For Today. It identifies key issues with long wait times between steps and a low candidate fill rate of 37.8%. Data will be collected and analyzed to understand root causes and prioritize factors influencing the fill rate and cycle time. The goal is to increase fill rate by 10% and decrease cycle time by 30% through solutions tested in a pilot and institutionalized controls.

1. Six Sigma Interim Management Recruiting Process Measure Phase

8. Process Map Business Development Staffing Manager Lead Recruiter Recruiting team Hiring Manager Candidate 1. Receive job order 2. Assign Lead Recruiter Qualify position with BD 3. Post and source job 4a. Submittal packet QC’d and sent to client Discuss challenges with BD Submittal packet prepared and sent to lead recruiter 4b. Job requalified? 5b. Job order is closed/ BD or Lead Recruiter? 5 . Coordinate interview schedule 6. Hire candidate/ Close job order Roadblocks Identified on Define Process Map D M I C A

9. Process Timeline* Job Order Received Job Order Qualified Sourcing begins Recruiter pre-screens candidate Schedule Interview with Client hiring manager Feedback Client through BD Offer submitted to Candidate Offer accepted and contracts executed Wait time up to 72 hours 80  128 hours Re-qualify Job Order? 72.5  360.5 hours * Timeline to be established from data collection in Analyze Phase 121  169 hours Excessive Wait Time Identified D M I C A

10. Fill Rate Cause and Effect Procedures Candidates Work Instructions Company Fit Confirm ID and History Interview Submittal Package Background check Check References Contracts Post Jobs Margin Activity Report Flexibility Travel, In-house, rate Skills Time in service Availability Responsive to Lead Recruiter Motivation Signed Candidate Contract Fill Rate Issues Lead Recruiter Process Client ROADBLOCK* Define the job order Salary Negotiations Requalification of Job Description LR works directly with Client Referrals Sourcing Different Venues Individual Spreadsheets Pipeline of candidates LR directly with Client Job Description Company Reputation – History-Attractiveness Rate and location Requalification of Job Description Time constraints Responsiveness to queries Signed Client Contract * BD works with client

11. Non-Value-Added Wait Time Identified Quick Fix: Lead Recruiters Now Interact Directly With Client New Process

12. New Process Map Business Development Lead Recruiter 2 Lead Recruiter is assigned and qualifies the position with Client 3 Lead recruiter posts and sources job 4 Submittal packet prepared and sent to client 5 Coordinating interview scheduling 6 Hire candidate and close the job order Recruiting team Client 1 Receive job order Job descriptions is carefully redefined as a job match filter Client reviews submitted candidates Approve candidate? Lead Recruiter Qualifies Job Order And Collaborates With Client D M I C A

14. CTQ Performance Standards D M I C A Clarify Data CTQ Performance Standards CTQ Measure Data Type Operational Definition Segmentation Factors CTQ Performance Charactristics LSL USL Target Allowable DPMO Fill rate Continuous Overall success rate of number of submits to number of placements per job order Client Time Recruiter position 20% N/A 33% TBD Reduce Cycle Time Continuous Calendar days of job order opening to placement of candidate X X X X N/A 30 days 21 days TBD Quality Continuous Overall success rate of number of submits to number that are interviewed X X X X 35% N/A 45% TBD

15. Healthcare Leadership for Times of Change www.LeadersForToday.com 508 927 6890