Challenge 

 Our HR Department is facing challenges in finding the right candidates for the open positions we have in our company on a timely manner . This situation has brought up great criticism from managers , who are frustrated that the normal operations are disrupted by the lack of team - members . The own growth of the company is at odds , since plans to expand operations are not supported by a new influx of human capital . 

 The HR Department would like to get to the source of the problem , but they have no data to work upon . They know that open positions are mounting up and a great backlog is being created , but without the right references , it has been difficult to come up with an action plan . 

 They have therefore put forward a plan to create a set of Key Performance Indicators ( KPIs ) with the purpose of measuring their performance and figure in what areas do they excel , and in which ones they need to improve . 

 As an Innovation Coach in organization , I was requested to support HR in selecting the right set of KPIs , as well as choosing the relevant source of data for its metrics . 

 Selection and Application 

 We have decided to use the mind - mapping tool ( week 3 , video 4 ) . We used it in order to describe the journey of an open position , from the moment the request is created by a manager and forwarded to HR , to the moment of formal hiring ( signing the contract and joining the on - boarding training one Day 1 ) . We had two sessions organized with that objective . In the first session , we did as described above . 

 In the second session , we emulated the “ Critical Path Method ” , one of Project Management 's tools and techniques , in order to create a flow and measure the number of days that the recruitment process would take to be completed . At this point we also started to identify the indicators that should be measured , e.g how many days does it take to HR to create a job ad based on a manager 's request ? Or how many CVs in total do we receive per ad , and how many of such CVs are selected for interviews . 

 We explored the “ as - is ” situation at length , and the HR Operational Manager played the role of “ problem owner ” , answering all questions from the audience in regards to the challenge . I was acting as a facilitator , drawing the mind - map on a flip chart as we progressed . 

 It was important for the department to measure the impact of intrinsic and extrinsic factors to the recruitment process . When a KPI would indicate a below optimal performance for an intrinsic factor , we would choose internal elements that should be adjusted ( e.g better technology ) and for extrinsic factors , how to mitigate the risk ( e.g. marketing campaign ) . 

 As we started to identify what was important to measure , it was time to ask ourselves how to measure : what data was going to be used as reference , and how to obtain such data ? And last but not least , what was the quality of the data obtained ? 

 To measure for example “ Time to hire ” , it was important to find a reliable way identify and extract from the system the exact dates of “ request received ” from the hiring manager , and the exact date when the candidate joins the company . Once it became clear that it was possible to extract a full report from the system wit both dates to Excel , a simple formula would be able to provide the number . 

 Insight 

 Design Thinking was an appropriate methodology to apply in this case because the measurement of HR 's performance was a mystery to us . We work for a large , global organization and there were no such metrics in place for HR . Additionally , it was necessary for us to explore the “ candidate 's journey ” , from the moment in which he is still unknown to the organization , to the point when he s is fully on - boarded . 

 The expectation is that by measuring the performance , actions can be taken where they will have most impact . 

 Some of the conclusions that were taken from the exercise was the managers have a great impact in the length of the hiring process , and that it was important to increase their awareness , so they could act faster . Additionally , they realized that in an increasing competing environment , it was necessary to sell the company to the candidate too , and that new materials and strategies had to be created to guarantee it . 

 Approach 

 Although successful , next time it would be important to allow more time to discuss the specific problems faced by the department . In this way , we could use Systematic Inventive Thinking in order to find creative solutions to their challenges . I hope next time we will have the opportunity to go deeper in the discussion and bring such solutions to the table . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Challenge 

 Our HR Department is facing challenges in finding the right candidates for the open positions we have in our company on a timely manner . This situation has brought up great criticism from managers , who are frustrated that the normal operations are disrupted by the lack of team - members . The own growth of the company is at odds , since plans to expand operations are not supported by a new influx of human capital . 

 The HR Department would like to get to the source of the problem , but they have no data to work upon . They know that open positions are mounting up and a great backlog is being created , but without the right references , it has been difficult to come up with an action plan . 

 They have therefore put forward a plan to create a set of Key Performance Indicators ( KPIs ) with the purpose of measuring their performance and figure in what areas do they excel , and in which ones they need to improve . 

 As an Innovation Coach in organization , I was requested to support HR in selecting the right set of KPIs , as well as choosing the relevant source of data for its metrics . 

 Selection and Application 

 We have decided to use the mind - mapping tool ( week 3 , video 4 ) . We used it in order to describe the journey of an open position , from the moment the request is created by a manager and forwarded to HR , to the moment of formal hiring ( signing the contract and joining the on - boarding training one Day 1 ) . We had two sessions organized with that objective . In the first session , we did as described above . 

 In the second session , we emulated the “ Critical Path Method ” , one of Project Management 's tools and techniques , in order to create a flow and measure the number of days that the recruitment process would take to be completed . At this point we also started to identify the indicators that should be measured , e.g how many days does it take to HR to create a job ad based on a manager 's request ? Or how many CVs in total do we receive per ad , and how many of such CVs are selected for interviews . 

 We explored the “ as - is ” situation at length , and the HR Operational Manager played the role of “ problem owner ” , answering all questions from the audience in regards to the challenge . I was acting as a facilitator , drawing the mind - map on a flip chart as we progressed . 

 It was important for the department to measure the impact of intrinsic and extrinsic factors to the recruitment process . When a KPI would indicate a below optimal performance for an intrinsic factor , we would choose internal elements that should be adjusted ( e.g better technology ) and for extrinsic factors , how to mitigate the risk ( e.g. marketing campaign ) . 

 As we started to identify what was important to measure , it was time to ask ourselves how to measure : what data was going to be used as reference , and how to obtain such data ? And last but not least , what was the quality of the data obtained ? 

 To measure for example “ Time to hire ” , it was important to find a reliable way identify and extract from the system the exact dates of “ request received ” from the hiring manager , and the exact date when the candidate joins the company . Once it became clear that it was possible to extract a full report from the system wit both dates to Excel , a simple formula would be able to provide the number . 

 Insight 

 Design Thinking was an appropriate methodology to apply in this case because the measurement of HR 's performance was a mystery to us . We work for a large , global organization and there were no such metrics in place for HR . Additionally , it was necessary for us to explore the “ candidate 's journey ” , from the moment in which he is still unknown to the organization , to the point when he s is fully on - boarded . 

 The expectation is that by measuring the performance , actions can be taken where they will have most impact . 

 Some of the conclusions that were taken from the exercise was the managers have a great impact in the length of the hiring process , and that it was important to increase their awareness , so they could act faster . Additionally , they realized that in an increasing competing environment , it was necessary to sell the company to the candidate too , and that new materials and strategies had to be created to guarantee it . 

 Approach 

 Although successful , next time it would be important to allow more time to discuss the specific problems faced by the department . In this way , we could use Systematic Inventive Thinking in order to find creative solutions to their challenges . I hope next time we will have the opportunity to go deeper in the discussion and bring such solutions to the table .
### Output: 