Specific:

Increase our hiring efficiency by reducing the average time-to-hire from 45 days to 30 days for all positions.

Measurable:

Track the time taken to fill each position and generate monthly reports to monitor progress against the 30-day target.

Achievable:

Implement a streamlined candidate screening process and leverage an applicant tracking system (ATS) to manage the recruitment pipeline effectively.

Relevant:

Align with the company's growth strategy by ensuring we have the right talent in place rapidly to meet expanding business needs.

Time-bound:

Achieve the reduced time-to-hire goal within six months, with regular progress evaluations on a monthly basis.

1. Review Current Recruitment Processes: Conduct an audit of current recruitment procedures to identify bottlenecks.

2. Select and Implement ATS: Choose and integrate an applicant tracking system to streamline the hiring process.

3. Revise Screening Criteria: Update and standardize candidate screening procedures to ensure quick yet thorough assessments.

4. Training: Provide training for HR staff on the new ATS and screening processes.

5. Monitor and Adjust: Continuously monitor time-to-hire data and make adjustments as necessary to stay on target.

a. Responsible Parties

• HR Manager: Oversee the implementation of the ATS and revised screening processes.

• Recruitment Team: Execute the day-to-day recruitment activities in alignment with the new processes.

• IT Department: Support the technical implementation and maintenance of the ATS.

• Hiring Managers: Collaborate with HR to ensure quick decision-making and candidate selection.

b. Reporting

• Monthly Reports: Prepared by the HR Manager, detailing progress against the 30-day time-to-hire goal.

• Quarterly Review: Senior management will review overall progress and provide feedback.

• Candidate Experience: While speeding up the hiring process, ensure that candidate experience is not compromised.

• Market Conditions: Monitor external factors such as changes in the job market that could impact recruitment timelines.

• Feedback Loop: Establish a feedback loop with hiring managers and candidates to continually refine the process.

a. Potential Risks and Mitigation

1. Risk: Resistance to change from HR staff.

   • Mitigation: Provide thorough training and demonstrate the benefits of the new processes.

2. Risk: Technical issues with the ATS.

   • Mitigation: Ensure robust IT support and conduct thorough testing before full implementation.