Has anyone attempted to apply Business Process Improvement (BPI) or Lean Six Sigma techniques to the recruitment and hiring process?

The past few months of dealing with this has convinced me that the process is broken. I’m not making that judgment because of failures to find me job opportunities. I’m actually making good progress in that area. An empirical look, however, shows many areas that need examination.
There is tremendous waste in the process. A few examples:

  • Resumes – tremendous ambiguity in purpose, form, usage. There’s a whole industry that is feeding off this information gap.
  • Requisitions – again ambiguity in what to include and why. Requirements are over-specified. The processing of the requisition has numerous inefficient and ineffective hand-offs. Tracking is usually manual.
  • References – who is going to list a bad reference? Why bother with these?
  • Recruiters – poor souls who are under more performance pressure that telemarketers. There is no time to do the job right. The greatest tell here is that the initial contact from many of them is hurry, hurry, hurry. Then …….. nothing. Communication skills are omitted.
  • Interviews – I happen to be good at these. However, that has absolutely no correlation with job performance. It would be better to invite a candidate to work for a day, observed, and evaluate them based upon that. But, I’m getting into solutions.

So, I would like to know if anyone has researched this out carefully. It seems like there are billions of dollars in wasted effort in this area. If we tolerated that kind of drain on any other process, we’d go out of business. What do you think?

One thought on “Has anyone attempted to apply Business Process Improvement (BPI) or Lean Six Sigma techniques to the recruitment and hiring process?

  1. Pingback: Checklist as a Simple Business Process Improvement Tool | The Mongo Dba

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