Case Study: Improving Recruitment Processes 

In this case study, a team strives to improve the recruiting process in a large, fast-moving consumer goods company. Part 1 focuses on reducing the recruiting cycle time. Part 2, which will be published Monday, June 6, 2014, will focus on decreasing the effort required to fill a job opening.

Rising attrition is a common problem across industries. Tight monthly, quarterly and annual objectives leave little room for error when it comes to having the required manpower being available consistently. Unwanted attrition results in two significant challenges for human resources (HR) teams. They must work to continuously:

  1. Decrease cycle time to fill a job opening.
  2. Decrease the effort required for a successful recruitment.

The case described here uses total quality management (TQM) to address these problems in a large, fast-moving consumer goods company in India. (Note: The details of the process have been condensed and modified for the sake of confidentiality.)

A two-day quality awareness program introduced the cross-functional project team members to TQM (including just-in-time [JIT], total quality control [TQC] and total employee involvement [TEI]). Fortnightly meetings then started to address the problem at hand through the seven steps of problem solving:

  1. Define the problem
  2. Research the causes
  3. Generate countermeasure ideas
  4. Test and modify the ideas
  5. Implement ideas
  6. Standardize procedures
  7. Compile quality improvement story

You can read the full case study at:

Case Study: Improving Recruitment Processes 


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