Post on 11-Nov-2014
description
Six Sigma
Recruiting© The Talent Buzz
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Six Sigma Recruiting…
…is a problem solving methodology
…performance is the statistical term for a process that produces fewer than 3.4 defects or errors per million opportunities
…improvement is when the key outcomes of a business or work process are improved dramatically, often by 70% or more
…is a general purpose approach to minimizing mistakes and maximizing value
…helps organization achieve breakthrough improvements, not incremental
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The Sigma Scale
Sigma Percent Defective Defects per million
1 69% 691,462
2 31% 308,538
3 6.7% 66,807
4 0.62% 6,210
5 0.023% 233
6 0.00034% 3.4
7 0.0000019% 0.019
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How Good Is Good?
99% Good (3.8 Sigma) 99.9996% Good (Six Sigma)
20,000 lost articles of mail per hour 7 articles of lost mail per hour
5,000 incorrect surgical operations per week 1.7 incorrect surgical operations per week
2 short or long landings at major airports daily 1 short or long landing at major airports every 5 years
11.8 million shares incorrectly traded on the NYSE every day
4,021 shares incorrectly traded on the NYSE every day
3 warranty claims for every new automobile 1 warranty claim for every 980 new automobiles
No electricity for 7 hours each month One hour without electricity every 34 years
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Ready to Launch a Six Sigma Project?
Must have significant financial or strategic value
Produce results that significantly exceed the amount of resources and effort required to obtain improvements
Improve performance by greater than 70% over existing levels
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DMAIC Model
Define
What problem needs to be solved
Measure
What is the capability of the process?
Analyze
When and where do defects occur?
Improve
What are the vital factors?
Control
What controls can be put in place to sustain?
Define improvement goals. At a process level goals might be to reduce defect levels or increase
yields. Apply data mining methods to identify improvement opportunities.
Measure the existing system. Establish valid and reliable metrics to help monitor progress toward
the goal(s) defined in the previous step. Begin by determining current baselines.
Analyze the system to identify ways to eliminate the gap between the current performance or
process and the desired goal. Apply statistical tools to guide the analysis.
Improve the system. Be creative in finding new ways to do things better. Use project management
and other planning tools to implement the new approach.
Control and institutionalize the new system.
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Project Considerations
Align with the business or HR strategy
Complete project assumptions
Define process parameters
Define in and out of scope
Determine the milestones
Accurate cost benefit analysis
Consider guiding principles and organizational drivers
Address all constraints
Your business case starts with a problem statement
Then is reversed into a goal statement
Select the right team
Defined the roles
Engage the team
Define
What problem needs to be solved
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Identify Stakeholders and Needs Define
What problem needs to be solved
Executive Leaders Hiring Managers Interview Teams
Human Resources Candidates Recruiting Team
I.T. Legal Vendors / Suppliers
VOC: Voice of the Customer VOB: Voice of the Business VOP: Voice of the Process
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Develop Project Timeline Define
What problem needs to be solved
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Process Improvement Opportunities
Operating Environment Opportunities
+
Complete Cost Benefit Analysis
Effectiveness Gains
Efficiency Gains=
Measure
What is the capability of the process?
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Designing A Capacity Model Measure
What is the capability of the process?
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Assessing Current Results Measure
What is the capability of the process?
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Process MappingC
ore
Proc
ess
Talent Acquisition Process
Sub
Proc
esse
s
Approval Search
RequirementsCandidate
SearchInterviewsQualify Selection Hire
Analyze
When and where do defects occur?
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?
What is the problem?
?
Determine the categories of causes,e.g. people, technology, procedures, office environment
?
Determine individual causes for each category
?
Drill down - ask why and why again!
Utilizing A Fish Bone Diagram Analyze
When and where do defects occur?
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RACI is an Acronym for the following words ...
R = Responsible “The person who has to make something happen…responsible for doing it”
A = Accountable “The person who has the power of veto…accountable to see that it gets done”
C = Consulted “The person who is included before a decision/action is taken…consulted before it is done or decided”
I = Informed “The person who is updated after a decision/action has been taken…informed after it is done”
Tool: RACI Matrix Analyze
When and where do defects occur?
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RACI Matrix Example Analyze
When and where do defects occur?
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Document Improvements Improve
What are the vital factors?
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Communication Planning Improve
What are the vital factors?
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Change Management
Focus Areas
Why we need to change
Dynamics of change
Individual responses
Reactions
Managers role
Nine Key Strategies
Committed leadership
Compelling vision
Ownership
Continuous improvement
Open dialogue
Explicit values
Measurement and rewards
Coaching and training
Celebrations
Current
State
Transition
State
Desired
Outcome
Improve
What are the vital factors?
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Service Level Agreements Control
What controls can be put in place to sustain?
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Sourcing Decision Tree Control
What controls can be put in place to sustain?
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Project Successes and Highlights
Capital Impact
Decreased cost per hire by 46%
Decreased time to fill by 27%
Improved % staffed ratio from 92% to 98%
Decreased interview to hire ratio by 44%
Increased quality of hire by 39%
Soft Benefits
Dramatically increased client satisfaction and perception
Significantly enhanced candidate experience
Sourced and hired higher candidate talent
Minimized legal risks and exposures
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Six Sigma Within Recruiting
What do you need to improve?
Quality
Cost
Time
Experience
Ratio
Is Six Sigma recruiting realistic?
How to apply the principles?
What about innovation?
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Best Practices For Your Project
Set stretch goals
Nothing is sacred
Engage your clients
Focus on change management
Put your faith in the data
Minimize handoffs
Align projects with key goals
Celebrate successes
Unleash everyone’s potential
Consider RPO, and outsourcing options
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Avoiding Pitfalls With Your Project
Not allowing enough time
Who’s the leader
Scope creep
But we’re different
Overtraining
Blindly believing your measurement system
Not leveraging technology
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What Really Matters
Recruiting leadership with the vision and talent to drive transformational change
A team with domains of expertise in recruiting, who have the influential skills to implement change with clients
A proven methodology
Sound, proven project management approach
Creating an engaging experience for your clients
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Contact & Connect
Contact / Connect with Jason Buss
LinkedIn: www.linkedin.com/in/jbuss
Twitter: www.twitter.com/jjbuss
Facebook: www.facebook.com/jasonbuss
Foursquare: www.foursquare.com/user/jjbuss
Gmail: bussjj (at) gmail.com
Skype: bussjj
www.TheTalentBuzz.com
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