Tag: talent strategy

TA Leadership

Unlocking Creativity and Problem-Solving: The Power of Design Thinking in Talent Acquisition

April 11, 2024
Lucy Eldred

Design Centred Thinking is frequently employed by product development and digital teams, but there's good reason why Talent Acquisition Teams should be using this methodology to help solve critical talent problems. Here's a run down of how TA teams can use Design Centred Thinking, including an example of a Candidate Experience re-development project.

This Week in Talent (15th March)

March 14, 2024
Ben George

This week in Talent: how to make part-time TA work for you, how to win the productivity prize, what does scrapping the traditional 9-5 working hours mean for women?, increasing disability employment to boost economy by billions, Hunger Games hits the Aussie jobs market, and more!

Human Recruiter

Slow Talent: It’s time we reclaimed the time to think

March 11, 2024
Jo Vohland

When was the last time you set out time in your diary to slow down and think? According to Jo Vohland, it's time we all prioritised a pause in our day so that we can have space to focus on horizon scanning, scenario scanning, and strategic intelligence.

TWIT

This Week in Talent (15th December)

December 14, 2023
Jody Smith

Talent Advisory

Turning Shiny Object Syndrome into Your Secret Talent Strategy Weapon

December 6, 2023
James Freer

TWIT

This Week in Talent (9th November)

November 8, 2023

Nurturing Talent from Within: The Power of Internal Mobility

June 30, 2023

Talent Advisory

Talent Advisory – it’s a human thing

June 21, 2023

Talent Advisory

What is Talent Advisory?

April 19, 2023
Jo Vohland

Talent Advisory

Assessment to ensure success in Talent Advisory

March 28, 2023
Simon Townsend

What do you do?	Why do you do it?	How do you do it? Candidate Experience example
1. Empathise	The first step in DCT is to empathise with the people you’re designing for; you want to understand needs, motivations, challenges, and aspirations. You can gather insights through techniques such as interviews, surveys, observations, and journey mapping.	Let’s start by empathising with candidates during their hiring journey to understand their needs, frustrations, and preferences. You could identify their pain points by: conduct interviews with past applicants, analyse feedback from current employees, review data from your applicant tracking systems (ATS) In this example, we discover that candidates find the application process cumbersome, lack transparency about the company culture, and desire better communication throughout the hiring journey.
2. Define	Once you have undertaken the empathise step and understand what the problem is, it’s time to define the problem. Think of the elevator pitch, but even more succinct; you want to be able to articulate what the challenge is in a sentence or two.	Based on the research undertaken in step one, we can define the problem the organisation is having with Candidate Experience: “Candidates find the application process impersonal and lacking transparency, leading to a poor candidate experience and difficulty in attracting top talent.”
3. Ideate	This is the time to let your creativity shine! With a clear understanding of the problem, undertake a brainstorming session. Don’t dismiss any “bad ideas” – this is the time to lay everything out on the table and explore all the options. Use techniques such as: mind mapping, brainstorming sessions, or design workshops to generate a wide range of ideas.	Sit down with colleagues in the Talent, HR, Employer Brand teams, hiring managers and other key stakeholders to brainstorm. Ideas to this problem might include: revamping the career portal to make it more user-friendly, creating informative videos showcasing the company culture and values, implementing chatbots to provide real-time support to candidates, sending personalised updates at different stages of the recruitment process.
4. Prototype	The purpose of prototyping is to quickly test and iterate on your ideas to see what works and what doesn’t. Once you’ve laid out 2-3 ideas about how to solve the problem, create prototypes of your solutions. Prototypes can range from basic sketches or wireframes to more conceptualised mockups or even functional prototypes, depending on the complexity of the solution.	Create prototypes of the ideas: Design mockups of the revamped career portal with improved navigation and clearer instructions for applicants Produce short videos featuring employees discussing their experiences working at the company Develop a chatbot prototype programmed to answer common candidate questions and provide status updates on applications.
5. Test	Once you have prototypes, test them with actual stakeholders. Gather feedback on usability, desirability, and effectiveness. This feedback will help you refine your solutions further and identify any remaining issues or opportunities for improvement.	Test the prototypes with a diverse group of candidates, including both active and passive job seekers. Gather feedback on the usability, effectiveness, and overall experience of each solution. To measure the effectiveness of these solutions, use surveys, interviews, and usability testing sessions to collect qualitative and quantitative data.
6. Iterate	Based on the feedback from testing, iterate on your designs. Make necessary adjustments, improvements, or even pivot to different solutions if needed. Iteration is an essential part of DCT; it allows you to continually refine and enhance your designs based on real-world feedback.	Based on the feedback received during testing, iterate on the prototypes: Refine the design of the career portal, add more engaging content to the company culture videos, and improve the responsiveness and accuracy of the chatbot. Continue to test each iteration, making adjustments as needed to ensure they meet candidate needs and preferences.
7. Implement	Finally, once you’ve iterated and refined your designs, it’s time to implement them. Roll out your solutions and monitor their effectiveness over time. Be prepared to make further adjustments based on ongoing feedback and evolving needs.	Having iterated and refined the solutions, implement them into the Talent Acquisition strategy: Launch the updated career portal, Publish the company culture videos on social media and their website, and Integrate the chatbot into their communication channels. Continue to monitor candidate feedback and metrics such as application completion rates and time-to-hire to evaluate the effectiveness of the new approach.

Tag: talent strategy

Unlocking Creativity and Problem-Solving: The Power of Design Thinking in Talent Acquisition

This Week in Talent (15th March)

Slow Talent: It’s time we reclaimed the time to think

This Week in Talent (15th December)

Turning Shiny Object Syndrome into Your Secret Talent Strategy Weapon

This Week in Talent (9th November)

Nurturing Talent from Within: The Power of Internal Mobility

Talent Advisory – it’s a human thing

What is Talent Advisory?

Assessment to ensure success in Talent Advisory

What do you do?

Why do you do it?

How do you do it?
Candidate Experience example

Steve Parker

Grant Wright

Rachael Townsley

Milimo Banji

Damian Bridge

Marrin-Boyd Andrews

Angelica Terezakis

Jenna Molan

Sunanda Creagh

Naomi Paik

Sylvia Yeo

Petey Wang

TA, Community

Eva Husted

Aron Mercer

Jer Langhans

Clint Williams

Mark Saban

Pamela Stroud

Katie Le Page

Jo Vohland

Richard Barnett

Tag: talent strategy

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2024 Innovation Lab: Talent Tech Pitch Off

What is Design Centred Thinking?

How can recruiters and TA professionals use Design Centered thinking?

How to run a Design Centred Thinking Project for TA

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How do you do it? Candidate Experience example

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