How Design Thinking Can Help You Improve Your Recruitment Process Experience

Design Thinking
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“Houston, we have a problem…”

Managing people and trying to find the right prospects sometimes feels like a complete chaos and praying for some divine intervention to solve all your problems will not make them disappear. If you want to rise above, and optimize your recruitment and hiring process, you need to develop efficient solutions to the problems you may find.

Your journey to success should start by letting go of the rigidity of your strategies. Nowadays, the secret lies in being adaptive. In order to do this, it is important that you give your candidate’s journey the importance it deserves, and that you get some guidance. That´s where design thinking has made its grand entrance, and it seems like it’s here to stay.

What exactly is design thinking?

Listed among the latest recruitment and hiring trends, design thinking serves as a framework to help you develop solutions to the most difficult talent acquisition problems by taking into account both sides of the recruiting and hiring process. All this is possible through further prototyping and testing solutions that fit your and your candidate’s needs best.

The most important principle in design thinking is that the end user –the candidate− is the main focus. You need to put yourself in their shoes to identify and solve the problems that exist in your recruitment process− know it from the inside out and empathize with your candidates.
Sounds too good to be true? We have made a quick and easy guide to help you merge this strategy into your own.

1. Define the problem but don’t rush into finding a solution. Ask yourself what is going askew without trying to immediately solve it. Write down the questions and pinpoint exactly the root of the problem.

2. Do your research to get feedback from your candidates and new hires. You can get very important insight through immersion, observation or by interviewing someone who has recently gone through your talent acquisition process.

3. Use your candidate’s point of view to guide your solution’s design. In simple words empathize with them and understand what you are doing wrong from their end of things.

4. Set up ideation sessions that involve anyone who has something to do with your recruitment process. Ideally, try to involve recent candidates if possible. But manage groups in an organized manner, make your sessions of 5 to 6 people at a time.

5. Prototype your solution. Whether it is a new policy or new supporting material to use during your recruitment process, just make sure it can be completed fast and easily ─ you are not aiming for perfection or aesthetics, you are preparing to test the waters.

6. Test your solution out before you go all-in to know if your hard work has paid off. Testing is necessary not only to learn if your answer to the problem is effective, but also to identify what you need to rethink, redefine, understand, and rule out to achieve the best fitting solution to your problems.

Don´t let the appearances deceive you

Although it seems we have drawn a progressive sequence of stages, design thinking is a non-linear process, which means its structure is not rigid. Every stage reveals important insight into the solution you aim to achieve, so you should be flexible and open to use the information collected in every stage of this iterative process to improve your ideas, projects and solutions

Do your homework. Don´t forget that feedback from both sides of the recruitment process is extremely important. Identify, validate, rethink, test and solve your problems. It’s as simple as that if you do it right.

Grace Cattini
Online Copy & Content Writer