| Have you ever been in a situation when an important | | | | issued offer, and even lesser percentage of these |
| resource, who has been working on a critical project | | | | would actually join the company. So to hire a single |
| for over a year and has become a very valuable | | | | candidate, you would at least need 100+ resumes of |
| asset for the team, got a better offer and decide to | | | | the required skills and experience level. If you do an |
| move on? Sounds familiar? | | | | analysis of time consumed, a great deal of time is |
| In today's knowledge economy, most of companies | | | | wasted in doing initial screening and short listing |
| are more dependent on their human resources than | | | | candidate that are worthy of an interview. |
| the companies in the traditional economy. Such a | | | | Key to success of Just-in-time strategy is to reduce |
| situation means you have to find equally good or | | | | time for initial screening of the candidates. All the help |
| better replacement, that too in a very short time. Now | | | | that can be made available during this phase of hiring is |
| one solution to that is to have a strong bench strength | | | | welcome. That's where technology can help you. If |
| of your resources so that a new resource can be | | | | you are using recruitment software that supports |
| quickly allocated to the project, however, having higher | | | | built-in employment tests or screening tests, that can |
| bench numbers mean less profit for the company and | | | | save you a great deal of time and can make your |
| today's competitive world along with a weak western | | | | Just-In-Time strategy work. |
| economy means it would make your company less | | | | Just-In-time strategy is used by many corporate in the |
| competitive. Companies with less bench strength | | | | world since last several years successfully to utilize |
| would be able to quote lower rates and that would | | | | human resources more efficiently and to reduce bench |
| affect directly to your business bottom-line | | | | strength. This approach requires you to use technology |
| That's where concept of Just-In-Time hiring comes into | | | | to your advantage as without its help this strategy is |
| picture. Idea of Just-In-Time hiring is to decrease bench | | | | bound to fail. |
| strength as much as possible and make recruitment | | | | If you are using a Recruitment Software (Applicant |
| process efficient enough to service any request from | | | | Tracking System) that has built in support for |
| business within reasonable time-frame. For JIT hiring to | | | | employment test (screening tests), you can use it to |
| work, Time to fill a vacancy has to be in the range of | | | | your advantage. System can filter out candidates that |
| 10-15 days. Anything more than that would impact the | | | | are not worthy of human eye and now you have to |
| project and you would end up with a dissatisfied client. | | | | manually screen only those candidates whose profile |
| So the key goal for JIT to work is to make the | | | | matches with the job. We have seen such tests can |
| process efficient. In an ideal world, the moment you | | | | reduce number of candidate that needs to be manually |
| have a vacancy, you would source one resume, | | | | screened by over 60%. |
| screen the candidate, forward it to hiring manager, | | | | Coming back to example mentioned above, using |
| hiring manager would interview that candidate, | | | | technology you can easily increase efficiency of your |
| company would issue him an offer letter, candidate | | | | hiring process by almost 150%. Earlier you were |
| would join the company and everyone would be | | | | selecting one candidate out of 100+, now you have to |
| happy. | | | | select one from 40! |
| But we don't live in an ideal world. Do we? | | | | Technology is revolutionizing recruitment process all |
| If you look at the numbers, percentage of candidates | | | | over world. Are you using right systems to recruit the |
| that are sourced, less than a one percent of are | | | | talent you company deserves? |