A new recruitment system
Pleasant Charles
For startups and small-to-mid-sized companies, a single hire can become a major operational issue. Also, the fact is they have little experience in hiring, and it is hard to make rational choices through the usual forms of recruitment. So this idea does not take on a recruitment format for the typical company — that is, for the majority of companies.
To flesh out this idea, we could either (1) start as a recruitment service dedicated to startups or a subset of companies and then expand it as a methodology or a new hiring culture, or (2) approach it as an additional-service concept embedded as a special feature within a large-scale recruitment site.
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Background: Look at the person, not the resume.
Companies demand that such people start showing their capabilities from day one of employment. To that end, an "Onboarding" process that helps new staff become productive members of the organization has been added to the Hello Change service.
Exploration
Organizations typically do not apply the personality and attitude needed for innovative work as hiring criteria.
This is about designing a service according to, and for, the individual person. So we started the experience design by discovering the interests, wishes, and difficulties of the people involved. The design team first tried to discover expectations for this service through interviews with companies and applicants. On the basis of the concept of "reflection in action," the research process became part of the design process.
We put together a team of people from various positions so that the majority of the organization could take part in the new staff recruitment process. We also designed an online test to discover desirable mindsets and capabilities in applicants.
From the start of the online recruitment process, it was necessary to explain to applicants — stage by stage — what activities were needed and how long they would take. Using this, applicants could have control over the whole process and judge how much time and effort they needed to put in. The online recruitment concluded with a workshop that included not only one-on-one interviews with the final-stage candidates but also physical exams and psychometric tests. This workshop was set up, based on the company's needs and character, to encourage applicants and build sociability — especially so that all applicants could get to know each other well.
Throughout the whole process, applicants could see who they were competing with, so that they could show their fullest capacity in cooperation and in building relationships with others.
