Recruitment Process Outsourcing, Recruiting, Straightsource

“Must Have” recruiting steps are identified

StraightSource, a Dallas, TX recruitment outsourcing company today identified the key process steps necessary for minimum effectiveness in corporate recruiting. 

Drawing on more than 10 years of experience serving Fortune 500 and growing mid-size enterprises, StraightSource intends to stimulate the debate about the elements and the value of the corporate recruiting process. Since organizations and job titles and descriptions tend to be very unique, there are no real standards with which to measure the effectiveness of the corporate recruiting function.  StraightSource aims to change that by challenging internal recruiting organizations to meet or beat its disciplined approach.

“Recruiting, like every other corporate process, can be measured, monetized and managed to deliver specific value and contribute to corporate objectives,” Brandt Hamby, Executive Vice President, Business Development argues. “Too often, there is a schism between Recruiting and Management where one group is blaming the other for organizational challenges.” 

The key to finding the talent to drive corporate success lies in having a documented, well defined, well executed process to recruit and retain top talent. The process makes the difference and insures consistent and repeated success in finding the right people to drive a business forward.

“Too many companies rely on luck and the skill of individual recruiters rather than design a consistently executed workflow that can be measured, evaluated, calibrated and regularly improved, Mr. Hamby noted. “As a result they often can’t find the best people quickly or cost effectively.” 

Most companies do not have or do not calculate standard data points or benchmarks to assess the efficiency and effectiveness of their recruiting process. In fact, there is no generally accepted process flow or productivity metrics for recruiting accepted either by human resource professionals or by hiring managers. .

Five Tough Questions Illuminate the Success of a Recruiting Process

Recognizing that variables like job type, location and industry will affect specific company benchmarks, StraightSource proposes that CEOs evaluate the effectiveness of an organization’s recruiting process by asking five tough questions:

1. Is there a detailed process map for recruiting that includes interview scripts and job description aids?
2. Is there a well-defined position-based selection process? Does it include selection tools that have been validated across all jobs and job types?
3. Is there an audit process to determine how well the recruiting staff adheres to the designed process?
4. Are there both process (time and cost) and outcome (satisfaction, quality and retention) measurements associated with the recruiting process?
5. Can you measure the financial value recruitment provides to the organization?

“Too many companies find their best people by accident,” Mr. Hamby observed. “But the best performing companies have a well-defined and consistently executed process that helps them find the right players time and time again. If you don’t have these process steps in place, there are inefficiencies in your recruiting and most likely you are not getting the best people you can.”

These concepts have been distilled from recruiting assignments StraightSource has undertaken for a broad range of companies in many industries. They evidence a focus on developing measurable, repeatable and scalable processes in hiring more than 50,000 people for leading companies over the last ten years.

According to Mr. Hamby, “These five tough questions point to the process steps that are mandatory for success. They raise the most important questions in terms of using corporate resources to sustain and grow the staff.”

This discipline and this process engineering approach won global recognition for StraightSource from the Human Resource Outsourcing Association. It incorporates Six Sigma methodologies and is intended to put a spotlight the best strategies for recruiting.

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About StraightSource®
StraightSource has set the standard in recruitment process outsourcing (RPO) by serving a broad range of companies from the Fortune 100 to mid-sized organizations. StraightSource provides for the entire recruitment process – from pre-hire to post-hire with options for end-to-end or modular service delivery.  With its proven ability to seek out and recruit talent, innovative tools, and lean six sigma methodologies, StraightSource adds value to the HR function which results in reduced costs, improved hires, and more process control and visibility.  The company’s StraightLineSM process is designed to consistently execute a high-quality recruitment process so that client organizations are can meet ever-changing recruitment and hiring needs.  For more information, please visit www.straightsource.com

Contact:        
Sherry Kohn
1-212-678-6798
skohn@delvegroup.com

Fern Flamberg
1-212-961-1769
fflamberg@yahoo.com