While Miley Cyrus made a similar sounding word famous for all the wrong reasons, Talent Turking is a different set of moves that allows companies to reduce their Labor Factor, the amount of time and effort necessary to generate viable candidates and fill jobs. Decreasing the Labor Factor is a key move in achieving Lean Recruiting—increasing the speed and accuracy of hiring by maximizing efficiency.
As described in Wikipedia, the Turk (or Mechnical Turk) was a “fake chess-playing machine constructed in the late 18th century.” Rather than being driven by some form of special technology, it was “a mechanical illusion that allowed a human chess master hiding inside to operate the machine. The Turk won most of the games played during its demonstrations around Europe and the Americas”
Even though this was an innovation only in spirit, one of the great innovators of our decade, Amazon, has taken this concept and made it real. Their website, www.mturk.com, allows you to hire “Mechanical Turk Workers,” real people who do tasks with machine like speed and cost efficiency.
For anyone involved in recruiting, talent acquisition, or staffing, the applications of this idea are endless. From research to sourcing to database cleanup, these and many more possibilities await, yet, very few people seem to be leveraging this resource.
Keyword searches produced the following results:
Recruiting – 0 results
Sourcing – 0 results
Candidate – 2 results
Job – 25 results (with only a handful being relevant to hiring)
By turking tasks, more time can be better spent talking with candidates and filling jobs. Even Miley would have to admit that this is the right kind of move for anyone wanting to operate more efficiently.
Car fanatic or not, there is a lot to like about a Tesla and how this electric vehicle is a model for better business. Acceleration from zero to 60 miles per hour in just 3.1 seconds, which the Model S can now achieve, is the kind of rapid velocity staffing and recruitment customers can experience when firms shift from reactive to active recruiting. Most buyers need that talented person yesterday, so speeding that individual to them to start work today is how a growing number of firms are zooming past their competitors.
Even though automobile dealers have lots of power and sway (too much if you ask me), Tesla powers its sales without caving in to the traditional, commoditized dealership model, choosing instead to sell out of stores in upscale shopping malls. The best staffing and recruiting firms also avoid the commodity game by negotiating value, not price, while approaching buyers in ways that attract attention instead of repelling them from even answering the phone.
Visit one of those stories and you find that less is more when it comes to the components that allow Teslas to achieve rapid velocity. Unlike a gasoline engine with hundreds of moving parts, Tesla electric motors have only one moving piece: the rotor. It’s this lean simplicity that helps make it so fast and nimble. Getting lean in our business, especially in eliminating all the wasted time and effort in the recruiting process (called Lean Recruiting), speeds talent acquisition, allows candidates to get to work more quickly, and staffing and recruiting firms to be more equitably rewarded for the value they provide.
People are not the only ones getting on the scale as staffing and recruitment firms across the globe are trimming the fat as a catalyst for growth. Lean Recruiting initiatives across the globe are focusing leaders to eliminate wasted time, resources, energy, and effort. The results benefit everyone as clients have talented people working more quickly, candidates land better opportunities with less effort, and their providers are rewarded for their efforts while also be able to serve more people.
Patterned on some of the best attributes of Lean Manufacturing, a systematic method for eliminating waste within a manufacturing process, Lean Recruiting addresses some of the persistent challenges in our business, including those focused upon productivity and execution. To trim organizational fat, here are five questions to begin identifying the waste in your sales, recruiting, and leadership systems?
Which processes are taking longer today than two years ago?
In which aspects of the business are leaders having to constantly remind people to take action?
For which customers is time-to-fill staying the same or even increasing?
How often are recruiters recruiting ahead, acquiring talent before its needed, versus recruiting behind, looking for people after an order has been placed?
Which customers have committed to deadlines for responding to submittals? What’s being done to enroll the rest of the customer base in that same lean practice?
While the holidays may be a time that we all gain a few pounds on seasonal goodies, it can also be a time of leaner business by shedding waste, making the delivery and experience of our business better for everyone. That’s a pretty nice holiday present.