8 weeks | Master challenge - winner | Mentor: Arthur Luis
Skills: Research, Synthesis, Ideation, Concept development
The competition for talent is only beginning, and the most successful companies will be those that can streamline the talent onboarding process while providing a pleasurable experience to candidates. We believe this is an area ready for innovation, user-centricity, and the use of various technologies that match hiring organizations with the right candidates quickly, accurately, and painlessly.
The objective is to understand the needs, pains, breakdowns, and delays that a large organization has throughout the hiring process and create a service platform that integrates the needs of both types of stakeholders: applicants and the hiring organization.
The objective is to understand the needs, pains, breakdowns, and delays that a large organization has throughout the hiring process and create a service platform that integrates the needs of both types of stakeholders: applicants and the hiring organization.
Process
Before beginning our research, we needed to identify all of the stakeholders involved. We began by identifying the stakeholders in order to conduct secondary research and a literature review on current trends. This was the standard we adhered to during the first few weeks, when both primary and secondary research were ongoing.
Using multiple frameworks, we gained a thorough understanding of the recruitment procedure. This aided us in scrutinizing every detail and seeking alternative perspectives.
Stakeholder mapping
A high level systems mapping
Journey map of the recruiter
Journey map of the candidate
From our secondary research, we learned that recruiting is a time-consuming process that involves sifting through a large number of applicants and following up with those who are qualified. Unintentional biases frequently influence the decision-making process. A holistic analysis of the candidate aims to reduce biases and inform the recruiter about the candidate's potential for success in the organization.
As a result, we established an initial hypothesis: A flexible and technology-assisted recruitment process helps overcome certain biases and stereotypes and supports the hybrid work culture that will be the future of work.
We analyzed from four distinct perspectives—job opportunities, communication, candidate expectations, and the COVID effect—and defined the ways they manifest, outcomes, and needs and opportunities.
Hiring-side analysis
Candidate-side analysis
With this hypothesis, we set out to gather more data through interviews.
2 Human Resource manager, 3 Hiring Mangers, 5 Job seekers
"I look for a candidate's vision and if they match with the company" - Recruiter
"If I knew why I was not selected for position, next time pay more attention to those aspects, not have to go through so many" - candidate
The Pivot
Our research revealed that there is an imbalance between the organization's and the candidate's values and that they are frequently misaligned. The job seekers must be aware of their own values, apply for positions with companies that share those values, and be able to uphold them. Organizations require more applicants whose values align with theirs and who can bridge the divide between their values and actions.
Because
Satisfied employees are 10x more engaged. Disengaged employees cost companies between $450 and $550 billion every year. 74% of US employees claim company culture is important for job satisfaction.
How Might We..
The Solution..
A digital platform that focuses on enabling candidates to match their values with companies that authentically share similar values, based on employee reviews.
Prototype developed by my teammate
To strengthen our concept, we did a competitive analysis.
Thank you !
