The above process can produce the desired results because it embraces a step-by-step method where each step has been thought about thoroughly. Although this process is not very effective, there are 90% chance of getting a suitable candidate for the position. Over the past few years, the process has been used our organization and it has for a long time produced the desired results. This process cuts down expenditures spend on using other recruitment procedures, and it helps speed up the timelines for recruiting new employees. If the process is not improved, time can be lost, and the working standards in the company are likely to drop as well as productivity.

The current flowchart is an improvement of the previous one, in this process, several improvements have been made to improve the efficacy of the recruitment process in the firm. According to this new process, current employees play a crucial role in the recruitment process. Through the adjustments made, existing employees can suggest referrals who will not need to go through the application process but will be reviewed to identify those who are fit for the position. Moreover, the application process has been clearer to include the specific audience. The applications are reviewed, and qualified candidates are shortlisted for interviews to pick the most preferred one.

Through the process evaluation, the initial flowchart had a 90% efficacy, however, the improved process can lead to a 98% efficacy. According to Grabara et al. (2016), recruitment is progressive, and it is time-consuming for a firm and results in high operation costs in the firm. Therefore, every firm desires to achieve the highest desirable efficiency in recruitment. Thus, the time spent on recruitment can be reduced by embracing technology in the recruitment process, and the costs incurred can be reduced by being aware of the requirements to optimize the process and ensure there is a proper plan for the whole recruitment process.

Recruitment involves retracting individuals on a timely basis with sufficient numbers and appropriate qualifications (Saviour et al., 2017). In our organization, recruitment has changed compared to a few years ago, the new market has created new tools. Therefore, the firm has focused on integrating diversity to improve inclusion, developing a well-laid down hiring strategy, and tracking applicants' applications through the software. Thus, through these processes, the company has promoted its brand image, which is significant for the organization's future. The firm has for a long time portrayed its identity during the recruitment process, its working culture and personality that helps the candidates prefer it over the competitors.

According to the metrics used in evaluating the current process, the future process is expected to perform better than the current process. The interview-to-hire ratio will be improved by adopting a sourcing strategy involving a hiring manager because a manager interested in the candidates will invest in their hire. Therefore, the future process will be more efficient because candidates for a position in the firm can be submitted in two days. Moreover, the employees applying for the position or those referred by the current employees need to understand the job requirements, the manager will also focus on the right place to find a candidate.

According to Kregness (2018), the recruitment process begins with documenting the position that needs to be filled, therefore decisions in the firm are made depending on the urgency of the position. Therefore, a process improvement project involves telling the applicants what the job is about, mentioning the company's highlights to draw their attention, and the roles and responsibilities of the current position. Moreover, improving the process will involve embracing the company culture to ensure that prospects willing to take the job will know they will be valued and respected in the workplace. Thus, the future state of the process depends on these factors to acquire the best suitable candidate for the job.

Eliminate manual processes. A lean manufacturing initiative can be strengthened by automation. Employing automated recruitment systems and recruiting equipment, along with using technology for automatic identification (such as mobile computers and voice technologies) will enable employees to quickly find and welcome potential employees. In addition to reducing potential errors in manual pick-up, automation helps increase the speed of searching through files.

Reduce paper waste. With the help of technology, you can not only make recruitment more efficient; you can also cut costs.  Paper pick tickets, packing slips, and other paperwork can also be eliminated with it, making the recruiting process virtually paperless. With mobile computers or mobile workstations, employees can access orders in real-time, scan items, and confirm their picks without even picking up a pencil. It is possible to make your operation greener and save money by eliminating paper forms. With mobile devices and workstations, you can automate your label printing needs, which will drastically reduce the number of errors made per workday and eliminate excess paperwork.

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