This paper describes the problems that the Human Resources (HR) department has encountered in using its current system for recruiting new employees. Through an operations improvement data analysis, the causes of those problems were identified. A preferred solution was developed to remedy the problems and improve HRÆs responsiveness to unexpected change and corporate goals and objectives.
The Human Resources (HR) department needs an improved hiring strategy for ensuring that the most suitable internal and external candidates are successfully recruited to fill staffing needs in the organization. Since the current recruiting process has not been effective or comprehensive in terms of identifying the most qualified candidates, the improved strategy will incorporate new procedures to ensure that the recruitment process yields ôknowledge workersö who bring with them the knowledge that the organization needs. Often, the optimal candidates are those that are already part of the organization and that have acquired the knowledge necessary to respond to organizational needs but are omitted from the recruitment process because HR does not have sufficient information on internal employees to suggest them for positions.
One of the most difficult jobs HR has is to select candidates that will be successful not only in meeting current organizational needs but also future needs that have not been identified yet. TodayÆs organizations undergo rapid changes in an effort to accommodate changes in the business or respond to impacts in the internal and external environments. To ensure that uncertain future needs will be met, HR has to position itself in line with corporate goals and objectives, be aware of potential impacts, and anticipate likely scenarios.
HR departments of the past were simply concerned with matching specific job requirements to candidate background. This limited, monofocal strategy is no longer adequate for todayÆs ...