Business Process Improvement Project

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Goals of the Recruitment Process

The primary goal of this recruitment process is acquisition of the best talent from the existing talent pool in the market. In order to acquire the best talent from the existing talent pool in the market, Talent seek should focus on three main objectives listed below:

i.                    Reduction of the failure rates from the recruitment process

ii.                  Optimization of the recruitment process

iii.                Ensure effectiveness and efficiency in the hiring process

Reduction of Failure Rates from the Recruitment Process

In order to ensure that the corporation attains the best talent from the existing talent pool in the market, Talent Seek should ensure timeliness from the selection process. Timeliness from the selection process reduces frustration from candidates due to lack of feedback while preventing other firms from acquiring the same employees. According to Lussier and Hendon (2017), when candidates don’t get feedback from a hiring organization timely they tend to apply to make application to other companies. In order to improve timeliness from the selection process, Talent Seek should improve time taken in evaluating selected employees results and provide feedback within a maximum of one week. In order to improve time taken in getting back to employees, Talent Seek could make use of recruitment software that scans resumes from the organization’s database as a way of reducing the workload. 

Optimization of the Recruitment Process

            Attainment of the best talent from the existing talent pool entails the use of selection methodologies that evaluate an employee’s knowledge, skills and experience in line with the organization’s needs (Lussier and Hendon). As a result, Talent Seek should subject candidates to a number of interviewing tests which range from interviewing to gauge the candidates knowledge and personality, aptitude test to gauge the candidates’ readiness for the test and proficiency test to gauge the candidates’ level of skill and on job training to streamline the candidates skills to the requirements of the organization.

Ensure effectiveness and efficiency in the hiring process

Effectiveness and efficiency in the hiring process is attributed to the establishment of systems and processes that will improve the quality of the hiring process by reducing the amount of time taken in the hiring process and improving the quality of output from these processes. Improvement of this system will involve breaking down of the hiring process into steps and each step assigned goals. These steps will be include Personality, knowledge and skills, Job readiness and proficiency with each step being independent from all others (Boon et al., 2018).

 SIPOC MAP

Supplier	Input	Process	Output	Customer
Setup of job vacancy at govsource	Vacancy Processing	Interviewing	Generation of hiring letters	Hiring
Talent Source senior recruitment manager and recruitment manager	Recruitment coordinator at Talent Seek	Recruitment panelists	Human resource representatives at Business Analysis and Improvement Team	Human resource representatives or managers
Interested qualified personnel are invited to apply	Checks on candidates credentials are made to determine successful applicants	Job requirements such as qualifications, skills and knowledge are generated.	Successful applicants are provided with hiring letters which state their duties, responsibilities and terms of service	Committed applicants are hired by the Business Analysis and Improvement Team

At Talent Seek, the recruitment managers initiate the supply of human resources to organization by generating job vacancies. Their primary input in evaluating the qualifications of the various candidate to establish successful candidates. Successful candidates undergo an interviewing process that evaluates them on diverse aspects such as skills, knowledge, attitude, job readiness and job proficiency. Successful candidates are also issued with hiring letters which state their jop descriptions and job specifications alongside terms of service. Upon committing themselves to these terms of service, the candidate is hired. 

References

Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage publications.

Boon, C., Eckardt, R., Lepak, D. P., &Boselie, P. (2018).Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34-67.