Portfolio

Digitization of Recruitment: JazzHR Implementation at the City of Somerville
 

Challenge
When I joined the City of Somerville in 2021, recruitment relied on outdated paper-based methods, including manual tracking of applications and lack of automated communication with candidates, because there was no applicant tracking system (ATS). I saw an opportunity to address significant inefficiencies in the hiring process due to manual workflows and lack of streamlined processes for posting jobs, sending offer letters, and onboarding.
 

Solution
Within my first six months, I drove the implementation of JazzHR to modernize the recruitment process:
 

• Gained Stakeholder Buy-In: Presented a compelling case to HR leadership and IT, securing funding and approval for the ATS as a two-year pilot program.

• Developed Specifications: Collaborated with HR, IT, and hiring managers to outline key system requirements, ensuring the ATS would improve efficiency, automate communications, and digitize onboarding tasks.

• Vendor Selection: Conducted a thorough evaluation of vendors, leading to the selection of JazzHR as the most cost-effective solution that met our needs for user-friendly interfaces, automated updates, and integrated candidate management.

• Led Implementation: Configured workflows, conducted training, collaborated on building a custom Careers Page, and launched the ATS within 90 days, ensuring smooth adoption despite limited staff capacity.
   

Impact
The implementation of JazzHR led to:
 

• Efficiency Gains: Reduced manual workflows, allowing HR staff to focus on adding more intentional value to the recruitment process. Streamlined job advertisement distribution across multiple platforms.

• Enhanced Candidate Experience: Digitized the job application and onboarding processes, while automating status updates to keep candidates informed throughout the hiring journey.

• Improved Metrics: Shortened time-to-hire and enhanced transparency for candidates. Enabled the organization to track key recruitment metrics, such as source-of-hire and time-to-hire, for data-driven decision-making.
   

Reflection
This project demonstrated my ability to lead change in a fast-paced environment, combining strategic planning, stakeholder engagement, and hands-on project management to drive measurable results.

 

 

 

​Diversity, Equity, and Inclusion (DEI) Hiring Training for Public Officials
 

Key Achievement
Designed and co-facilitated a DEI hiring training program for over 100 stakeholders, including public officials from the City of Somerville, the Chief of Police Committee, and various boards, commissions, and committees. The training aimed to advance equitable hiring practices, raise awareness about biases, and equip leaders with practical tools to foster inclusive recruitment strategies.
 

Details
This training targeted a diverse group of city leaders, including elected officials, department heads, and members of various boards and commissions. It focused on promoting fair and inclusive hiring practices, helping participants recognize and mitigate biases in their recruitment processes, and ensuring more inclusive representation in public service.
 

Key Topics Covered
 

• Inclusive Recruitment Guidelines: Emphasized strategies for broadening outreach and ensuring accessible recruitment practices for underrepresented groups.

• Key DEI Concepts: Provided foundational understanding of key terms like diversity, equity, inclusion, and intersectionality to foster a common language among participants.

• Bias Awareness: Focused on identifying and mitigating common biases in hiring, such as unconscious and affinity bias, through structured interviews and diverse hiring panels.

• Recruitment Best Practices: Shared strategies for crafting inclusive job descriptions, utilizing diverse recruitment channels, and creating broader candidate pools.
   

Impact of the Training

This training was a significant step in ensuring that city leadership and public officials were equipped with the tools and knowledge necessary to create a more inclusive and equitable hiring process. By providing a structured and informative session, we fostered a culture of understanding and openness, contributing to a long-term commitment to DEI in the City of Somerville's hiring practices.
 

Participants left the session with a deeper understanding of how to recognize and address biases, implement inclusive hiring practices, and ensure that the recruitment process reflects the city’s commitment to diversity and inclusion.  ​​​

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