Question

A VP of HR for a growing 1,500-employee high tech firm has received feedback regarding the lack of effectiveness of the HR team. The internal customers have not been pleased with the level of service and support that is being provided by HR.

One of the biggest challenges cited is the recruiting process-specifically, opening a new requisition. The business leader is first required to contact a recruiter to open a requisition and then to contact the compensation and benefits team to determine the pay level for the role. Business leaders may have to contact a different recruiter each time a requisition must be opened. If the recruiter is unfamiliar with the business unit and the nuances of the culture as well as common skill sets, the business leader has to spend additional time to ensure that the recruiter has all the information needed. As a result, some business leaders have asked for one point of contact in HR for all recruiting needs.
Once the work flow is amended, which is the best way for the VP of HR to identify the measures of success and the impact on the organization?

A. Measure the time it takes from the opening of a position to the acceptance of an offer to determine if there is an actual decrease in time to fill.
B. Partner with the business unit leaders to outline meaningful measures and outcomes that demonstrate alignment with strategy.
C. Work with the HR leadership team to design an HR scorecard that will support the HR strategy and measures the results.
D. Carefully monitor the next quarter's recruiting results to determine if the amended work flow added value to the business.

Answer 1

The VP of HR should use multiple methods to measure the effectiveness of changes, including tracking time to fill, collaborating with business leaders for strategic alignment, developing an HR scorecard, and monitoring quarterly recruiting results.

Step-by-step explanation:

The VP of HR for a high-tech firm with 1,500 employees is facing challenges with the efficiency of the HR team, particularly with the recruiting process and the opening of new requisitions. Considering the feedback from internal customers, it's essential to address these challenges by identifying the measures of success and the impact of changes on the organization. To do this effectively, a combination of methods should be utilized:

• Measure the time from opening a position to acceptance of an offer to assess any improvements in time to fill.
• Engage in a partnership with business unit leaders to establish meaningful measures that align with the company's strategy.
• Implement an HR scorecard developed by the HR leadership team to track the alignment with HR strategy and results.
• Monitor the recruiting results over the next quarter to evaluate the value the amended work flow brings to the business.

By incorporating these measures, the VP of HR can accurately gauge the effectiveness of the changes and ensure that the HR team is providing the support that business leaders require. Continuous evaluation and an adaptable approach will help to improve the recruiting process and overall efficiency of the HR team.