Implementation Guide To Design Thinking For HR

Implementing Design Thinking For HR

Given the changing nature of a global workforce and rapidly growing percentage of next-generation employees, concerns regarding skills shortages and the gradual shift of “power” to the employee , employee on-boarding & retention are key challenges for HR , to survive in this scenario HR needs to be transformed from “process/policy champion” to an “employee experience engineer”.

How can Design Thinking help with transformation?

We in HR need need to leverage design thinking in order to create a better experience for our candidates & employees which will help us to improve the engagement, retention and productivity levels in the organization and within our own HR teams.

Design Thinking in HR can enable us in:

·       Understanding, envisioning and designing how employees experience work

·       Perceiving the employer-employee relationship through talent solution platform

·       Storming, norming and forming ideas quickly with employee experience ideas

But What is Design Thinking ?

Design Thinking is extremely user-centric and solution oriented. How it differs from the usual problem solving is that instead of just identifying a problem, it’s more about understanding why it’s a problem for users (in our case current and future employees) and then come up with effective solutions

So how do we start using Design Thinking ?

Step 1: Persona Based Service Experience Journey Map: What does the employee experience look like across the different stages of an employee journey for the different employee segments (persona in design thinking)?

Step 2: User Need & Pain Areas: Working with user groups to identify their pain areas at different touch point e.g. expressed pain point may be bell curve rating but actual need of the user could be to get the continuous feedback on performance or transparent linkage between KRA achievement to rating.

Step 3: Ideation: This is the most important step, where we need to start thinking outside the box, look for alternative ways to view the problem and identify innovative solutions to the problem statements.

Step 4: Solution Prototype: Based on the ideas generated , create simple iterative solutions with the goal of evaluating these solutions for effectiveness in solving the identified problems.

These solutions are implemented for a test population or pilot and then based on results, decisions can be made to continue with a given solution or to improve it or perhaps reject it entirely.

Step 5: Testing Phase: This is the phase where real impacted users test the best solutions identified in the Prototype phase. This is the final phase of the model but, in an iterative process such as design thinking, the results generated are often used to redefine one or more further problems.

Great so where in HR can I implement design thinking?

Some of the areas where design thinking can be easily implemented to maximize benefits are

Organization Structure: Design Thinking can help to design an organization that is both User (here it will be various internal stake holders) and End Customer-centric.

Engagement: Using design thinking to work on action plans created based on the engagement survey results , here based on partial stage 2 , we need to revert back to stage 1 and create solutions for various target groups based on their specific needs.

Learning: Design thinking can be easily implemented to maximize the impact of learning solutions , content & medium.

Digital HR Solutions: Design thinking is critical to success of digital HR solutions, if its not able to reduce the pain points system implantation will fail.

Recruitment: From candidate value proposition, employer branding, recruitment software interview process to offer and preboarding , design thinking can add value.

Performance Management: Organizations are busy measuring individual results ( bell curve) when in reality, objectives are accomplished by teams. Design Thinking approach to PMS can help the organization to solve its PMS issues while creating a culture of performance and team work.

Where and How did you use Design Thinking ?Implementation Guide To Design Thinking For HR

21 Day Miracle: Change your life in 9Rs. & 21 days

21 Day Miracle is an easy read that motivates you to make the changes in life that you need to make, with detailed plans (suggested guidelines) on how to go about making these changes.

I would suggest that you make this investment of Rs 9 on buying the book, 3 hours to read the book & go for the 21 days sprint to go for your goal.  The almost instant achievement will not only motivate you but also trigger an avalanche of desire to go for more goals.

Buy the book today by clicking here



Need to bring in more positivity in life…

Let’s see if I can work on it by posting things that motivate me…make me grateful…

4 Super Tips for Finding a Job using Linkedin

Have been getting hundreds of emails / comments on my updates asking me to through their profile or help the person in finding a job. Now, I do realise that some fake recruiters to increase the number of hits on their profiles ask people to like / post a comment on their update, but a job seeker needs to understand that when any recruiter is actually recruiting, they will provide 1 > specific job role for which they are hiring 2> an actual mail id / process for application as they seriously don’t have time to through various Linkedin profiles – most of which are actually incomplete. If a desperate job seeker still wants to fall in such traps, it’s his / her wish.  For the rest here are 4 tips which will allow you to have a better chance against your competition

  • Low Hanging Fruits – Apply for current “relevant” job openings : Besides the usual job openings that you can find via “Jobs” section in Linkedin , search for “job opening” / “we are hiring”/ “looking for” etc. in the search under people to find jobs posted as updates on recruiters profiles and under groups for job posted in groups. Use the process mentioned for application.
  • Make your Resume recruiter friendly: If the process includes applying via web / or sending applications to a generic email id, it usually means use of Applicant Tracking System. To increase chances of your resume being shortlisted by ATS, feel free to read “7 Tips to get your resume shortlisted”. If the recruiter has mentioned direct mail id – use an achievement oriented resume, highlighting skills relevant to job you are applying for. Do not send an email with generic subject line, instead use “Application for “position name”, “location” currently working as “current position”, having “x” number of years of experience”. By helping the recruiter by showing relevancy of your profile in subject line, you are increasing the chances of your resume to be shortlisted. (PS: please name your resume, it makes the recruiters life  easier)
  • Research relevant recruiter: Before sending a mail with your resume, do your research to find the relevant recruiter, yes even if you are sending a mail to a company HR person, the person may be irrelevant to the job you are applying for. Use Google / Linkedin search / referral through you network to identify recruiters who are working in the sector, handling the recruitment of vertical you are applying to. Most recruiters will trash the irrelevant resumes instead of trying to figure out if it may be relevant to some other recruiter in the team / company. Using this tip will ensure that relevant recruiters have your profile in their databank for current / future openings.
  • Network with hiring manager: If there are no current openings but you want to work for a particular company , identify the relevant decision maker / hiring manager for the position e.g. looking for a sales position , look for sales manager of the region in which you wish to work or looking for a sourcing job , look for sourcing manager. Try finding people in your common network & joining relevant common groups, which will help you to add them to your Linkedin network. Once added keep in touch with them, liking / commenting on their updates, sending them mails relevant to their jobs etc. Let them know that you are interested to work in their company but do not stalk them or show desperation.  These hiring managers will act as your referrals even before the job is advertised, cutting you the chase.

Use the above tips to help you increase your chances of landing an interview for your dream job. All the best.


4 Super Tips for Finding a Job using Linkedin



Congratulations for the “New Job”. Starting a new job is always exciting and sometime nerve wrecking. You don’t know anyone, and you want to prove how “incredible” you are. Here are a few rules that will help you make the right impression on your boss and integrate with your new team.


During the first few days in your new job, have meeting with your boss to understand your job role and his/ hers expectations from you. Once you are clear on your deliverables (WHAT you need to deliver), concentrate on the HOW.

Understand “HOW” the high – performers in your team – work, relate to each other and handle the boss. This will help you create a stencil for your own success at work.



Hired for a new job, start building your network from day 1. The people you must network with during the initial phase are 1> team members 2> colleagues from others team who impact input to / output from your work 3 > opinion makers with clout in your department / company 4 > high performers who have handled similar job.

A strong network will ensure that your work goes smoothly, there is a better reception for your suggestions / ideas and you understand office dynamics.

While you are networking , be sure to set your boundaries. Ensure that people know how  and when to approach you and for what. You should not regret later that people  consider you too easy going or take  you for granted  or think of you as unapproachable.



The easiest and the worst mistake to make at a new job / new company is to compare it with your previous job, boss, colleagues or processes/ policies of your previous companies. I know that it feels good to suggest improvement in processes based on your previous experience, but unless specifically asked for – do not antagonize your current team by comparing things.

If you want to suggest changes, makes use of what if scenarios or why don’t we try approach. Also, try to identify opinion builders in your team and get their buy in on changes you want to suggest. This will ensure better receptivity for your idea.



Having a strong network is one thing, having an office partner is another.  An office partner is someone who will provide you with an ear, when you want to crib. Will cheer you on as you handle a difficult project & act as your sounding board.

To find an office partner be one, and ensure that whatever is shared with you is not used as gossip fodder with another.



The easiest way to create a strong network is by offering to help. Based on bandwidth available, take on projects no one else wants. Offer to help someone who seems to be struggling or someone who has been assigned a huge project – check with them what needs to be done and deliver.



Identify something related to your job that you love doing or are good at and develop the skills to become an expert. You could be the Digital Marketing expert or the manager who develops promotable talent.

Your specific expertise will help you stand-out within the company.



Don’t expect your manager to develop you. Identify your own career path and attend trainings, take on relevant projects of if need be create your own project. Develop yourself so as to grow in your new role and for future.


Follow these commandments and be successful in your new job.

4 latest trends to use the Technology for Recruitment

Technology has been changing the world around us and HR is no exception to it. HR is just getting used to the move from using technology for managing back office job to using technology to give “on-demand” service to employees. Wearable embedded technology, rapid changes in social media; cloud computing , people analytics using big data are ready tochange the whole workplace.

This series of articles will focus on various aspects of HR and how technology is impacting it.




Create a compelling mobile “careers” experience, and no having a mobile version of your career website is not the answer.  Have a career app which is small, interactive & easy to use. A candidate should be able to apply for a job with one click. Instead of filling a form or attaching resume, let them connect to the app using their LinkedIn profile. Add pre hiring checklists and assessments in the form of games and you’ve got them hooked to you.



From the currently used ATS, social recruiting via Linkedin and other social networks has to be galvanized. Use data analytics and social sensing to better understand the relationship between skills, personality, and organizational culture, thus to find right candidates from available talent pool (including both active and passive candidates)

Social media can be used to give personalized experience to various candidates ( look at the examples of targeted advertisements on facebook / linkedin ) , and building personal rapport with talent pool.



Consider creating scoring systems based on a candidate’s social networks to find cultural fit (there are tools which can be used to analyse the social feeds of a person, likes & other data).  Build on it by using mobile based psychometric assessments.

Use various online gamification tools to identify a person’s interests, knowledge & match with job. Examples for sales: there are various scenario based tools which allows a candidate to choose the approach (will show you whether person opts for value selling or offers a cost based approach)



While various tools exist in market, and you will have your own website and hopefully a recruitment app – ensure that they talk to each other. Seamlessly integrated system, which give real time information to your candidates are the need of the hour.

Integrate all the tools that allow you to source applicants, assessing the candidates, conduct video based interviews which can be recorded for future, completing selection process and starting pre-onboarding process. The system should also link with your workforce planning and talent mobility systems (we shall talk more about these in future)