Riverbat Faculty and Staff,
In a move to revolutionize our recruit-to-hire (R2H) process, HR Managing Director Elma Benavides and I have launched the R2H Optimization Strike Team. This strategic initiative aims to cut down the average time it takes the College to hire all the unique types of positions we employ to a maximum of 30 days by 2026. There will be significant improvements along the way, ensuring swift and efficient staffing that supports our institution’s mission and growth.
The Teams Behind the Change
Co-led by Elma and me, the Strike Team has three Focus Groups comprised of cross-functional HR staff led by three of our savviest customer-facing professionals. HR Business Partners will act as sponsors to respective Focus Groups and their leads and will be instrumental in deployment and communication throughout the process.
Focus Group Breakdown
R2H Operations Excellence (Led by Compensation Specialist Lisa Griggs):
- Objectives: This group focuses on refining the operational core of our hiring process. From optimizing our HRIS and applicant tracking systems (ATS) to clarifying roles within the process, their goal is to eliminate bottlenecks and enhance efficiency.
Tools & Resources Workgroup (Led by Benefits Specialist Anna Carrasco):
- Objectives: Charged with developing comprehensive hiring guidelines and creating essential tools and resources, this group ensures that all stakeholders have the necessary support to navigate the hiring process seamlessly.
Training Workgroup (Led by Employment Specialist Soledad Garcia-Brady):
- Objectives: This group is pivotal in equipping our hiring managers with the skills and knowledge needed for effective recruitment. Their focus spans from designing a robust training curriculum to implementing varied training methods that cater to diverse learning styles.
Driving Principles
The Strike Team underwent the same customer- and empathy-focused Design Thinking leads of Theory of Change workgroups underwent. The Strike Team aims to foster innovation, collaboration, and empathy for our stakeholders, including each other. We prioritize radical simplicity in our solutions, leveraging technology and AI responsibly to enhance rather than replace human interaction.
We acknowledge that there is no one-size-fits-all approach to hiring. For example, where it may be appropriate to have a more robust and involved hiring process for a Faculty member or student-serving position, the same practices may not be reasonable or necessary for positions like Campus Custodian.
On the other hand, research shows that organizational mission, values, and culture significantly influence applicants’ decisions on where they apply and ultimately decide to work. We will aim to weave our Values into our hiring tools and practices, as well as to empower hiring managers and interviewers to take an active role in helping candidates understand why ACC and their team is the place for them!
Roadmap to Success
Our journey to streamline R2H involves meticulous planning and execution:
- Current State Analysis: Mapping out existing processes to pinpoint inefficiencies.
- Technology Integration: Harnessing HRIS and ATS advancements to automate and expedite screening and hiring tasks.
- Role Clarity: Defining roles and responsibilities to ensure accountability and eliminate redundancies.
- Resource Accessibility: Developing user-friendly tools and guidelines that facilitate a smooth hiring experience for all involved.
The Impact on Our Community
By optimizing our recruitment process, we not only save time and resources but also elevate the experience for job applicants and hiring managers alike. This initiative underscores our commitment to operational excellence and continuous improvement, setting a new standard for efficiency within our institution.
Looking Ahead
We know many of you have suggestions, questions, and experiences you want to share. Reach us through the link in this newsletter, or email hrsupport@austincc.edu.
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