HR Recruitment Process

Prototype
Current status of the project, key uncertainties in the project

Brief Summary:
Grameenphone currently follows a blue way of working when it comes to its recruitment process. The main
segments of the process are job posting, job search, interview, offering, high release time and onboarding
experience.
Due to the use of various systems and dependency on multiple stakeholders, this process takes a high lead time to
complete.
Through this project, we will look to minimize existing challenges and reduce the lead time to bring efficiency and
provide better user experience.

Current status of the project:

The project is currently under problem validation stage,
where I will be applying the methodologies described in our
course contents . The current stage of this project is creating
the customer personas and jobs-to-be-done. In this way, we
are trying to figure out the problem that we need to solve from
Social, Emotional, and Functional perspective.

Uncertainty Involved
This project has implication in both Solution and problem
uncertainty:
Uncertainties

Demand Uncertainty Technology Uncertainty External Uncertainty

Will all users (Candidate, HR
employee, Mgt members,
Consultants, External Headhunter)
find it easy to use?
Will users like look and feel of UX
design?
Can this interface be developed
and accessed through mobile app?
Will this system be interactive
enough to use without training?
Will there be integration issues
while using multiple job platforms?
Will there be integration between
web platform and mobile app?
Can this solution be developed by
our internal resources?
Can we manage external agencies
through this system?
How do we ensure that External
candidate and internal candidate
information is stored in a similar
format?
Will there be any information
leakage issue?

We will follow a Red way of work until we have enough validation points to decide to scale up the solution.

In this solution, we are trying to solve the problem of high recruitment lead time by analyzing customer
personas and trying to work out solution for users (Candidate,HR,Employee and Consultant).
 Persona Characteristics
Customer Demographic:
-Age: 23
Persona -Education: Graduate
-Marital Status: Unmarried

Interests & Goals:

The foothold The person who recently completed graduation and -Start career in a respectable company
customer looking for job, try to find out vacancies in different -Wants to start MBA
personas for sources -Loves playing cricket
this project, -Highly enthusiastic
Ashfaque Sakib
The following
table is the Skills, Attitude & Environment:
-Hardworking, positive attitude
summary of -outspoken
the customer -active in extra curricular activities
personas:

Demographic:
-Age: 36
-Education: Post Graduate
-Marital Status: Married
-Employed

HR personnel/ HR Business partner who is responsible Interests & Goals:

-Timely execution
whole recruitment process:
-Indoor Sports
-Tech Savvy
Faisal Ahmed -Target orientated and organized

Skills, Attitude & Environment:

-Skilled in Design thinking and UX
-Collaborative approach
-solution oriented
 Persona Characteristics
Customer Demographic:
-Age: 43
Persona -Education: Post Graduate
-Marital Status: Married

Interests & Goals:

Contd.. -Best employer reputation
-interested in customer centric and cost effective
HR MT members who is accountable for ensure right solution
resource to organization on time
Skills, Attitude & Environment:
-Hardworking, positive attitude
-popular leader
-negotiation skills high
-strategic mindset
-change management

Demographic:
-Age: 56
-Education: Post Graduate
-Marital Status: Married
-Employed

Interests & Goals:

-Brand
Technical Expert
-Win-win solution
-contract job
-timely delivery

Skills, Attitude & Environment:

-proven track record
-collaborative approach
-solution oriented
 CUSTOMER IMMERSION
Project Name Team Members

CUSTOMER Visual of the Customer Persona

CANVAS
Three specific characteristics
(pictures, sketches, storyboards, etc.) or behavioral traits
Visual of the Customer Persona
(pictures, sketches, storyboards, etc.)
Three specific characteristics
or behavioral traits
Customer Persona 3
Visual of the Customer Persona
(pictures, sketches, storyboards, etc.)
Three specific characteristics
Customer Persona 4
Visual of the Customer Persona Three specific characteristics
or behavioral traits (pictures, sketches, storyboards, etc.) or behavioral traits

Foot hol d Customer Persona Customer Persona 2

PERSONAS Demographic:
-Age: 23
-Education: Graduate
-Marital Status:
Demographic:
-Age: 36
-Education: Post
Graduate
-Marital Status: Married
Demographic:
-Age: 43
-Education: Post Graduate
-Marital Status: Married Demographic:
Demographic:
-Age: 56
-Education: Post Graduate
-Marital Status: Married
-Employed
Bring your customer(s) to life--using images, sketches, and other visual elements to describe who they
Unmarried -Age: 43
-Employed
are, what they do and care about, and how they think. -Education: Post Graduate
-Marital Status: Married
Describe three
Interests & Goals:
characteristics or -Start career in a
Interests & Goals: Interests & Goals: Interests & Goals:
-Best employer -Brand
behavioral traits respectable company
-Timely execution
reputation -Win-win solution
-Indoor Sports
of your customer, -Wants to start MBA
-Tech Savvy -interested in customer Interests & Goals:
-contract job
-Loves playing cricket
along with a -Highly enthusiastic
-Target orientated and centric and cost effective -Best employer
-timely delivery
organized solution
descriptive name reputation
-interested in customer
and title, centric and cost effective
indicating their Skills, Attitude & Skills, Attitude & Environment: solution Skills, Attitude & Environment:
background Environment: Skills, Attitude & Environment: -Hardworking, positive attitude -proven track record
-Hardworking, positive -Skilled in Design thinking and UX -popular leader -collaborative approach
and role. attitude -Collaborative approach -negotiation skills high -solution oriented
Skills, Attitude & Environment:
-outspoken -solution oriented -strategic mindset -Hardworking, positive attitude
Pro-tip: Be as -active in extra curricular
activities
-change management -popular leader
specific as -negotiation skills high
-strategic mindset
possible, the -change management
more detailed you NAME: Ashfaque Sakib NAME: Faisal Ahmed NAME: HRMT Member NAME: Technical Expert
are, the easier it
will be to TITLE: Recently Graduated Fresher TITLE: HR Business Partner TITLE: TITLE:
empathize and
identify with
them.
TOP SOCIAL Look cool to friends while submitting job Reputation
JOBS application through mobile app Sharing the Mobile app to my friends Status having top talent Reputation
Describe the customer's top three
social jobs-to-be-done. Usefulness while seeing job posts in my Promote the app through social media Acquisition system in market - Increase Respected company
facebook news feed EVP

TOP EMOTIONAL
JOBS Proud Motivated seeing that there is no manual Proud Proud
Describe the customer's top three emotional Motivated intervention in the process
jobs-to-be-done.

TOP FUNCTIONAL Easy process to approved y approval task through Easy process to approved y approval task through
Mobile app
JOBS Easy process to apply job through Mobile app
Candidate friendly and transparent process
Mobile app

Less lead time
Candidate friendly and transparent process Recruitment status report in one system Easy tracking process
Describe the customer's top three functional jobs-
to-be-done. See the application status in the profile Create candidate pool Get task done Easy calculation and report
Time to recruit (CT) - easy track Develop employees Easy Payment process

CUSTOME
R QUOTES I feel excited when I apply through I feel happy when I get all reports I feel great when I can see critical We are a consulting firm helping
Record actual customer the app in one click resource vacancies fill up on time our clients to fulfill their short and
quotes from the field--
helping to describe the long term needs
customers true
sentiments, frustrations,
desires, opinions, etc.

JOURNEYLINE
Visual map of the steps your customer takes to achieve an outcome.

STEPS & Advertise:

EMOTIONS JOURNEYLINE
Search
JOURNEYLINE JOURNEYLINE
Interview
JOURNEYLINE
Interview
JOURNEYLINE
new Easytofind Candidate
Easyto and Easyto Screened Lesssteps Onboardin Mission
Label the various points in the process
and describe the emotions of your
customers at
step
candidate
profile step
applies
online apply step
selection
screen step
candidates
tocomplete
g
step accomplished
this point in the journeyline
innotime!

Unnecessa Online
PAIN & DELIGHT ry info in application On-time
Not finding Delay in
POINTS the right
the online s only
process
Expenses Saves time availability
Describe the top paint points, frustrations, and form All info in of logistics
challenges that you customer faces at each step in his
candidate
System lag one place
/ her journeyline
 Customer Journey line with Emotions
Phone Phone
call Interview call E- Salary
Mail to Candidate Written On Joining
mail Negotiatio
boarding
test n

Call for interview

Apply for Job

Excited
Confident, Happy -
Job Posting Amazed Energize
, Happy Proud
Confiden Enthusiasti Proud Surprise
t c
Surprise d Happy,
Hopeful d Satisfied
Self
Excited Hopeful T1
T0 confident
T2 T4 T5 T6 T7 T8
Attracted Hopeful
Delited
NervTo3
Nervous
W
But
us
eb sit e Hopeful

-Frustrated, --(not
Bored -Scared
Unclear - accented from
(Unnecessary fill [Waiting time] -Tense
Confused [Do not GP ) Getting No Induction
In web site )
[Communicati acknowledge] Delay
on is not Do not reg. Sys
- Scared , No hope,
clear] acknowledge Access
(No clear
communication
(Change interview)
Angr-y-, annoyed
[Bad Behavior]
What problem does the project aim to tackle (what is the root
problem or jobs to be done)?
[INSIGHT, PROBLEM, & JOBS TO-BE-DONE]

Insight:
There is a huge manual intervention in recruitment process, using different systems ( GpLife, ERP, Career Site), lots of dependency on
different stakeholders (hands off & informal approval layers). On the other hand there is huge talent scarcity in market specially in critical
competency areas(IT competency), consultant and high profile candidate are not interest to apply due to unstructured lengthy process, the
process is not fully transparent.

Root Problems:
Candidate is not comfortable to apply this current career site, unnecessary information in online form, circular is not posted in right forum/
job boards/ right job market
GP has been facing difficulty to attract critical resource/IT competence resource , not attracted by our traditional process. The
advertisement is either not reaching them or is not appealing
There is no expert career path for critical role- Flexible remuneration and salary structure is missing
Delay in decision making
So many approval layers (offline and online)
Manual intervention + use different systems(i.e.AMS, Gplife2.0, Workday etc)
No central data base for recruitment monitoring
Delay in relevant tools access
Assess to information due to delay in orientation
Delay in hiring process in workday due to 2nd level (Dept. head) Approval
Integrated system cuts down on administrative handovers
Release time from current role
 Jobs to be done Persona
Customer Social Functio
Emotional
nal
Ashfaque Sakib Looks useful while see new I feel proud and motivated Easy access to apply job through Mobile app
(The person who recently completed job post in my Facebook when I can submit any job (from any where)
graduation and looking for job, try to newsfeed and I can share to application through my Candidate friendly and transparent process
find out vacancies in different my F&Fs smart phone See the application status in the profile
sites/source )

I feel relaxed and End to end process in one platform , no manual

Faisal Ahmed - Work life balance and
(HR Business Partner) Want to spend more time
with Family & Friends
motivated when I can
share new recruitment
mobile app,
innervation /approval
Easy process to approved y approval task
through Mobile app
Candidate friendly and transparent process
Create candidate pool
Time to recruit (CT) - easy track

- Share my recruitment site -I feel proud and motivated as Design attractive remuneration package for expats or
Quazi Mohammad and app to external head we are pioneer of recruitment consultant
hunters, brand forum and HR mobile app in Bangladesh Easy process to approved y approval task through
Shahed community - I feel proud that we are the Mobile app
HR MT members who is accountable - Enhance employee branding first designer and offer to Recruitment status report in one system
for ensuring right resource to separate employment model for Easy negotiation with head hunter
organization on time expert career path in Telenor to
focus DSP ambition

4. Badsha Faysal Kabir - Assignment from GP/ - Feel proud and motivated Easy process to onboard
Technical Expert Telenor will increase his Attractive remuneration package
reputation and brand Flexible office timing with facilities
Assignment based contract

Currently in our country, there is no company has developed such an integrated talent acquisition system (Desktop Version as
well as Mobile app), which make the user appear smarter and cooler; the user truly believes that they will be becoming Digital.
10 The Process & system are designed to make things easy and reduce cycle time & cost. It will be satisfied all level of users.
 Solution Canvas Project Name: HR Recruitment Process
VISION CUSTOMER PERSONA SOLUTION BUSINESS MODEL
Short, customer-insight-driven vision for problem you will solve A vignette of your target ustoers functional, social, and emotional A short description of the solution you have developed, along with the prototype you have The key elements of your solution that will create, deliver, and capture
needs

Will ensure user friendly Customer are Candidate , HR Going to develop a talent
created value
-Solution can be developed by
professional, Management & acquisition system (desktop internal resource (DiGirati,)
Recruitment process in Headhunter. Primary functional needs interface + mobile solution) to -System will have that flexibility
one system easy access, simple process, Social bring all end to end recruitment recruitment will be done by
needs- better work life balance.
Emotional needs proud, reputation steps or actions in one system external headhunter (outsourced)
or a single application. Specially for critical resource

START
In situations of uncertainty
SELECTE
Someth ing accepted as true without evidence.

ASSUMPTIONS D
(demand, technical, economic, or
environmental), use these Build-
The mo st critical assumption you are making about your idea at t r his
User friendly,
time, fo which you have the least amount of evidence.
System
Write out a list of assumptions associated with your
SOLUTIO
Measure-Learn loops to validate
LEAPOF LEAPOF integration
selected solution. Then determine level of uncertainty and iterate on your Problem, Access from
N
Solution, and Business Model FAITH FAITH
SOLUTIONSTORMIN EXPERIMENTING
and importance by circling either low, medium, or high.

ASSUMPTI any where ASSUMPTI

G
Place a single 3x3 sticky note in each
box. Proceed down each TEST
O
N TEST O
N TEST TEST TEST
TEST TEST
column. Record your progress
Brainstorm a list of various solutions that solve the jobs-to-be- over time
done of your target customers.
Remember the 1:7 ratio--it takes ~7 ideas to find a good one
that will stick. UNCERTAINTY IMPORTANCE HYPOTHESIS
User friendly, LOW MEDIUM LOW MEDIUM A specific, measurable description of your Leap About 99.99% users will About 99.999996% (6
1. Develop existing process Access from HIGH HIGH
of Faith Assumption.

use if we fulfill the above sigma) system will give

TYPE OFUNCERTAINTY If we do X, then Y% of customers will
any where behave in wayZ

Demand Technica assumption almost 100% error free

l External
2. Develop existing Web sys PROTOTYPE &
integration
Scale up system and share mirror
End to end UNCERTAINTY IMPORTANCE The approach in this case is we
LOW MEDIUM LOW MEDIUM
EXPERIMENT have design easy and transparent data, use sandbox for integration
process will
HIGH HIGH testing
cover for process flow in ppt , not going to
Create a prototype andexperiment that you
can run as quickly and cheaply as possible.
3. Define step wise timeline TYPE OFUNCERTAINTY Dot just confirm, learn. Include ways to

HR capture surprises, as well as real behaviors develop any system/ app.

DemandTechnical External important to your idea.

TARGET METRIC At least 90% accurate At least 100% accurate

UNCERTAINTY IMPORTANCE
4. Develop web site for Without any LOW MEDIUM LOW MEDIUM
Commit to a minimum successthreshold.

Choose a number high enough to get you and

representation of road traffic representation of road traffic
career page training HIGH HIGH your team excited if true, and relative to the
experiment you are conducting.
reflected on a specific area reflected on a specific area
TYPE OFUNCERTAINTY
needs
DemandTechnical External Run your
experiments as quickly L aunc h your experiment. L aunc h your experiment. L aunch your experiment. L aunch your experiment. L aunch your experiment. L aunch your experiment.

5. Develop desktop v, ATS and frugally as possible.

UNCERTAINTY IMPORTANCE ACTUAL RESULTS
LOW MEDIUM LOW MEDIUM What actually happened?

System HIGH HIGH Record the actual metrics generated during

6. Develop User friendly integration TYPE OFUNCERTAINTY

your experiment, paying close attention to
new behaviors and surprises.

Demand Technical
Talent Acquisition System External

UNCERTAINTY IMPORTANCE
INSIGHT & JOBS
7. Onboard Head hunter Regulatory
LOW MEDIUM LOW
What jobs-to-be-done did you observe?

Record your findings on the stakeholders

HIGH MEDIUM function, social, and emotional jobs. Remember

to recruit critical resources issue- expose HIGH

TYPE OFUNCERTAINTY to begin with a starter phrase such as Help e to
.

data in cloud Demand Technical

TOP POTENTIALSOLUTIONS External What new evidence did you generate? Discuss what you learned. Discuss what you learned. Discuss what you learned. Discuss what you learned. Discuss what you learned. Discuss what you learned.

6. Develop User friendly UNCERTAINTY IMPORTANCE DECISION

Talent Acquisition 7. Onboard H

LOWeMaEDd
HIGH
IUM LOW
MEDIUM
Take your next step - move forward

Look for atrend in your evidence over time. No single

HIGH
System hunter to recruit TYPE OFUNCERTAINTY
Demand Technical External
experiment holds all the answers.
Iterate? Persevere? Pivot?

16 (Mobile + Desktop )critical resources Is your decision Go to next test Go to next test Go to next test Go to next test Go to next test Go to next test
based on the evidence
you generated?
A1 of Solution Canvas
Assumption 1:
User friendly platform and transparent process, users can access from anywhere (1)

Hypothesis 1
About 99.99% users will use if we fulfill the above assumption

Prototype -01
The approach in this case is we have design easy and transparent process flow in ppt , not going to
develop any system/ app.

Prototype -02
The approach in this case is we have design easy and transparent process flow system sandbox

Target Metric
At least 80% accurate representation of road traffic reflected on a specific area

Results, Insight, Decision

After seeing the sandbox result candidate is really happy to apply job through Mobile app, HR
partner is excited to end to end in one system
A2 of Solution Canvas
Assumption 2:
System integration of various platforms (4)

Hypothesis 1
About 99.999996% (6 sigma) system will give almost 100% error free integration

Prototype -01
Scale up system and share mirror data, use sandbox for integration testing

Target Metric
At least 100% accurate representation of road traffic reflected on a specific area

Results, Insight, Decision

TBD
19

Versio:

THE BUSINESS MODELCANVAS

Key Partners Key Activities Value Propositions Customer Customer Segments
Who are our Key Partners? What Key Activities do our Value Propositions require? What value do we deliver to the customer? Relationships For whom are we creatingvalue?
Who are our keysuppliers? Our Distribution Channels? Which one of our ustoers proles arewe helping to Who are our most important customers?
Which Key Resources are we acquairingfrompartners? Customer Relationships? solve? What type of relationship does each of our
Which Key Activities do partners perform? Revenuestreams? Mass Market
What bundles of products and services arewe offering to Customer Segments expect us toestablish and maintain withthem?
each Customer Segment? Niche Market
Which ones have weestablished?
Segmented
Which customer needs are wesatisfying? How are they integrated with the rest of our businessmodel?
Optimization and economy Production Diversified
How costly are they?
Reduction of risk ProblemSolving Multi-sided
anduncertainty
Acquisition of particular resources and activities Platform/Network Platform

1. External hiring: System

Newness
1. Self Service 1. Recently graduate
Involve HRBP and Recruitment Performance
Customizatio Personal assistance
Dedicated Personal Assistance

Coutrys top most key team

n

will have that flexibility

Gettig theJo Doe
Design
Brand/Statu
2. Co-creation for
Self-Service
Automated Services
Communities
student
s Price

recruitment value chain 2. Skilled candidate

Co-creation

Head hunters will be FGD all recruitment value

Cost Reduction
RiskReductio n
Accessibility

Take customer feedback Convenience/Usability

3. Automated Services 3. Critical resource for
our partners, such as : chain can be done by
Imprint design to technical expert
1.Grow & XL external headhunter 4. Dedicated assistance DSP capability
Vetting from Mgt
2.EK Consultant , (outsourced) 4. Internal Telenor
3.Monowar associate 2.Create external Employee
talent pool
Key Resources Channels
What Key Resources do our Value Propositions require? Our
3.Manage to onboard
Through which Channels do our Customer Segments want
Distribution Channels? Customer Relationships?
Revenue Streams? Critical capability to bereached?
How are we reaching them now? How are our
Channelsintegrated? Which oneswork best?

Physical
Intellectual (brand patents, copyrights,
Resources from Which ones are most cost-efficient?
How are we integrating them withcustomer routines?

market (UX, Lean,

data) Human
Financial

1. Awareness

Design and Ux expert Tech. architecture) How do we raise awareness about our opays produts
andservices?
2. Evaluation

Technical Expert How do we help customers evaluate our orgaizatios Value

Proposition?
3. Purchase

HRBP How do we allow customers to purchase specific products

andservices?
4. Delivery

Recruitment team How do we deliver a Value Proposition tocustomers?

5. Aftersales
How do we provide post-purchase customer support?

Cost Structure
Revenue Streams
What are the most important costs inherent in our business model?
For what value are our customers really willing to pay? For what do they currently pay?
Which Key Resources are most expensive? How are they currently paying?
Which Key Activities are most expensive? How would they prefer to pay?

Cost Driven (leanest cost structure, low price value proposition, maximumautomation, extensive outsourcing) Onboarding the right resources
How much does each Revenue Stream contribute to overall revenues?

Value Driven (focused on value creation, premium value proposition)

with less lead time will add to
Cost Structure : TBD
Fixed Costs (salaries,
rents,utilities) Variablecosts companys revenue streams in
Usage fee
Su scription Fees
roduct feature dependent
Custome r segment
Yield Management
Real-time-Market
Economies of scale Economies of b
Lending/Renting/Leasing
scope
the long run
Licensing
Brokeragefees
Advertising
Volumedependent

: Business Model Foundry AG

The makers of Business Model Generation and Strategyzer

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 Recommendations for Red way
The idea is to break down the uncertain parts to the unit level, and test those units individually so that all leap of faith
assumptions are validated as early as possible. The following are the recommendations in this regard:
To run through cycles at a fast pace and do as many prototypes as possible, the user interfaces for desktop and smart application need
to be faked ( first prototype can be done with any cost )
The technical validation for prediction can be done based on historical data, instead of building a full functioning application
The hypothesis will have to be accompanied with numbers and a target metric to judge the outcome
The results must be used to take the new learning, and modify hypothesis, and in case favorable outcomes are not visible, we must
pivot to find out other applicable areas.
Finally, vision of GP Talent Acquisition System (TAS) is an integrated solution of both in web & mobile version for easy to use and easy to
access , a full scale end to end recruitment solution for all users (candidate, employees, management, headhunter agencies ).
Ordinarily by traditional blue way, it would have been targeting flawless planning, rigorous analysis and optimization for avoiding failure.
However injecting red way the following is being done:
1.. To test demand uncertainty and related assumptions: Engagement with user base for each module already underway for deep
customer immersion. Prototype to launch for a small target group and test and get feedback. Similar quick cycles for each additions of
module while developing existing module to maximize user friendliness. To be done in monthly cycle.
2.To address technology uncertainty, vendor approval already taken for access to use existing web solutions. All platform integration at
one go is not possible. So we will go for incremental integration solution by prototyping and testing in sandbox.
 Conclusion

Decision: Go by trial and error methods and rigorous testing, create a prototype will available platforms with only two modules instead
of many. Here we are going to apply agile project management concept, total project split into 6 sprints incrementally add modules upon
discussion with user base. To be done in monthly cycle.

The footprint of these both solution will be both within and beyond the traditional telecom domain. The following is a summary of the
solution and business model:

Solutions:
1.Going to develop a talent acquisition system (desktop interface + mobile solution) to bring all end to end recruitment steps or actions
in one system or a single application
2.Onboard external agencies (Headhunter) to recruit high profile or critical competency resources

Value Proposition: To solve users problem by developing interactive Talent Acquisition system, and more-
External hiring: System will have that flexibility all recruitment value chain can be done by Internal and external headhunter
(outsourced) resource where required
Create external talent pool
Manage to onboard Critical capability Resources from market
Customer Relationship: Mainly Self Service , Co-creation for recruitment value chain , Automated Services, Dedicated assistance

Channels: Website and Smartphone App, Headhunter for External hiring Customer Segments: Potential candidate, HR team,

Managers, Headhunters . Cost Structure: TBD

Operating Model: In-house + Outsource (Recruit by headhunter specially for critical roles)

15
Thank you