Owner: Steve Basden

Project Manager: Mike

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I’m sending you this email to follow through on the commitment I made at the last ET meeting give you information about the redesign of the hiring process. I know some of you are aware that Stacy and SS and I have been working to make some changes in our process. There are a few reasons why the process needs to be changed. But mainly it comes down to the fact that Stacy’s role is expanding and she isn’t going to have the time to manage all the detail that she’s managed up to now. Up to now Stacy has been responsible for the hiring process at AIM. Recently she’s been given responsibility for managing all of AIM’s people issues. To that end a People Team is being created with Stacy as its leader. The People Team will have responsibilities in 3 major areas: Recruiting and hiring staff, identifying and equipping project leaders, and addressing NS staffing issues. The desire is to group all of AIM’s people resources under one umbrella.

In order for Stacy to accept this role, some of her current responsibilities need to be taken off of her. If you look at the re-designed hiring process (attached), you’ll see the breakdown of responsibilities. Two things are happening which we hope will make the hiring process easier to follow. First, we are designing a web-based system which will track a candidate’s progress through the process. We will be putting an HR admin person in place to make sure that the process is followed and to facilitate the movement of a candidate through the process. Generally speaking, we won’t have a candidate moving forward unless the previous steps have been completed. You’ll see from the flow chart which responsibilities which have been transitioned from HR to the hiring manager. The rationale behind these changes is to place the responsibility for the interview/reference checks with the hiring manager. The thought is that the hiring managers need to be shepherding the interview process for their candidate. While they are doing this, the HR admin person will be helping them through the process in terms of reminding them of next steps and following up to make sure the timelines are met as much as possible. This is important. We should be able to set expectations for a candidate regarding how long the process will take and then deliver on our part of meeting the timeline.

You’ll see that the flow chart is color coordinated. Blue is an HR responsibility, Green is a hiring manager responsibility, Orange is a SS responsibility, and Yellow is a candidate responsibility. I know you may have questions or concerns about the changes that are being proposed. I’m happy to answer them one on one, or during the next ET meeting.

Steve