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Six Sigma Map for Recruitment &

Selection

Prepared by:
Akanksha Gupta
UH13003
Priyanka Gupta
UH13033
Rajdeep Chakraborty
UH13035

Stages in Six Sigma


There are four stages in Six Sigma: 1.
2.
3.
4.

Identification:- Recognize and Define


Characterization: - Measure and Analyze
Optimization: - Improve and Control
Institutionalize: - Standardize and Integrate

Mapping the stages in Six Sigma for Recruitment &


Selection
Stage 1: Identification
Objective: To identify the key Business Issues
1. Effectiveness of sourcing channels: Identify various sources and strategies to
attract candidates from these sources to fill vacancies.
2. Cycle Time: Time to fill vacancies at different levels of the organization.
3. Internal Recruitment: Process of selecting a candidate from the existing
workforce to take up a new job in the same organization.
4. Candidate Experience (Candidate Relationship Management): The
recruitment and selection experience can have a positive or negative impact on all
candidates that show interest in your organization which in turn can affect your
employer brand. Thus, it has become one of the most important issues in hiring
5. Interviews and Assessments: Interviews must be structured and focus on skill
set required for the job as well as cultural fit in the organization. Interviewers must
be trained and unbiased.
6. On Boarding Experience: Standardize the on boarding process for employees
to help them familiarize with the organization, their team and role.

Stage 2: Characterization
Objective: To measure and understand the level of current performance.
1. Effectiveness of sourcing channels: Identify the various sources; check the
acceptance ratio, cost per hire from each of the sources.

2. Cycle Time: Identify standard time required to fill a vacancy and any deviations
from the standard time.
3. Internal Recruitment: No of positions that are filled by internal candidates and
performance comparison in new and old role of the candidate.
4. Candidate Experience (Candidate Relationship Management):
feedback from each candidate by filling a standard questionnaire.

Get

5. Interviews and Assessments: Validation of Job Descriptions, Training hours


and evaluation of interviewers.
6. On Boarding Experience: Number of employees who leave while still
under probation and Number of employees whose probation gets
extended.

Stage 3: Optimization
Objective: To initiate Break-through improvement
1. Effectiveness of sourcing channels:
Problem: Identify newer sources which can help improve quality of candidates and
reduce the cost of hire.
Recommendation: Measure effectiveness of sources every recruitment cycle and
switch to sources such as social networking sites and job posting where white
rabbits can also be persuaded.
2. Cycle Time
Problem: Loss in revenue due to absence of a person occupying a position
Recommendation: Have a standardized process with standard time including
buffer time to replace candidate in a particular position and for critical positions use
replacement charts.
3. Internal Recruitment:
Problem: It is not attractive enough as internal shift does not pay enough as
compared to jump to another organization.
Recommendation: Attach other perks such as loyalty rewards or stock options on
completion of certain number of years with the organization.
4. Candidate Experience (Candidate Relationship Management):

Problem: Lack of transparency and communication with candidates.


Recommendation: Well defined, standardized and automated process which
allows candidates to check status updates and sends regular emails to the
candidate pool.
5. Interviews and Assessments
Problem: Lack of trained interviewers, incomplete/ obsolete job descriptions
Recommendation: Train interviewers on how and what to evaluate in a candidate
and update job descriptions with changing role of a person in a position. Ensure Job
description is updated annually.
6. on Boarding Experience
Problem: Lack of ownership and standardization of experience
Recommendation: Create a standard orientation program for all employees to
acquaint them with the organization culture. Communicate the importance of
onboarding in retention to all managers and employees and get their interest in
participation in the process.

Step 4: Institutionalization
Objective: To transform day-to-day conduct of business
The above changes can be institutionalized by
1. Getting the top management support
2. Involving employees at different levels to help design the standard processes
and communicate to them the importance of each of the processes.
3. Getting feedback from the employees.

Critical to Quality factors (CTQs)


1. Well defined Job Description.
2. Communication at every stage and quality of interaction with interviewers.
3. Automation and standardization of process of selection.
4. Transparency in the process.

Assessing the sigma level


The sigma level is calculated based on the following assumptions.
Number of employees in the organization: 10,000
Number of defects identified: 25
Number of opportunities for error: 5

Sigma Level=

Number of Defects1,00,000
Number of opportunities for errorNumber of units

25100000
510000
= 50

50 DPMO corresponds to 5.4 sigma level. Thus, the organization needs to improve
the quality of processes of Recruitment & Selection.