Going the Extra Mile, with Agile
When we look at recruiting and onboarding of resources, A traditional approach has served the industry very well for years. However, with the changing dynamics of demand and market conditions, traditional approaches are not efficient. These could also not be the best fit for the demands of the current day industry.
Let’s look at a couple of case studies in this article.
First case study outlines method adopted for Recruitment Process optimization.
Traditional process employed for recruitment is depicted below. This is a typical waterfall approach.
Challenges for recruitment process as identified were:
- Large Turnaround time and Rigid process
- Mental Models (Lack of Documented Process)
- Focused Preparatory process
- Job Description Challenges
As part of process improvement, following solutions were applied:
- It was observed that rigidity of the process was limiting the appeal to attract great talent. Process was made flexible to attract the best talent as necessary
- Documentation was made crisp. Focus was given to short interview formats. Balance was struck between extensive documentation and getting the right talent
- Engagement throughout the process. Appropriate contacts from organization stayed connected with the candidate till joining to help with answering any questions and help with initial onboarding.
Second one is from Product Security Assessment. Before and after scenarios with improvements obtained with agile approach is presented.
Usage of agile methods is a cultural change. It is tougher to unlearn than to learn something new.
Agile processes and procedures take time to evolve. There should be no compromise to principles during this phase. Core principles must be adhered to.
Interconnections between entities and interactions among stakeholders are unique for each setup and organization. This fact needs to be kept in mind while implementing and agile.