All employers should know how important time-to-hire is in human resource management. Time-to-hire is a useful metric for evaluating the average amount of time required to fill a vacant job position. A shorter time-to-hire means your business can experience minimal disruption while longer time-to-hires negatively affect morale and hamper your operations. It’s important to maintain a prompt time-to-hire but it’s also just as important to maintain a high sigma level. This is where Six Sigma can help. Six Sigma can eliminate variation and reduce none-value-adding steps to streamline your processes, and even decrease time-to-hire. Today we look at how you can use Six Sigma to decrease your time-to-hire.
What Are Your Staffing Needs?
It’s essential that you determine your staffing needs early on. When will you require more staff? Using Six Sigma techniques like gap analysis and interrelationship diagrams, you can determine what needs to be done to reach your optimum performance. They can also help you to recognize affinities and relationships between certain tasks, departments, staff members etc. Using Six Sigma techniques you can recognize areas for improvement in your hiring procedure, as well as potentially decreasing time-to-hire. For example, think about what essential information you need to know from candidates? Streamline your application procedure to focus on the key areas and skills you’re looking for. This allows you to filter out the unsuitable candidates and hang on to the best ones.
Using Six Sigma techniques you can recognize areas for improvement in your hiring procedure, as well as potentially decreasing time-to-hire. For example, think about what essential information you need to know from candidates? Streamline your application procedure to focus on your key areas and skills. This allows you to filter out the unsuitable candidates and hang on to the best ones.
Flexible/Group Interview Procedures
You’d be surprised by how much time is wasted spent on one-to-one interviews. You could be saving many precious hours, even days, with more efficient approaches like group interviews. Group interviews usually involve three to eight people and are more effective with mid-range numbers. You’ll find group interviews work most effectively in retail which requires a large staff with similar skills. Six Sigma relies on teamwork and effective leadership, and group interviews perfectly embody this notion.
Similarly, flexible interview procedures can also decrease your time-to-hire as it increases the volume of exceptional candidates you’ll meet. Six Sigma work requires candidates to be adept in many different areas, from statistical analysis to devising creative solutions. Using flexible and group interviewing, you can break away from traditional rigid interview approaches, ensuring maximum efficiency and great results.
Ensure You Train Your Management to Conduct Interviews
Strong leadership, adequate coaching, and training are essential parts of Six Sigma. By ensuring your management are properly trained to conduct interviews, you can streamline the process and move it along at a fast pace. This will also decrease your time-to-hire. Moreover, you’ll rule out the unsatisfactory candidates and highlight the best ones. Putting interviews off till later will also only waste time as Six Sigma requires dedication to function properly. After streamlining your application process to focus on key areas and skills, base your interviews around these same areas. This will help you get to the point and determine whether a particular candidate is the one you’re looking for.
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