Large corporations operates through several divisions, each focusing on specific products or services. Within each division, there’s a matrix structure which allows for cross-functional collaboration and efficient resource allocation. We were supporting the client in different geographies, with regional offices and teams to address local market needs and regulatory requirements. These regional units often have their own management hierarchies.  In order to reduce the time to fill, we decided to identify the major leak which is impacting the said metric.  We captured data for each step, right from job order approval to onboarding and identified the steps which were impacting the most.  While performing this exercise, we also did market research of the hiring process being followed by the companies competitors in the said markets.  This insight helped us in proposing the solutions and get the decision makers buy in. 

The initial process included the following steps: 

1. Application
2. Initial screening by Talent Acquisition Department
3. screening by hiring team member
4. Coding test 
5. Technical Interview 
6. Panel Interview 
7. Background Check 
8. Offer 
9. Onboarding

We identified that the steps which were delaying the process were step 2 and 4.  Our proposal (with data) was to send the candidate an automated link to coding test the moment their application is received.  The TA department will contact only the candidates who get a decent score in the coding test thus reducing the time of sifting through resumes. Then, TA would schedule the screening call with hiring team member on the same call, contributing to better candidate experience and reducing time between the two steps.  The final solution that we proposed which was not accepted was initiating background check post offer acceptance, as both the steps can run parallel without further delay.