In part 2 you read about Lean staffing as it relates to the organization and how you can do more with less and or find out why more is not being done. This time we will talk about Lean Staffing as it relates to tools.
Tools are a huge part of staffing, whether it is an ATS, HRIS, Sourcing tools, Job Boards, Social media tools or whatever they are huge.
The question is how do we determine which ones to use. The first thing you need to do is determine is which you already have and what they do and which new ones are appropriate for the industry you are staffing for. Then you need to determine what kind of avenues you want to use to find, attract and contact perspective candidates as well as post your openings.
Once you have done all of that you make a block diagram showing what each tools does, and then start crossing out tools missing things you need until you narrow it down to the 1 tool that gives you what you need, if there is more than 1 than look at the cost as the final determining factor.
Tools 1 Tool 2 Tool 3 Tool 4 Tool 5 Tool 6
ATS ATS ATS ATS ATS ATS
JP JP JP JP JP
SM SM SM
Mobile Mobile Mobile
TC TC TC TC
JP= job posting SM=Social Media TC=Talent Community
Now in the example the only tool that has everything you are looking for is Tool 2. Now keep in mind this was a simple example, but you get the point, Now in some cases you might decide to live without some things, or already have tools that needed to be added to the analysis. In the end the goal is to find 1 tool that can do everything, and if not one as few as possible as the more you use the more it costs and the more time it takes to use. Also keep in mind this was a simple example there are many variables you might want to add to the list of things to chart in your analysis comparing tools.
Now one would think after that you are done but not so fast. Now you have to see how that tool interacts with the tools you have that are needed, for example your ATS interacts with finance for when you make hires. To do this just use simple Lean Staffing tool analysis, by putting a box for every system used in the staffing lifecycle from seeing if you need someone to on boarding. Then create all the connection threads, add in your new tool and possible connection threads, and then start getting rid of the redundancies in both function and connections. Sound familiar? It should it is very similar to the Lean Staffing process analysis. Except here you are dealing with a process dealing with tools not a process dealing with people. When you are done you should know what needs to go, what needs to be implemented and in the end have one lean set of tools for staffing.
Well there you have it, Lean Staffing.