1. Strategic vision
The peculiarity and value of a product company, its main mission and task, is customer satisfaction, their involvement, and brand loyalty. Naturally, through the product produced by the company. Thus, the global goal of the company can be described in two parts:
- Product quality;
- Quality feedback and change management, working with customer/user feedback.
It follows from this that the main task of the recruiting department is the qualitative search, selection and attraction of A players. The basic pillars of these tasks should be considered: regulated and described policies and procedures; constant monitoring and implementation of innovations.
On the other hand, we must remember that an organization exists only when it is profitable. In this regard, it is important to be in search of the right balance, not forgetting that the unreasonable pursuit of any extreme manifestation always has its downside:
- The downside of being overly innovative. "Company-laboratory", which does not produce income, but on the contrary, brings permanent losses.
- Bureaucracy. On the one hand, the rigid structure of the organization cannot be competitive in today's market dynamics.
On the other hand, if we consider bureaucracy in a too strict description of job descriptions, it deprives the employee of the ability to think critically, creatively, his ability to autonomy is degraded, as well as his ability to make extra efforts. In cases where the job description not only plays the role of a strict manager, literally controlling every step of the employee, but also limits its functionality to the same type and unidirectional tasks that require the operation of only one type of neural networks, the second type of these networks is systematically suppressed.
Excess in the bureaucracy of candidate selection procedures leads to A players accepting an offer from another company, and we lose time, profit and competitiveness.
Yes, of course, we can say that we will be able to find other A players, for example, who are not actively searching. And we certainly can get them. Yes, but this is not always the case (see paragraph A players below).
- A players. Unfortunately, we must take into account the error that we will not always be able to get a superstar in our team. The reasons may not depend on us at all: the candidate may be overly loyal to the current organization, he may not resonate with the specifics of our company, be catastrophically over budget, work in the current organization for too short a period of time to consider new proposals ...
And don't forget to ask yourself the obvious question: do we even need an A player? Can we keep Rock Star in a dynamic and incredibly competitive market, given the company's current stage of maturity, its financial position, and its current benefits package?
2. Objectives
Goal #1 To increase the quality and relevance of recruited candidates
Goal #2 To strike the right balance between quality/relevance and speed/quantity (both candidate acquisition and process efficiency)
Goal #3 Optimize existing processes, make them more flexible
In any company, all three goals should be pursued without exception. The only question is which of them are more prioritized at each of the stages of company maturity, or how strongly each of them correlates with the specifics of the company's activities / specifics of the product. Unfortunately, there is no method by which one can surgically isolate a single process from the whole variety and evaluate its impact on the overall result, in cases where many processes are implemented simultaneously and in parallel to each other.
So if your recruiting department is in its infancy, please use logic - don't overwhelm it with a huge amount of procedures and operations all at once. A factory machine that needs only two pedals to operate looks ridiculous with a hundred pages of instructions for use. Similarly, a department of two people working on one vacancy a month does not need hundreds of instructions. A large number of instructions is needed only where it is time to streamline.
This is what is really important to pay attention to when creating a new department: these are reporting and statistics. You cannot accurately intuitively assess the state of your body. This requires instruments. So your department is a full-fledged living organism. In order to measure its temperature, you need to use the metric system. In order to manage change in the future, you will also need a metrics system. (How to correctly determine the metrics, read in my article: βHow to set up a recruitment team motivation systemβ).
Preliminary results:
- Be guided by common sense and logic - do not saturate the department with unnecessary processes.
- Know how to measure what you produce.
- Start small. Implement everything step by step. In this way, it is much easier to assess the weight of each new element.
3. Change management
Suppose we followed the logic described in the second paragraph. Which means we have:
a) several implemented basic processes in the department;
b) a system of metrics that measures the effectiveness of these basic processes as a whole, depending on the priorities for the main goals No. 1, No. 2, No. 3.
When we need more meaningful streamlining as volume grows, we gradually add new processes. The recommended incremental frequency is no more than one new process per quarter. 3 months, this is the minimum period after which you can talk about, at least to some extent, a permanent dependence, looking at changes in the state of the metrics. Usually, even with rapid growth, companies do not need to more dynamically introduce new processes. Otherwise, it will be associated with risks. Since it becomes impossible to track the effectiveness of everything new. And this inevitably leads to chaos.
Measurement
Often, managers are very superficial about change. Considering, for example, that the main goal of the recruiting department is to attract more and more candidates, they measure the value of each new process through the prism of this single indicator. But, after all, this is a very narrow viewing angle. Let's look at the examples of our targets above:
- Goal #1 β The quality and relevance of the attracted candidates cannot be assessed with the help of a quantitative indicator of filled vacancies. In this case, one of the metrics that you need to pay attention to first of all will be the number of candidates who have passed the probationary period.
- Goal #2 is where we really need to look at the Total Candidates Hired metric, but at the same time, compare it to the quality metric from the previous point, looking for the kind of balance your company needs.
- Goal #3 is a very complex item and an example of a goal where the surface dimension is extremely dangerous, as it can unrealistically reflect the essence of what is happening. Because, in this case, it would not only be useful for us to evaluate the metrics from the previous two paragraphs, analyzing the level of process optimization, but also to complete the picture, measure, for example, Hiring Managers 360, as an indicator of plasticity / convenience / understandability of existing processes.
4. findings
The formula seems to be very simple:
P1+P2=1,
Where: P1 and P2 - existing basic processes;
1 is our current measured result.
Then, with the introduction of a new process, it will not be difficult to calculate its contribution:
P1+P2+P3=1
P3 = any apparent deviation from 1
In fact, the problem lies in two things: haste and chaos. In an effort to have time to do as much as possible and achieve the highest possible results, we eventually fail. Because it is impossible to calculate the new without giving it time to manifest itself. This impossibility in calculations leads to chaos, which in turn leads to the state of a blind man looking for a way out of the forest. Becoming on this path, you are unlikely to be able to notice even elementary things. Most likely, there will be no more talk about any calculations.
Therefore, before you start implementing something significant, invest time in analyzing everything now, in advance. Otherwise, you will miss a lot more time in the future.
Source: habr.com