FIRST PRESENTATION

Picture1

There was a time in gothic Barcelona, where thousands of superheroes are highly demanded to work for tech giants.

Superheroes are approached by head hunters and scammers, who give them empty promises and keep breaking their trust. They are hiding in schools and groups for talented minds, feeling lost and afraid. Superheroes have so many options but without a clear vision which one to choose from.

They have the hope to finally find the company to trust.

 Among the chaos, there is one company that wants to do things differently by targeting  super talented minds and foster the culture of true talent acquisition.

Picture2

In those dark times, 4 brave design thinkers emerge. They want to understand the superheroes market and help this company to find the most talented superheroes in gothic Barcelona to join the NetSuite Power League.

These design thinkers are the face of LYNKO,  a company that fulfils intentions:

  • Ondrej: KEY ACCOUNT MANAGER
  • Milé: PROJECT MANAGER
  • Amorn: RESEARCH & PROTOTYPE MANAGER
  • Jean Nie: VISUALS & BRANDING MANAGER

Picture3

LYNKO has decided to help NetSuiteAn IT company that was founded in 1998. NetSuite is the pioneer in development of cloud business software. It’s software is used by more than 30k organizations including GoPro, AirBnB, Spotify and HyperloopOne.

Offices are distributed across the world, even though the main focus of this research project is on Barcelona office specializing in order management solutions. It started as an acquisition of the product Order Motion in 2013 and from the initial 7 people it grew to 40+ over the years. 2016 was the most significant for the whole office.

It experienced massive growth of 51% and on top of that, members of the office started spreading the word via conferences, meetups, hackathons, etc. At the end of year, Oracle acquired NetSuite and the adventure begins…..

Picture4

The challenge lies on high demands from hiring managers, who are eager to  bring people with the right mindset, social skills and culture fit that is almost like searching for an extended family member.

Bringing in a “rotten apple” could mean the decrease of morale for the rest of the group. Decision makers are working hard on preventing such situation. Currently, the company is still growing and requires more super heroes to be part of the team. During this process, LYNKO was given a mission and they set on their quest….

Picture5The mission contains 2 specific goals from Radka, EMEA recruitment leader of NetSuite, based in Czech Republic: She asked LYNKO to:

  •    Create persona for 5 profiles: Technical Writer, Developer, Quality Assurance            Engineer , Product Owner and UX designer
  •    Design an effective hiring process

However… LYNKO realized that these personas should follow the company’s requirements while analyzing the current job market. Using design thinking framework, LYNKO modified the mission by creating empathy between the superheroes and NetSuite.

Picture6

Picture7

LYNKO will implement design thinking to produce a strategy that is focused on the market and the superhero’s profiles and needs. Then, LYNKO matches those profiles with the company’s requirements, through an effective and engaging candidate experience.

Picture8

For the mission, the team will implement strategies of time organization using:

  • Gantt Chart for timeline management
  • Trello and Google Drive for team communication
  • WebEx for client communication
  • WhatsApp

Some of the methods  and channels:

  • Research
  • User Journey
  • Interviews
  • Survey
  • Video
  • Workshops
  • Activities
  • Conventions
  • Pilot sessions
  • Testing
  • Prototyping

Picture9Picture10In order to create the structure and strategy for the mission,  LYNKO is on the quest to identify their stakeholders: candidates, companies, universities, legal entities, employees and social channels.

With the following criteria:

  • Cost
  • Relevance
  • Time

To make hiring process more efficient, the company requires relevant superheroes, so they won’t spend too much time = money on interviewing irrelevant superheroes.

Picture11

The path to follow is to frame around a complete research and understanding of the current market and superheroes. All this process, will be follow by using the channels in order to attract attention from these candidates.(like honey to bees) (making NetSuite desirable).

The purpose is to make them feel that working with NetSuite is the best option. Based on that, LYNKO will create the personas to fit the 5 requested positions for NetSuite. The hiring process will be a co-creation with the NetSuite, in order to guarantee a fun and efficient experience for both parties. In the end,  5 new amazing superheroes will join the NetSuite Team.

Picture12

To start this adventure of seeking the best superheroes out there,

LYNKO needs to answer these questions

  • Where can we find these superheroes in Barcelona?
  • What are their needs, lifestyle, goals, expectations?
  • Why do they stay or leave Barcelona?
  • Who and what are the competitors offering?
  • What are the standard compensation packages?
  • What are the current hiring process trends?
  • What is NetSuite’s current hiring process?

Picture13

Advertisements

CLIENT MEETING + PROJECT BRIEF

Radka, who is our main contact with NetSuite, had an online meeting where she proposed her point of view and the goals to achieve for this project. The conversation lasted for almost an hour with the following insights.

How do we feel about the presentation and first meeting?

The client has provided a really clear brief and expectations. However, Radka’s requirement is not too challenging for us because it was very specific and simple. Perhaps with more research we can provide more solutions beyond client’s expectations.

Let’s have Plan A and Plan B

From her brief, we might be able to complete in 6 weeks. Thereafter, we can provide added value to the project.

She already created 2 main goals for the project

  1. Hiring Process
  2. Personas

We feel motivated and positive. We need to focus more on improving persona’s experience.

Persona will definitely help to visual the job market.

Create personas for both candidates and hiring managers.

Setting a realistic timeline and budget

Understanding

How did we understand the project brief?

 Persona

  • Detailed personas
  • For each 5 job titles, make 2 personas – Senior & Junior
  • Secondly, creating 10 personas

Hiring Process

  • Design the process of targeting the best candidates
  • Ask candidates how they like to be interview
  • Improve hiring process
  • Map what Hiring Managers wants from specific profiles/personas
  • Design a hiring process/candidates journey to boost candidate experiences with NetSuite
  • Make the hiring process more fun, setting a new benchmark in the HR industry
  • Standardised interview questions for Hiring Managers in each level
  • How to have quality candidate and improve hit rate?
  • Improving the hiring process from the start to the end

Channels

  • We suggested to include brand awareness
  • Map the sources where these profiles come from
  • How to apply in Barcelona first, then possibly Czech Republic
  • Create brand awareness for NetSuite in Barcelona
  • Sourcing for channels to find these suitable candidates

How each of us understood the project?

Mile:

  1. Design the process of targeting the best candidates
  2. Detailed personas
  3. Ask candidates how they like to be interview
  4. Improve hiring process
  5. We suggested to include brand awareness
  6. For each 5 job titles, make 2 personas – Senior & Junior

Ondrej:

  1. Map what Hiring Managers wants from specific profiles/personas
  2. Map the sources where these profiles come from
  3. Design a hiring process/candidates journey to boost candidate experiences with NetSuite

Amorn:

  1. Make the hiring process more fun, setting a new benchmark in the HR industry
  2. Standardised interview questions for Hiring Managers in each level
  3. How to apply in Barcelona first, then possibly Czech Republic
  4. How to have quality candidate and improve hit rate

Jean Nie:

  1. First is improving the hiring process from the start to the end
  2. Secondly, creating 10 personas
  3. Create brand awareness for NetSuite in Barcelona
  4. Sourcing for channels to find these suitable candidates 

Summary

How would you  summarise the project challenge?

  • Create 10 detailed personas
  • Each 5 job titles, make 2 personas – Senior & Junior
  • Searching for similar personas by interviewing current NetSuite employees and job market in Barcelona
  • Interview NetSuite employees, one from each job title, and prepare questions for the remaining or those who can’t make it for the interview
  • Preparing questions for the interviews
  • Creating candidate journey
  • Cultural fit into the organisation

 

ABOUT NETSUITE


We started the week visiting the our client’s headquarters here in Barcelona. The primary goal was for us to understand the company, the functionality and the elements to have in mind in order to develop the projects.


Ondrej, Project Manager of the team, is the main recruiter of NetSuite in Barcelona. He gave us a presentation of the company and lead us to understand the challenge that we have to solve for the client.

Here the insides of the meeting:

NetSuite was founded in 1998. Started as a company providing cloud solutions to enterprises to manage accounting, CRM and ERP. There’s various offices in different countries and it started in Barcelona since 2013 with only seven people. Oracle bought NetSuite in 2016. That same year, Barcelona office worked on the E-commerce Suite development and grew by 51% in staff employment.

Currently, the company is still growing and requires more professionals to be part of the team. That lead us to focus on improving the recruitment process for these potential candidates.

The recruitment process starts with the hiring managers deciding on the type of candidate that they are searching for. Then, the recruiter get the information and start searching for the best that fit these requirements. Followed by a phone call that could take 30-60 minutes. If candidate pass , he/she will get another call for a technical screening follow by a meeting in person and lastly a test of their programming skills. If the candidate passes this point, he/she will get a final interview with the manager, followed by an offer.

This whole process could take up to a month for each candidate. The main problem in NetSuite has a the high hit rate when it comes to recruitment. One of the things that the recruitment department have done in order to reduce the hit rate are conferences, social media, events that involves getting to know people and potential candidates.

There are many factors that makes the selection process complicated. First of all, the hiring managers have high expectations of the job market that has few candidates that fits the role. They tend to be more picky.

2017-03-16-PHOTO-00000120

Another factor is that NetSuite doesn’t have a marketing team that helps in getting people know that they are in Barcelona, so candidates could come to look for jobs. At the moment, the recruiter is wearing multiple hats, including branding one.

It was interesting to see the many opportunities and routes that we can take in order to reduce the recruitment process’s hit rate. One of the ideas is to focus on marketing, getting people to know the company using activities, workshops etc. During those exercises, it’s highly possible to be able to search and find suitable candidates. We can start creating a database of the personas and when a certain position is open, whole the team will have better understending of requirements and verbalized fits for the positions.

Overall, our first meeting in NetSuite was a success and we felt empowered to start the discussion to find out the different solutions for this project.

netsuite-visit