Innovation and Continuous Improvement for Sourcing- myassignmenthelp

Question: Discuss about theInnovation and Continuous Improvement for Smart Sourcing. Answer: Smart Sourcing Talent acquisition costs come into play when a new position is being filled for the first time, when an existing position is refilled due to turnover, and when employees switch jobs internally. Much of the spend for acquiring talent is on sourcing, including recruiting agency fees and recruitment advertising costs for new hires. It is estimated that worldwide, organizations spend upwards of a combined $85 billion each year to source candidates.2 These fees typically come out of the budget of the hiring department and may not be visible to an organization through its HR departments accounting of talent acquisition costs. Using smart sourcing technologies, businesses of all sizes can get the same talent sourcing advantages that large organizations enjoy. You can recruit faster from a wider network of qualified candidates, build stronger relationships with active and passive job seekers, and earn a higher return on your sourcing investments. Automate job board processes. Get the most out of your job board investments with predictive ranking and optimization capabilities. Recommend job boards with the highest likelihood for attracting qualified talent, and automatically post to these boards. Build a talent pool. Reduce your dependence on third-party recruiters and external rsum databases by keeping your own database of quality candidates. Then manage candidate relationships so you can tap into this valuable resource when you have a job opening. Candidate relationship databases lower sourcing costs by better marketing opportunities to candidates sourced in the past. Plug into social networks. According to the Pew Research Internet Project, 73% of online adults use social networking sites.3As more people use social networks such as Facebook, LinkedIn, and Twitter, you can go beyond job boards. A 2012 publication by Meisha Rouser found that 18.4 million applicants found their jobs on Facebook, 10.2 million found theirs on LinkedIn, and 8 million found theirs on Twitter. 2nd Method: Sustainable Method Compliance Management Compliance is a major part of your recruiting, hiring, and performance evaluation processes. Its not only about automating and streamlining but also about documenting and archiving to ensure that you are capturing the data you need in order to maintain compliance with regulatory agencies or internal policies and procedures. The following best practices in compliance management will help you track your recruiting and hiring initiatives and report on them. Before [Oracle Recruiting Cloud Service], we had all candidates applying through e-mail and we managed the candidates on an Excel spreadsheet. We are now able to search, track, and report metrics to our executive team. Alissa Dare Human Resources Manager, ProService Hawaii 8 Increase transparency. A recruiting solution ensures that you execute proper notification and advertising of open positionsa requirement for public sector agencies and educational organizations. Automate reporting and ensure online privacy . The U.S. Equal Employment Opportunity Commission (EEOC) requires proper notification and reporting about job openings, screening, compensation, and other HR practices. In addition, many government agencies in the U.S. and Europe require that all information be kept private and not be distributed. An online recruiting solution can automate reporting processes and ensure that all information is confidential, while reducing your costs. Define basic qualifications. Enforce use of job templates to ensure consistency in how you post positions. Make sure basic qualifications are specific, objective, and measurable. Document and communicate evaluation criteria and processes, which will help you establish your applicant pool. Track expressions of interest. Create, document, and communicate company selection policies and processes. Communicating a clear definition of expressions of interest and consideration is critical for identifying who is an applicant and who is not. Track candidate status. Automatically track the candidate through the workflow process. Its important to track the steps and status and capture the reason a candidate is no longer being considered for a position. This information is then available for compliance reporting. Ensure proper certifications and qualifications. Automated prescreening and background checks help you determine whether candidates meet the basic qualifications outlined for the job. Safeguard against charges of bias. Some employers struggle to apply federal job mandates consistently. Smart screening technologies rectify this, by retaining a record of each applicants assessment. Action Plan You have a clear view of which jobs are likely to be open, and when.You gathered, reviewed and analyzed the data on your hiring in the past three years, and you know which jobs and job groups tend to need filling. You also know the seasonality of your business, and can plan ahead for hiring needs. Job seekers and referrals to reach them are already in your pipeline.You know many sources for great candidates that you can reach at the click of a mouse or by placing a phone call, because you are continuously doing the groundwork of sourcing for your most-often open positions. You have job postings updated, paired with sticky videos and graphics, and ready to go at a moments notice.With all of the many platforms for recruiting, and all of the creative work your companys marketing group is doing, why reinvent the wheel? Encourage your Talent Acquisition team to partner with Marketing to come up with effective messages and graphics that are consistent with the branding and marketing your company is already doing, and tailored toward recruiting new hires. You know where to post to find the right-fit candidates.You cant post openings on your website and forget it if you want to effectively recruit in todays market. Reducing your time to fill, attracting the right candidates, running an efficient hiring process and getting the right hire all depend on being intentional in your posting. In addition, since you are looking to increase diversity in your job seeker pool, you are also reaching out to specialty sources to post your openings. You (or your recruiters) know the jobs and your hiring leaders specific needs.Do your recruiters know how to screen job seekers the right way, so your hiring managers are getting the best group of candidates to review? Instead of having a check the box mentality, you (or your recruiters) are willing and able to understand the job so you can analyze the job seeker pool in a more sophisticated way. And if you have one, you make sure your smart TA team is functioning at their top efficiency and effectiveness, and not making excuses about how they dont have time to fully evaluate candidates. And there's absolutely NO "fire hose" candidate throughput. Managers don't have time for that! You and your Talent Acquisition team is willing to tell managers the truth, even if they dont want to hear it.Like many managers, mine sometimes want to insist on looking for the candidate that doesnt exist-the early career Harvard MBA with 10 years of experience in mergers and acquisitions that is excited to relocate to Sioux Falls for a salary of $40,000 per year. You, your recruiters and TA leaders have built trust with the business, so when you push back, hiring leaders may not like it, but they will listen. You know which competencies lead to success in the roles at your company, and how to assess for them in the hiring process.You provide training and development for hiring leaders and others on how to effectively interview and assess talent, whether you have pre-hire assessments formally implemented or not. And you look back at how hires have performed, gathering, analyzing and interpreting the data so we know if we're doing it right. You have access to compliance resources to ensure that your recruiting and hiring process is not only effective, but consistent with legal requirements.You understand the potential for adverse impact and discrimination, and know how to avoid them in your talent acquisition activities, as well as how to properly document your processes to reduce risk. Keep your yourself and your team in the loop by following the latest Society for Human Resource Management (SHRM) Employment Law updates (https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/default.aspx) and subscribing to SHRMs Workplace Compliance newsletter. You use data to pinpoint the sourcing, recruiting and hiring activities that deliver the best ROI.You dont just throw things out there-you continuously review performance and assess against benchmarks that make sense for your business. Then you adjust your process for maximum value. The first-year onboarding program at your company is up and running for every new hire, starting at offer acceptance.You know that when you deliver an offer letter and receive an acceptance from a new hire, there will be a seamless handoff to the background check process, ordering needed equipment and space, and delivering a welcome gift to your newest team member. Memo on Customer Service provision Improving Your Customer Service: Use Online Tools to Personalize Assistance Your website is usually the customer's first exposure to your company, so your homepage should be personal and user-friendly. Include staff bios or embed a Twitter feed to build an intimate relationship with your customer, and consider these online tools: Customer Relationship Management (CRM) Software:Programs likeMicrosoft Access,Salesforce.comandOraclecollect important consumer background, including search history and time spent online, says Kumar. If you're selling an Internet-based service, knowing your customers' operating systems or connection speeds will reveal their intent for the product, give some context to you concerning their complaintn and strengthen the company-consumer relationship. Social Media:Think ofFacebookandTwitteras "listening posts," says Burns. People love to chat about their recent purchases and experiences, so why not tune in? But, she cautions, be mindful that those conversations may not represent the majority and should be put into context. Online Re views:The blogosphere can be a cruel place, but embrace sites likeYelpandCitysearchfor their comprehensive feedback and seize the opportunity to respond to customers. It's a "way to engage in a two-way dialogue," says Burns, and should be used for problem prevention and customer retention. Mobile Strategy:Customers expect on-the-go service, and that means you need to be mobile-ready, Fromm says. Go green, like Apple, and email receipts, or follow the southern department store Belk, whosemobile addressallows traveling customers to text in their feedback.