Everything You Need to Know About Lean Recruitment Process

It’s a no-brainer that finding the best talent from a pool of job seekers out there can be daunting. Without modern hiring practices, you spend a lot of money and time, which often results in hiring the wrong candidates. Fortunately, lean recruitment helps turn things around by streamlining the hiring process. As a result, you will be able to attract the best candidates fit for your open positions without exhausting your business resources. Remember, the job market is competitive, and you do not want to lose top talent to your competitors due to lengthy traditional hiring practices. So, What is lean recruitment process?

Lean Hire Meaning

Lean recruitment was inspired by lean manufacturing, Toyota’s supply chain technique. This Toyota’s lean manufacturing approach aims at empowering people to adapt to their workplaces and workflows, learn from their mistakes to become better individuals, and deliver the best results. Simply put, the lean manufacturing plan places a strong emphasis on reducing waste and production costs. 

The goal of the lean recruitment process is to increase recruitment without making losses or using excessive amounts of resources. Since Toyota’s lean manufacturing method demonstrated success, many firms have adopted the lean recruitment strategy. Among the lean manufacturing principles that have gained attention are;

• Appreciate workers and any prospects.
• Over time rules guide their policy.
• It ensures consistency.
• They are progressively solving the organization’s problems and promoting consistent learning.
• It fosters the growth of partners and team members to enhance the organization.

Why use Lean Recruitment Method

Lean recruitment is proactive in contrast to the traditional recruitment model, which is reactive. The hiring process involves the supply and demand of talent, and any delay in the process can lead to wasting resources and time.

Lean recruiting strategies enable you to identify and eliminate these time and resource wasters, making the hiring process more effective and profitable for the business. Being proactive seeks to ensure that workers improve their work rather than concentrating on difficulties at work.

Lean recruitment dictates that you only call for candidates when in demand rather than employing talent whose role is not relevant at that time. This process is termed “Just in Time” in Toyota’s lean manufacturing strategy.

Furthermore, you can build pipelines of qualified applicants to call on them when a position opens up rather than wasting time and resources on new sourcing. This approach guarantees a steady supply of top personnel and is only attainable through solidifying connections with potential clients, networking, and employee referral schemes.

Although the Just in Time hiring method has avoided waste in this instance, in some circumstances, you may need to return to the more traditional recruitment to find talent that doesn’t appear in your pipeline.

Benefits of Lean Recruitment

Lean recruiting assesses your current hiring strategy, proposes improvements, and follows up on the results leading to consistency in the organization. This method is best known for minimizing time and resources, giving your staff time to work on other organizational priorities. Some of these priorities include;

• It helps build networks with a talent pipeline and other prospects.
• It promotes enhancing your hiring strategy.
• You can participate in and organize networking activities.

You can work on personal and professional growth.

• Interacting with applicants and businesses
• Planning for capacity and demands prediction

With that said, the lean recruitment method focuses on eliminating the wasted time and money you use to hire and pay for roles that are not relevant at the time.

Lean Recruitment Strategies

Identifying processes that offer value and those that are a waste will help you assess your plans and techniques when it comes to lean recruitment methods.  Recruiters must follow the following tactics to achieve continuous growth.

1. Enhance your Sourcing Method

You can reduce the number of sourcing platforms, especially those that don’t offer quality talent. Narrow down the job requirements by reducing the number of data you analyze on any job role. Let the job advertisement and condition be concise.

2. Make use of Referrals

The best candidates can sometimes be through your current or former employees’ referrals. You won’t need to screen many resumes to find one or two candidates. Leveraging your employees’ personal and professional networks can boost your pipeline; hence you won’t need to invest time and resources in the hiring process.

3. Spend Time on Productive Things

After assessing your strategies, determine the activities that add value to attaining the organization’s goal and channel more resources into them. Such activities may include engaging the candidates directly instead of resume screening, speaking to hiring managers, and finding talent for your pipeline. This technique results in streamlined hiring with little time in between resume screening and the final interview.

4. Automating Laborous Tasks

You must evaluate your hiring procedure, and if any steps demand excessive labor, you must leverage your HR tech platform to streamline them to save time and money. For instance, you can utilize the applicant tracking system to automate the shortlisting of candidates, which is easier to perform on a computer than by hand.

5. Keep Track of Trends

Utilize the data and knowledge you have amassed through time to comprehend recruiting trends and cycles. Additionally, you must know when the hiring process is at its height and prepare the management by allocating resources and hiring ahead of time. The method can also predict an organization’s goals.

6. Engage Other Stakeholders

Waste usually results from incompatibility or poor communication between parties not involved in recruitment. Drift the recruiting activities that don’t correlate with actual demands and can decrease by making the time to meet with hiring managers and strategic decision-makers frequently.

7. Create Uniformity in the Hiring Process

Nothing is worse than a confused recruitment procedure. Develop a practical, step-by-step hiring process that the management team can use. As a result, everything will go as planned, and you won’t see any instances of team members misbehaving.

Additionally, you ought to have pertinent information that you can continuously assess and examine to modify your hiring procedures in light of its outcomes.

Conclusion

The best candidates look for reputable employers that guarantee a conducive work environment with growth potential. For this reason, they will conduct the necessary due diligence before sending their applications. And, if your hiring process is lengthy, they consider other employers with streamlined hiring practices. 

That being said, achieve an effective hiring process by incorporating lean recruitment methods into your hiring strategy. By attracting and retaining excellent personnel and removing wastes that prevent your business from reaching its objectives, you may put the plans above into practice and run the Toyota race to success.