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PCS, Control

The document outlines the application of Statistical Process Control (SPC) to enhance the recruitment process by defining key metrics such as time-to-hire and candidate quality. It emphasizes the importance of data collection, establishing control limits, and continuous monitoring using control charts. Additionally, it suggests implementing corrective actions and reviewing the process for improvements based on SPC analysis.

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14 views2 pages

PCS, Control

The document outlines the application of Statistical Process Control (SPC) to enhance the recruitment process by defining key metrics such as time-to-hire and candidate quality. It emphasizes the importance of data collection, establishing control limits, and continuous monitoring using control charts. Additionally, it suggests implementing corrective actions and reviewing the process for improvements based on SPC analysis.

Uploaded by

Rajendre More
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Applying SPC to the Recruitment Process

1. Define Key Metrics for SPC

Key metrics to monitor in the recruitment process could include:

 Time-to-Hire: Time from job requisition approval to candidate hire.


 Candidate Quality: Measures such as the number of candidates
progressing through interviews or the quality of hires based on
performance.
 Cost-Per-Hire: Total cost associated with the recruitment process
(advertising, interviewing, testing, etc.).
 Offer Acceptance Rate: Percentage of candidates who accept job
offers.

2. Collect Data

Accurate and consistent data collection is essential for SPC. Data must be
gathered across the recruitment process, including time-to-hire, number of
interviews, candidate satisfaction, and other relevant metrics. This data can
then be plotted using control charts.

3. Establish Control Limits

Based on historical data, you can set control limits for each metric. For
instance, the time-to-hire might have a target of 30 days, and control limits
could be set based on historical averages (e.g., 25 to 35 days).

4. Monitor the Process

Use control charts and other SPC tools to monitor the recruitment process
continuously. By tracking the metrics over time, you can identify when the
process is deviating from the desired performance, indicating that corrective
actions may be needed.

5. Implement Corrective Actions

When control charts indicate that the process is out of control (i.e., beyond
control limits), investigate the root cause using tools like the Fishbone
Diagram (Ishikawa) or 5 Whys. This will help identify and address special
causes of variation, such as delays in interview scheduling or inefficiencies in
candidate screening.

6. Review and Improve Process

Use data from SPC analysis to improve the recruitment process. If, for
example, a particular stage in the recruitment process (e.g., candidate
screening) is consistently causing delays, consider reengineering that part of
the process or automating it to reduce variability and improve process
stability.

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