1. I picked this process because it has been brought up several times in recruiting meetings. The drop off rate that we have with candidates is over 42%. This means, that 42% of our applicants do not finish their application, making it almost impossible to get their contact information. As a recruiter, we look at every candidate who applies in our system. We could be missing out on so many potential candidates due to the application process being entirely too long. “A disproportionately high number of application processes are lengthy, complicated and repetitive, resulting in a significant issue with candidate drop-off rates when applying for jobs, on average 80% drop-off rates according to Glassdoor.” (Banagham, 2020).
2. Some of the steps I would take to analyze how to improve the process would be to sit down and do the application myself. I would time to see how long it would take me to finish, and then I would start applying to some of our competitors job sites to see how long it would take to complete their application. It is very hard to recruit these days, so losing candidates by a simple incomplete application is not acceptable.
3. The people who should be involved in this process are a handful of our recruiters, our Director of Talent Acquisition, Legal, and also our EVP of HR. I mentioned all of these people for certain reasons. As a recruiter we need to be able to know the steps to the application in case someone calls and needs help completing the application. We would need Legal involved to see which steps we could take out of the process to shorten it. We would need our director involved because she will be the one to make the final decisions. Lastly the EVP needs to be involved because she is the one who will give us the OK to move forward after all parties are involved.
4. Some of the questions we should ask are:
   1. How much time the actual process takes?
   2. What are ways we can improve this process?
   3. How many actual applicants are we losing per month?
   4. How does this effect our numbers as recruiters?
5. We will know if the process is actually improved by going through the process ourselves as if we are an external applicant. This way we can fix any issues, and see if the changes we made were beneficial. We could then pull a report to see if the drop off rate has improved.

References:

Banaghan, D. (2020, December 3). 2/2: Top tips to improve your job applicant rates and decrease candidate drop-off rates. Occupop. https://www.occupop.com/blog/how-to-decrease-candidate-drop-off-rates.

The process I chose with my minimal business experience is the documenting system in our flight. 

1)  Explain why you picked that process.

The process is reliant on internet but is also a separate operating system. We have to rely on the internet and this system to both be operational and that can be rough in hurricane season. When the system crashes, we are unable to work due to other instructions not allowing us to work without the technical data, also contained in this system.

2)  Explain the steps you might take to analyze how to improve the process.

I would look into what would make the offline systems that would allow the user to still document inspections and upload itself to the internet once connections are restored.  

3)  Who should be involved with you? 

I think the creators as well as team leads who rely on the system should be involved in this process because the other team leads could relay the information of upcoming updates back to their sections and the creators could take our input and create the offline system. 

4)  What are some of the questions you should ask about the current process? 

What are some factors the cause the current system to crash? Are there ways to minimize system failure? Is it possible to work offline? 

5)  How will you know if the process was actually improved? 

We will be able to access the system regardless of internet connections or system status.