A Recruitment Audit, Best practice Documents and Templates for…..

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Introducing our new Recruitment Audit, Documentation & Templates service

As part of our new Recruitment Audit process, we give you our years of experience and knowledge in documents and templates….don’t reinvent the wheel.

Audit

Speak to your hiring managers – find out how your teams are performing, they are the customer after all.

Map your day-to-day process – find out whats really happening

Run a Kaizen improvement workshop – to develop a new and improved process

Careers Page – Lets review your careers page to ensure that it is attracting the best and deflecting the rest

Competitor Analysis – To show where you are falling short and they are winning ground

“They no longer work here…” – When your staff leave your organisation, where are they going and why?

GDPR Compliance – Are you going to pass?

Measure – Your performance with real numbers and metrics

 

Supporting Documentation

Employee Value Proposition – Why would talented individuals want to join your organisation?

Corporate Brand – What is its effect on Recruitment

Candidate Journey – What experience are your candidates having and how can we improve this?

Social Media Strategy – This is the future and where talented candidates search for jobs and research on organisations

Position Descriptions – Work Instruction templates

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Job Briefing Forms – Ensure your recruiters are taking the best requirements

Hiring Policies – Internal and External hiring policies

Recruitment Project Plans – Make sure that you plan your recruitment timelines

Work Force Plan – Map out how your workforce will look this year

Phone Screen & Interview Guides – Give your Recruiters & Hiring Managers guidance

A Database of Interview questions – Maximise the efficiency of your interviews

Performance and Development Form – Track performance and non-performance

Recruitment Metrics – Let us show you the best measurements of performance

Satisfaction Surveys – For Candidates and Hiring Managers

 

Get in contact for more info on our recruitment audit and documentation – info@improveandconsult.co.uk

 

Lean Recruitment

So whats all the noise about Lean Recruitment?

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Lean Recruitment

We have all worked in HR departments where things haven’t changed in 10 years and we still fill out the same old forms and no-one ever asks why? If you do ask why its always the same old answer “its how we’ve always done things”.

In my last job, we had a million pound system and yet we had to complete a paper form and take it up to “Doris and Ken” in accounts who put it in a file and into a drawer….. why? No-one ever questioned it.

Lean Recruitment is a new way to look at your HR departments and making your Recruitment and Onboarding process more efficient. It identifies and eliminates non-essential and non-value added tasks in your talent acquisition process, and matches your process to what your internal stakeholders actually want.

What does that mean in the world of HR?

process workshop

  • Reduced Time to Hire and Time to Onboard
  • Improved Candidate journey
  • Improved Hiring Manager experience
  • Decreased advertising spend
  • Increased compliance to GDPR
  • Reduced Staff Turnover within Probation
  • Improved New Starter productivity

Continuous Improvement & Right First Time (6Sigma)

HR is one of the worst for getting you to recomplete forms or asking you to complete a form, only to find out it was the wrong one. Our aim is to fix a process so that it will be 99% right first time, with no resubmission required.

What does that mean in the world of HR?

  • The right forms filled out correctly
  • Correct information in CRMs
  • Employment contracts right first time
  • Managers following the correct process
  • New Starter access and hardware on Day 1

Put it together and you have Cheaper, faster, better processes and services for your stakeholders and hiring managers.

The main pillars of Lean Recruitment are:

Why don’t you give it a try?

Audit, Review and improve your HR Processes

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We can Audit, Review and improve your HR and Recruitment Processes in just a few days.

When was the last time that you reviewed the performance of your recruitment or HR teams? When did you last sit down with your internal customers and ask them “how are we doing?”… a multiple choice survey once a year with 4 questions does not count!!! Now is your chance to improve your HR and Recruitment processes.

In simple terms, what are we offering?

Lean WorkshopSpeak to your hiring managers and internal customers to find out what they want from your teams

This feedback will build you new process and way of working going forward

 

Map your process and suggest improvements based on the feedback and best practice To want to improve something you need to understand what is happening right now

Lean Workshop

 

 

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Create a Change strategy to ensure the new way of working sticks. There is no point putting all the hard work in to make things better, if people carrying on doing what they know. People don’t like change!

Measure the performance of your new process how can you justify ROI and improvement without measuring it

Establish a Visual Metric/Management Board and Huddle/Scrum system daily scrums are vital to a culture of continuous improvement and performance

Establish a social media recruitment and retention strategy Social Media Recruitment is the future of Talent Acquisition.

We can do this in only a few days, with only a few hours out of our team member’s busy schedule.

We have over 13 years HR and Recruitment experience and always find improvements for our clients day-to-day processes.

What do you need to do?

1) open your email

2) type info@improveandconsult.co.uk

3) Let us know when is best to have a chat

Whats all the noise about #LeanRecruitment

Calling HR – Visual Target Boards & Daily Huddles are not just for Sales

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Visual Management Boards, Target Boards, Performance Boards… whatever you want to call them, they work.

By visually displaying performance and productivity in a daily huddle or scrum, you can:

a) Gain an understanding of a target that you might not hit, unless you change a few things.

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“we’ve only organised 2 interviews this week, how are we going to fill the 3 jobs”

“we haven’t organised any quarterly reviews this week, how are we going to be able to complete the Workforce plan on time”

b) Enthuse and drive the team members who can see their own performance and how they are tracking to their own target and timelines

“okay, first thing i need to do is book those interviews and then ill check my email”

c) Celebrate team success and list feedback every day during your team huddle/scrum

“well done guys, we are 98% hitting targets, awesome work”

“This is the best service we’ve ever had”

d) Show colleagues from other departments that you are on top of your metrics with daily watchable huddles. If your CEO walks past and sees a Visual Metric Board, they will love it!

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e) Break your HR processes and productivity into bite size targets, that we can manage.

1) Get a whiteboard
2) Break your process into targets (ideally time or numbers based)
3) List the targets and measurements on the board
4) Get your team together every morning and have someone different present each time (inclusion)
5) Write your daily position up on the board to ascertain red flags and possibilities for not hitting targets.

A daily huddle is a great way to start the day, as it gets everyone pumped up and allows people to prioritise their energy for the day. If you finish a huddle and you are way behind on Points A & B, your team aren’t going to spend 45mins checking their emails, and getting a coffee, they are going to get on the phone and catch up with where they need to be.

As per usual….fix it yourself.

Audit, Review and improve your HR Processes

outsource_or_in-house

You don’t need an RPO or new ATS!

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You don’t need an RPO or new ATS…. Ask your team members how to make things better!

I have been attending a lot of HR networking events recently and I keep hearing the same stories.

“Things aren’t working, we’re thinking of implementing a new ATS”

“Things aren’t working, we’re not hitting our targets, we’re thinking of outsourcing the whole function to an RPO, and they can clean up the mess”

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These solutions seem to be what HR Directors go to, when they aren’t sure how to improve things.

A new ATS or system is not going to solve the ingrained inefficiencies and wasted energy of your Human Beings and HR stakeholders

An RPO will bring the efficiencies and best practice, but will cost an awful lot of money, and is a big change for your hiring managers.

I’m about to save you an awful lot of money, time and stress!

Step 1) Get a selection of your managers, recruiters and HR stakeholders in a room

Step 2) ask them what they want from a recruitment or HR process

Step 3) ask them how they think it could be improved

Step 4) make the changes and map them

Step 5) Measure the changes

A couple of tweaks to a process can save a lot of time and hugely improve a candidates or hiring manager’s experience. If this doesn’t work then feel free to spend £££££ of a new system…. try and fix it yourself first.

Visual Target Boards & Daily Huddles are not just for Sales

ask your hiring managers

Voice of the Hiring Manager…. What do they want from your teams?

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ask your hiring managersAsk your Hiring Manager what they actually want from your HR and Recruitment teams

If I hear “We know exactly what our hiring managers want and are hitting our targets” Im going to go crazy.

When was the last time you asked a hiring manager, recruiters and HR teams what they wanted from your processes. What is the output that they want?

“We meet with our hiring managers once a week face 2 face and they love that personal service”

Do they want to have a 1 hour meeting every week? Why would they want to give up 2 hours of their day to get to a meeting and back, that they could have on the phone every 2 weeks.

“Finding candidates as quickly as possible and filling the vacancy is the most important thing to my hiring manager”

It may have been last year, now it might be on-boarding and hitting the ground running. Its all very well, finding candidates and getting an offer accepted, but if it takes them a week to get their logins and access….. whats the rush?

“We know what the problems are and how to fix them”

How do you know? You don’t, you are presuming! ask your internal customers and give them what they actually want.

“things are fine at the moment, we haven’t heard any complaints from the business”

If you go for a meal and the food is average, and the waiter asks you how it is, 99% of Brits will say “fine thanks” Its the same with our internal customers and Hiring Managers. They are not going to complain unless there is a huge problem with “their meal”. Let’s ask them how they think the meal could have been improved.

“We are hitting our KPIs quarter on quarter”

Who created your KPIs? An HR director who is out of touch with the businesses and has been out of the trenches for too long? A recruitment manager who has only been in the business for 6 months?  Time to Hire and a hiring manager feedback survey is not good enough anymore

Step 1) Get a selection of your hiring managers and HR stakeholders in a room

Step 2) Ask them what they want from a recruitment or HR process

Step 3) Ask them how they think it could be improved

Step 4) Make the changes

Step 5) Measure the changes

You dont need a new RPO or ATS!