Lean Six Sigma Tools In The Hiring Process Analysis

Just – in – time concept in relation to recruitment has also been studied by Pradeep Sahay. He writes a conceptual paper titled, “Lean Six Sigma Tools in the Hiring Process”. He iterates that “identifying, acquiring and retaining talent for organisation’s needs is essentially a human capital supply chain management”. He emphasises that just – in – time recruiting is a pull based strategy where organisations are provided with right kind of candidate with right skills at the right time and at right place. Instead of maintaining an inventory of candidates in organisations, its time to look for candidates in the talent pool and supply them when the need arises. Sahay also remarks that the goal of talent management is to help achieve organisational
Pradeep Sahay, in his paper, titled – “The Complexity of Recruiting” discusses about the changing scenario in the field of talent acquisition which is highly dominated by technology. He says that recruitment has changed its face from being transactional to a more strategic and integrated activity by implementing strategies and practices to upraise recruitment process. Sahay mentions about the transformation that has taken place in recruitment process due to technology. The role social media websites play in recruitment is very crucial as it helps recruiters to match individuals with the right jobs. It also helps individuals to frame their own views about the organisation through social media networks. Its very important for organisations to understand about their brand image in market at the time of recruitment. They must use marketing technique to create long term relationships with candidates. Researcher mentions that the trend has shifted to candidate driven market from employer driven market and he emphasises that acquiring and retaining talent is not different from acquiring and retaining customers. (Sahay,
Seth also lay emphasis that organisation’s image plays a vital role in talent acquisition as people look for an organisation with positive image. He has mentioned about use of internet, mobile phone apps and social media which is the latest trend to circulate the information. Candidate’s experience with the organisation can reflect back on it, therefore organisations must take care to handle the candidates well and keep in touch with them for future requirements (Seth, 2014).

Ingolf Teetz has given the importance of employer branding in his article, titled, “Best Practice Technology in Talent Acquisition: From Branding to Global Job Boards”. He says talent acquisition can be leveraged by using employer branding and adequate use of technology which is critical for talent management. A candidate’s experience about searching and applying for an opportunity in an organisation should be consistent and harmonised. Technology provides and facilitates easy accessibility to organisational information as well as candidate’s information, globally without any complexity (Teetz,