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    Recruitment Audit: Prof Venkatesh Naga

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    mukeshpatodia
    The document outlines the process for conducting a recruitment audit. It discusses defining stakeholders, the 6 step audit process including strategy, policy, people, process, systems/technology, and metrics audits. Each step is then defined in further detail, explaining what should be evaluated such as recruitment strategy, policies, people capabilities, processes, systems used, and key metrics. The overall goal of the audit is to evaluate an organization's entire recruitment process to help improve future recruitment strategies, benchmark against competitors, and standardize best practices.

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    Recruitment Audit: Prof Venkatesh Naga

    Uploaded by

    mukeshpatodia
    51 views17 pages
    The document outlines the process for conducting a recruitment audit. It discusses defining stakeholders, the 6 step audit process including strategy, policy, people, process, systems/technology, and metrics audits. Each step is then defined in further detail, explaining what should be evaluated such as recruitment strategy, policies, people capabilities, processes, systems used, and key metrics. The overall goal of the audit is to evaluate an organization's entire recruitment process to help improve future recruitment strategies, benchmark against competitors, and standardize best practices.

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    Original Title

    Recruitment Audit

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    The document outlines the process for conducting a recruitment audit. It discusses defining stakeholders, the 6 step audit process including strategy, policy, people, process, systems/technology, and metrics audits. Each step is then defined in further detail, explaining what should be evaluated such as recruitment strategy, policies, people capabilities, processes, systems used, and key metrics. The overall goal of the audit is to evaluate an organization's entire recruitment process to help improve future recruitment strategies, benchmark against competitors, and standardize best practices.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    51 views17 pages

    Recruitment Audit: Prof Venkatesh Naga

    Uploaded by

    mukeshpatodia
    The document outlines the process for conducting a recruitment audit. It discusses defining stakeholders, the 6 step audit process including strategy, policy, people, process, systems/technology, and metrics audits. Each step is then defined in further detail, explaining what should be evaluated such as recruitment strategy, policies, people capabilities, processes, systems used, and key metrics. The overall goal of the audit is to evaluate an organization's entire recruitment process to help improve future recruitment strategies, benchmark against competitors, and standardize best practices.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 17

    RECRUITMENT AUDIT Prof Venkatesh Naga

    SESSIONS LO’S
     Learn about importance of Recruitment Audit (RA)
     Learn about stakeholders, process and steps involved in RA
     Practice with hands-on activity
    WHY RECRUITMENT AUDIT
     Help organization evaluate its entire recruitment process
     Craft recruitment strategy for future
     Benchmark against competition
     Clarify desired practices
     Establish baseline for future improvement
     Evaluate current effectiveness
     Standardize recruitment practices across multiple sites within a division or company
     Assess current knowledge and skills required of HR practitioners for recruitment
    process
    RECRUITMENT AUDIT CYCLE
    Define HR
    Policies &
    Practices

    Action Plan Measure &


    for Assess Current
    rectification Practices

    Identify the
    Gaps
    RECRUITMENT AUDIT –STAKEHOLDERS
    Business Leadership

    HR Leadership

    HR Team

    Hiring Managers

    Channel Partners

    New Hires
    RECRUITMENT AUDIT – STEPS
    Strategy Audit (Step 1)

    Policy Audit (Step 2)

    People Audit (Step 3)

    Process Audit (Step 4)

    Systems/Technology Audit (Step 5)

    Metrics Audit (Step 6)


    STRATEGY AUDIT - STEP 1
    • Does the organization have a recruitment strategy in place ?
    • If Yes, what is the process adopted to craft the strategy ?
    • Is there a manpower planning process in place ?
    • Is the Manpower Plan created every year ?
    • Is there a consultation/involvement of stakeholders?
    • Is the manpower plan communicated/shared with all stakeholders ?
    • If it does, is the compliance tracked ?
    • What has been the trends of on deviance to MP (+ive or –ive) ?
    • In case of deviance, is a corrective action taken ?
    • In case of excess hiring, Is there a exception sign-off process in place and is
    it adhered to ?
    POLICY AUDIT – STEP 2
     Does the organization have recruitment policy in place ?
     Is it comprehensive ?
     Does it cover the following :-
     Strategy Planning Process
     Manpower Planning
     People capabilities, suitability & fitment
     Notice Period buy-outs
     pay-outs to channel partners
     Candidate’s salary fitment
     Candidate experience
     Hiring Manager’s satisfaction
     Effectiveness & Efficiency
    PEOPLE AUDIT – STEP 3
     Is the recruitment team adequately staffed ?
     Is the team qualified & competent ?
     Is the team aware of hiring strategy ?
     Is the team aware of hiring process and if yes, what is the extent of compliance ?
     Is the team aware of metrics and if yes,
     Is the team trained on technology tools & systems ?
     What is the productivity of Recruitment team ? Is it Measured & benchmarked?
     Are there performance incentives for recruitment team ?
     Is the incentive policy communicated to recruitment team ?
     What is the motivation level of the team ? Engagement score ?
     What is the attrition/retention of the hiring team ?
    PROCESS AUDIT – STEP 4
     Does it have processes mapped across RLC?
     Channel identification & finalization
     Sourcing
     Screening
     Shortlisting
     Interviewing ( HR & Business/Operations)
     Interview Feedback
     Offer-negotiation
     Onboarding

    Does the processes have PoCs identified by positions, SLAs and TATs
    SYSTEMS/TECHNOLOGY AUDIT (STEP 5)
     What kind of systems/technology does the team use ?
     Has the organization just automated or used the technology transition for process-
    reengineering
     Are the technology systems aligned to the processes ?
     Does the system have access controls in place ?
     Is there compliance to process regarding granting/revoking of access controls ?
     Has it adopted IaaS/SaaS models for regular Updation of system ?
     Is the technology robust
     security/log-in tracking/real-time Updation/Back-up of data & MIS

     Is there a regular system/technology audit carried out by IT Team ?


    BUSINESS PROCESS RE-ENGINEERING
    METRICS AUDIT – STEP 6
     What kind of MIS is maintained ?
     What kind of trackers/Dashboards are published ?
    What kind of metrics does the organization have ?
     Are the metrics covering both effectiveness & efficient ?
     Does the metrics have both lead and lag indicators ?
     What kind of lead and lad indicators are in place ?
     Is there a review mechanism in place for metrics ?
     Is the compliance of actionables on outcomes of metrics reviews ?
     Are the metrics shared with stakeholders? If Yes who are they ?
    LEAD VS LAG INDICATORS
    LEARNING ACTIVITY
     Create a recruitment audit questionnaire and audit the status of recruitment in the
    organization in the case study
     Submit you findings of the audit along with actionables & assigning of
    accountability for persons involved in recruitment team
    EFFICIENT VS EFFECTIVENESS

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