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Read Today's Bugler Read current Blogging News: BERT Download Authoria's complimentary white paper - Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need? Kennedy Presentation: Adventures In Search Video. Presentation from John Sumser, Recruiting Is A Conversation is available for download. NEW: Presentation from John and Bridget Sumser, Rethinking The Workforce is available for download. Ten Principles for Recruiting An Integenerational Workforce from John Sumser. Strategic Recruiting 6: Lean Staffing - Conclusion (July 10, 2007) The principles of lean staffing are borrowed directly from Lean Thinking, a manufacturing approach designed to banish waste. The idea is that eliminating wasteful practices is the source of increased customer satisfaction. Some advanced recruiting organizations have begun to utilize these ideas. The reason for attacking wasteful processes is simple. The consumption of time and resources inevitably leads to a reactive posture. Typically, the sources of waste include badly developed specifications and poorly measured processes. When implemented effectively, Lean Staffing focuses on the details of the requisition and the various approval processes involved in the hiring decision. By eliminating redundancies and focusing on clarity in the job description, Lean Staffing interventions are able to produce huge efficiencies in Recruiting organizations. Rather than tolerating an "I'll know it when I see it" approach to candidate quality, hiring managers are trained to clearly articulate their requirements. With a solid labor supply and clear requirements, there is no reason that a hiring manager's needs can not be satisfied with four candidates for a job. The reduction in candidate requirements (often as many as 100 resumes are reviewed to find a decent candidate in non-Lean Staffing shops), drive costs down quickly and distinctly. The Empower Network, a Dallas based consulting and sourcing firm, has installed Lean Staffing programs throughout the Fortune 500. Conclusion Interestingly, well run proactive functions that behave strategically are rarely outsourced. It's the reactive services with their continually spiraling costs that draw the cost cutting card. Most decisions to move a function off of the company campus are rooted in the inability of management to keep costs in line. The outsourcing initiative is usually driven by the idea that a contract will solve the problem. While the approach outlined here won't eliminate the prospect of outsourcing, it will create a strategic function that is hard to execute offsite. By knowing the requirements in advance, developing sources that meet the forecast needs, using flexible palnning and always building networks by giving value, it is possible to build a strategic Recruiting Function. In its absence, outsourcing is a better alternative. Read The Strategic Recruiting Series:
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