Finally, to ensure a wider pool of applicants, the DPR TA Team established a widespread targeted marketing and social media campaign as well as other creative ways of sourcing to recruit candidates for the wide variety of positions available within DPR. The team also began referring applications to hiring managers on a standard Monday/Wednesday/Friday schedule, which allowed hiring managers to prioritize their own schedules and optimize their time spent engaging in the hiring process. Additionally, the team began submitting job offers daily to the onboarding team to put hiring manager’s minds at ease knowing their offers were being extended in a timely manner. This allowed the team to clean up nearly 100 old job requisitions and over 500 old candidate applications. For starters, the DPR TA Team expanded from two to five total staff to better address the high-volume hiring needs of DPR. Phase 1 included a variety of improvements that set the stage for future phases. These efforts helped the DPR TA team to better understand the unique needs and specific challenges their client faces and allowed them to bring pointed, relevant information back to the entire team where they could develop solutions to address DPR’s needs and challenges. Early on, members of the team began attending DPR operations meetings, hosting 1-on-1 strategy meetings with hiring managers, and established a manager advisory council. The DPR TA Team put the voice of the customer and client engagement at the forefront of their effort. The most important, and often most overlooked, aspect of process improvement is collecting and utilizing the voice of the customer. Phase 3, which is slated for late 2020 and early 2021, will focus on aligning hiring strategies with the functionality of the City’s hiring system, Workday. Phase 2, which is still in process, has focused on developing a recruiting strategy that listens to and prioritizes the needs of their DPR client. Phase 1 focused on restructuring the recruiting team and defining role responsibilities, expectations, and accountability. To ensure a successful overhaul to the DPR recruiting and hiring process, the team broke their effort into three distinct phases. Denver parks and rec series#Over the last year, the team has worked tirelessly through a series of rapid improvement events and process improvement efforts, led by Peak Academy Black Belt and agency facilitator, Jordan D., to ensure they’re providing the absolute best service for their clients. The DPR Talent Acquisition Team (DPR TA Team), consisting of Nedra D., Zach O., Amy S., Laura A., Kayla I., Kaliah W., and led by Amy J., is tasked with supporting DPR in the recruiting and hiring of these 1,500 positions – not an easy task considering 80% of these hires happen between February and June. While the DPR staff does an amazing job managing some of the best spaces and facilities Denver has to offer, it’s the work of another team behind the scenes that helps prepare DPR for the substantial workload that comes with each season. Every year, Denver Parks and Recreation (DPR) hires approximately 1,500 staff to support, run, and maintain the City of Denver’s over 200 City parks, 30 recreation centers, 30 swimming pools, 10 dog parks, 22 mountain parks, and 7 golf courses.
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