Startupinternz

Job matching program for startups and students

Overview

Date: 2016
Category: Business Education
Project Size: 3 members, 16 weeks
My Contribution: Product Management Education Design

Description

In 2016, the company envisioned a service to connect startups and college job seekers as a new business. It provided college job-seekers with the basic information needed for startups and connected companies with them. It's designed to connect startups with job seekers that fit them and reduce their failure rate.

ideation: What factors do people consider important when looking for a job?

Problem

At the time, our company was also planning to recruit new employees. However, the existing job services are only a simple broadcast, it was difficult to know whether the person is the right person. We also tried to hire people as acquaintances, but the failure rate was high and the talent pool was too small. The same was true of other startups, so everyone was having trouble hiring.

On the other hand, young job seekers interested in startups we met had difficulty finding information. Startups weren't providing enough information for job seekers. In addition, to access startups were difficult for job seekers because of differences in recruitment processes.

Both job seekers and startups were struggling and we thought it could be solved.

Solve

We envisioned a service to solve both problems. Job seekers were provided with information about the entire startup and individual startups to address information disparities. In addition, we trained basics and organized the program to be job seekers required for startups. Dedicated coaches were assigned to small teams to minimize failures due to mismatches between the company and job seekers.

Process

We defined the problem and brainstormed the Solve. We started defining services from the ground up without referring to other services. 'What information do job seekers need?', 'What company do job seekers want?', ‘Would it suit a startup?' In this regard, we considered the needs of our customers first.

For job seekers, information disparities seemed to be the biggest problem. Job search information for large companies was easily available through the Internet and seniors, but it was difficult to obtain startup job information. Startups are also putting the most resources into survival and growth, so they haven't used many resources to deliver information to job seekers. Job searchers also struggled across companies. To solve this problem, they decided to provide job seekers with information about overall startups and information about individual startups.

For startup companies, there were problems such as difficulty finding a fit job candidate and a weak new employee training process. To solve this problem, job seekers were given a summary of each startup's situation and characteristics and provided a way for them to recognize themselves. It also provided basic information about how to work in startups so that they could adapt quickly when they got a job.

Career was an important issue for the individual, so I wanted to reduce the failure rate. For this reason, the basic training program was conducted offline and ancillary processes were carried out online. But I designed the program with one day in mind to go online. In addition, coaches have been assigned to each team so that people were able to solve problems that cannot be solved by the process. The coaches were made up of professional staff who had experience in founding a startup or had a long career in the company.

The offline training consisted of three classes for three weeks and assignments were given. The assignments are designed to solve the problems given to students each week. In the first week, a task was given to determine the applicant's inclination. We encouraged students to think about what they care about the most and which company they want to work for. Participants were asked to conduct research on companies of interest. We created and used a ‘tagging board’, which is a way for participants to search the company by attaching an SNS hashtag. This allowed them to intensively work on their tasks. From the second week, participants were asked to complete an application and a proposal to submit to the company. The applicants learned more about each company by writing a proposal for each company, so they could demonstrate their capabilities.

At the same time, the operating process was established. The timing and method of contacting startups and applicants are organized and the maximum effect is achieved with minimum resources.

process design: 3 weeks of entire program

Since the program ran once a month, it was well suited for development with a lean startup cycle. We ran the program every month and improved the program based on the feedback we got from each cycle.

The first prototype was made of a minimum viable product and was conducted for five job seekers. After two small programs, the program started to scale up.

the first prototype

Each month, the program grew with improvements, and more and more job seekers were able to enjoy the program. By November 2019, 1,444 people had participated in the program and 486 were employed in startups.

one of 2016 program

one of 2018 program