Hiring Friction Component
Continuous Improvement refers to a recruiting team’s refusal to accept the status quo and their willingness to regularly ask: can we do better?
Other industries such as software development, product, and marketing have already adopted continuous improvement philosophies and methodologies like agile, lean, and kaizen. While recruiting (and HR in general) has traditionally been slower to adapt, we’re now seeing a growing awareness of how we can adapt these concepts to recruiting. Why is this shift important? It gives us shorter feedback cycles, more flexibility in our processes, and increases productivity while improving candidate experience.
The recruiting landscape has changed dramatically in recent years, along with the world of work in general. Technology gives us access to greater amounts of data than ever before.
Candidate expectations have shifted as the workforce demographics shift to more millennial and Gen Z workers. And generally, workers are asking more of employers, whether it’s in the form of purpose and meaning in work, a company’s commitment to social and environmental justice, or simply a better, more respectful candidate experience.
When a recruiting team’s approach to continuous improvement is low friction, they constantly examine recruitment performance and create improvement plans when necessary. They focus on understanding the environment and requirements, team development, process enhancements, and new tech capabilities. In high friction settings, though, there are no improvement activities, a transactional reaction to events, and team members are not interested in change or feedback.
Talent Acquisition Diagnostic assessment
Take the Hiring Friction assessment to benchmark the performance of your recruitment function using the components of the Hiring Friction Maturity Matrix.
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Are we continuously implementing improvement initiatives?