Dear (none)Designer,

Welcome back to the eleventh Design at Scale™ Newsletter – focusing on innovation and how design drives change in a large organisation or an agency.

This month, we will look at how design at scale helps manage careers in large organisations. Many large organisations struggle with a high demand for applicants and a low number of actual "right" candidates.

The landscape changes, and work demands evolve. People often change jobs not because they're not good, but because they believe they can outperform their superiors. Whether this is true or not is secondary; a high number of candidates are thrown onto HR to find an adequate candidate for role A or B.

The largest financial organisation have a reputation for getting rid of 10% of low-performing staff every year in order to remain competitive in the market. With this reputation, they start having fewer quality candidates and face the hiring of less suitable candidates who are doomed to leave within the year.

To change the game of recruiting and candidate management, we have been asked to redefine the HR process from the customer experience perspective.

All candidates took an online test and logged in with their LinkedIn accounts to receive the feedback. This way, we have captured the past, present, and future. After further evaluation, a suitable pool of candidates ( 2% – makers) was called for an interview. Where the other candidates (60-80% – shapers) were assigned a protege who had a similar profile when they started. Over a consecutive period, the protege had managed between 3-9 candidates. The data dashboard fed by LinkedIn has made it easier. Activities, posts, reactions and comments – all in one graph neatly organised and sorted to make a qualitative decision. This way, the candidates who did not make the 2% still had a chance, and some of them, 2-3 years later, started in a higher position than the one they originally attempted. This way, our client got recruitment under control. Twice a year, they run the test, select the candidates and assign them to proteges. In a quarterly evaluation, they can pick up the candidates from an existing pool that has a live stream of career achievements relevant to the position. A 40% reduction in partnering with recruitment companies results in cost savings, a 60% increase in retention of better candidates who secure the job they want, and a 30% increase in job satisfaction.

That's all for this edition!
I hope these insights were valuable and sparked new ideas for scaling your design propositions. Remember, the journey from concept to widespread impact is a shared one, and your experiences are invaluable. Keep experimenting, keep learning, and stay tuned for our next newsletter, featuring more strategies and success stories from our incredible community.

Happy scaling!
J+