Ultimate Performance: Measuring Human Resources at Work

Time

Recruiting time questions have ranked in the top three inquiries received by Staffing.org since becoming an independent corporation in 1998. Proper implementation of time improves the relationship between hiring manager and recruiter, making for a more effective hiring process and yielding better results.

More than 10 years ago, when the phrase just-in-time recruiting became popular, many thought it marked the beginning of a new stage in the profession. We were going to advance recruiting as the manufacturing profession had recently advanced it. And most importantly, the fruit of our labor was going to be respected. Just-intime recruiting certainly resonates with hiring managers, but we didn’t take the time to understand how just-in-time works in the manufacturing industry.

Just-in-time is a sound inventory and manufacturing management practice. It wasn’t started so much to speed up delivery or manufacturing but rather to minimize capital tied up in inventory and storage. The associated financial benefits are significant. And it works. The organizations that are responsible for delivering just-in-time use detailed and sophisticated timelines to understand all components of the process and give the customer what they want, when they want it. It doesn’t matter how long it takes for the steel, or silicon chips, or chemicals, or tires, or whatever, to be delivered. All that matters is that they are delivered when they are needed and expected based on the terms jointly contracted ...