This week has been interesting for our recruiting project. Tasked with challenging the current platform used by IBM to recruit designers, we worked in three teams for the first five weeks of the internship. The teams worked on three different phases of recruiting:
- Outreach/Branding (attracting talented candidates to IBM Design)
- Hiring process (getting candidates through the process seamlessly while also working on refining the way in which candidates are assessed)
- Onboarding (Keeping candidates enthusiastic about IBM Design once they’ve accepted an offer)
After five weeks, it became clear that some team reassignment was necessary. My team, Onboarding, focused on developing a print package for new hires and also a website to allow new hires to network and to learn about their new family at IBM Design. Both of our deliverables were manageable given that we had five team members. The Branding team, however, was struggling to complete all the tasks they wanted to accomplish since the scope of their project was so large. The Marketing team was having trouble in defining the scope of their project since a brand’s image is continuously being modified.
We reshuffled our teams to focus on different aspects of the entire process. This reshuffling was much needed since we were, unfortunately, doing a poor job at communicating with the other teams, even though we were all working on the same large recruiting process. By focusing on aspects of recruiting that are present at all stages, we began to think more about the actual experience of recruiting instead of trying to chunk it into stages.
- Visceral (focusing on the emotions evoked throughout the process, focusing heavily on visual impact)
- Informational (focusing on the actual content needed for our ideal recruiting process)
- Technical (focusing on the development of interfaces needed for our ideal recruiting process)
Given the struggles our teams faced in the first half with defining the scope of their work, we mapped out the “as-is” recruiting process and then elaborated on the “to be” process. Essentially, we plotted out all the steps in the process and then overlaid this plot with the deliverables we specified.
By seeing how we were modifying the current recruiting process, we began to realize that we still had a few holes to address that we had not noticed since we had been working on our own chunk of the recruiting project for 5 weeks. Our teammates’ feedback was essential in finding these issues, and now we are working to improve the recruiting process story we intend to tell by the end of the internship: creating a more enjoyable user experience for IBM Design applicants that gets them progressively excited about working as a designer for IBM.