Hiring processes are too long, too cumbersome, and too full of red-tape bureaucracy to allow thorough evaluations of candidates. A quick read of BonitaSoft’s white paper will provide you with the expertise necessary to recognize bottlenecks and other disruptions to your recruitment process. Identification of these hindrances is the first step in creating a more streamlined hiring process for faster recruitment activities and winning the talent war.

1. ocurements
solutions
for
financial
managers
1
WHITE PAPER
7 KEY SIGNS YOUR
RECRUITMENT
PROCESS IS BROKEN
By
Haidar
Hadi,
Product
Marketing
Manager,
BonitaSoft
BonitaSoft
democratizes
business
process
management
(BPM)
by
bringing
powerful,
easy-­‐to-­‐
integrate,
and
user-­‐friendly,
open
source
BPM
to
organizations
of
all
sizes
and
industries.
With
the
Bonita
Open
Solution,
organizations
can
model,
automate
and
optimize
process
workflows
in
Finance,
Human
Resources,
Sales,
Marketing,
Supply
Chain,
E-­‐Government,
and
more.
The
fastest-­‐growing
BPM
provider,
BonitaSoft
has
more
than
1,500,000
downloads,
400
customers
and
15,000
community
members.

2. 7
KEY
SIGNS
YOUR
RECRUITMENT
PROCESS
IS
BROKEN
2
THE HR MANAGER CONTROLS THE BOTTOM LINE
Due
to
the
immense
costs
frequently
involved
in
the
hiring
process,
careful
consideration
must
be
given
before
hiring
full-­‐time
employees.
In
studies
described
in
a
white
paper
entitled,
“Employee
Turnover
Hurts
Small
and
Large
Organization
Profitability,”
human
resources
expert
Richard
Galbreath
found
that
the
cost
to
replace
a
range
of
employees
can
be
fifty
to
several
hundred
percents
of
an
employee’s
salary.
Below
are
seven
signs
that
will
let
you
know
if
your
Selection
Process
needs
attention:
1. YOUR RETENTION RATE IS LOW
To
increase
your
retention
rate,
you
need
to
correlate
on-­‐the-­‐job
performance
withmap
on-­‐the-­‐interview
performance.
Therefore,
it
is
important
to
have
a
process
that
compares
both
these
metrics
via
questions
generated
through
analysis
of
your
highest
performing
employees.
These
questions
will
provide
the
interviewer
or
the
person
selecting
candidates
with
relevant
business
intelligence
data
that
will
help
them
in
their
process
of
filtering
out
qualified
candidates.
2. YOU NEED TO REDUCE LEAD-TIME TO RECRUIT EMPLOYEES
The
recruiting
or
Selection
Process
should
not
start
when
an
employee
leaves
the
company;
it
should
be
an
ongoing
process
to
obtain
the
best
talent
available.
Think
of
talent
as
a
resource,
and
then
apply
your
knowledge
of
supply
chain
to
that
talent-­‐resource.
You
need
a
process
in
place
that
creates
awareness
ahead
of
time
for
the
kind
of
positions
available
in
your
company.
In
other
words,
you
need
a
process
that
can
find
you
both
active
and
passive
candidates.
3. YOU NEED TO REDUCE THE COST OF RECRUITING EMPLOYEES
The
Selection
Process
is
time
consuming
and
costly
due
to
elements
such
as
advertising,
examinations,
etc.
Therefore,
it
is
important
to
automate
some
of
the
hiring
tasks,
such
as
submissions
to
job
posting
sites,
alerts
to
twitter,
etc.
Such
automation
can
directly
reduce
recruitment
costs
thereby
allowing
resources
to
be
allocated
to
other
recruitment.
4. YOU HAVE TO DEAL WITH A COMPLEX APPROVAL PROCESS FOR NEW
POSITIONS.
New
positions
in
a
company
affect
many
stakeholders,
and
therefore,
obtaining
approval
is
paramount
to
the
success
of
the
Selection
Process.
Sometimes
all
you
need
is
partial
approval
from
the
stakeholders,
and
other
times
you
need
www.bonitasoft.com

3. 7
KEY
SIGNS
YOUR
RECRUITMENT
PROCESS
IS
BROKEN
3
unanimous
approval.
It
is
therefore
important
to
have
a
process
that
allows
stakeholders
to
vote
and
capture
their
feedback.
5. YOU HAVE TO DEAL WITH A COMPLEX INTERVIEW PROCESS
To
keep
the
hiring
managers
happy,
the
HR
manager
should
provide
the
interviewers
with
top
qualified
talents.
This
way,
the
interviewers
can
focus
on
top
qualified
candidates
and
spend
less
time
on
qualifying
talents.
Additionally,
it
is
important
to
have
a
mechanism
in
place
to
structure
the
interview
so
that
candidates
may
be
compared
on
an
objective
basis.
Therefore
it
is
important
for
the
process
to
include
structured
questions
for
rating
as
well
as
a
free
notes
section.
6. YOU HAVE TO DEAL WITH LEGAL ISSUES
There
are
numerous
regulations
that
the
Selection
Process
must
adhere
to,
such
as
non-­‐discriminatory
practices.
Building
a
standardized
Selection
Process
can
help
in
litigation
prevention
by
enforcing
rules
automatically
and
creates
a
proper
audit
trail
of
all
the
activities.
7. YOU HAVE TO DEAL WITH A HIGH VOLUME OF APPLICANTS
While
increasing
the
number
of
applicants
may
increase
the
chances
of
obtaining
more
qualified
candidates,
managing
a
high
volume
of
applicants
may
be
cumbersome
when
dealing
with
the
aforementioned
issues.
Therefore,
it
is
important
to
have
a
Selection
Process
that
lists
qualified
candidates
in
a
“table”
format
where
they
can
be
sorted
by
qualification
dimensions,
such
as
years
of
experience,
years
of
schooling,
exam
scores,
etc.
www.bonitasoft.com

4. ocurements
solutions
for
financial
managers
4
HEAD QUARTERS
GRENOBLE, FRANCE
32,
rue
Gustave
Eiffel
38000
Grenoble
EMEA, ASIA & LATIN AMERICA
PARIS, FRANCE
73,
rue
de
Sèvres
92100
Boulogne
NORTH AMERICA
SAN FRANCISCO, USA
51
Federal
St.
Suite
305
San
Francisco,
CA
94107
BonitaSoft
democratizes
business
process
management
(BPM)
by
bringing
powerful,
easy-­‐to-­‐
integrate,
and
user-­‐friendly,
open
source
BPM
to
organizations
of
all
sizes
and
industries.
With
the
Bonita
Open
Solution,
organizations
can
model,
automate
and
optimize
process
workflows
in
Finance,
Human
Resources,
Sales,
Marketing,
Supply
Chain,
E-­‐Government,
and
more.
The
fastest-­‐growing
BPM
provider,
BonitaSoft
has
more
than
1,500,000
downloads,
400
customers
and
15,000
community
members.