Tech McKinsey Digital Labs

Transcription

1 Tech McKinsey Digital Labs

2 Digital reinvention is an urgent need Digital is changing how customers behave, and these behaviors are changing the nature of businesses There is an opportunity for incumbents to digitally reinvent themselves Digital McKinsey can help you create value by reinventing the core, together Our methodology takes a holistic and customer-first approach 2

3 Digital McKinsey creates value by reinventing the core Bringing together distinctive insights, proven methodology, and capabilities at scale Industry and customer insights globally and from local markets, as well as an understanding of the business levers needed to capture value The 4D methodology to sharpen the focus of the work, structure programs, optimize delivery and limit risk across the entire enterprise, while building, operating and transferring capability An ecosystem of digital capabilities assembled to get going quickly and to ensure scalable and sustainable change 3

4 McKinsey has a breadth and depth of expertise, bringing digital expertise and solutions to strategic advisory Internal Capabilities Our Digital Labs team integrates the best of human-centred design, data science, agile technology and development - to rapidly deliver new products, services and businesses >1,000 analytics professionals that analyse data and drive impact from the pursuit of industry, and/or company specific use cases Helps companies rise above the sea of data to make the right decisions on pricing, margin, merchandising and category optimization Recent Acquisitions Award-winning Swedish design agency; its work combines physical product design, service design, and an engaging experience. Capturing the opportunity around the convergence of physical and digital, of products and services With roots in Formula 1 motor racing, is pioneering the use of big data and advanced analytics to improve organizational performance. Its Nerve platform combines data from disparate sources to produce unprecedented, meaningful data around human endeavor One of the world s leading product design studios, whose mission is to create beautiful, ingenious and charismatic products ; clients included Apple, Nike, Siemens and Oral-B 4

5 What We Do 5

6 McKinsey Digital Labs integrates the best of design, data science, agile, and development. We bring McKinsey s digital advisory to life - delivering experiences that transform the world s largest organizations. 6

7 Digital Labs combines the rapid, hands-on approach of a startup with the expertise and capability building of McKinsey s traditional advisory ( Startup Approach ) ( McKinsey Advisory ) ( McKinsey Digital Labs ) Disruptive Product Capability Building Industry Expertise Capability Building Disruptive Product Industry Expertise Iterative Delivery Delightful User Experience C-Level Strategy Iterative Delivery C-Level Strategy Delightful User Experience 7

8 Why McKinsey Digital Labs? Our team, approach, and size is unique Integration with McKinsey consultant teams means better understanding feasibility, aligning with strategy, and collaborating with thousands of sector/function experts Design thinking incorporates a human-centric approach to McKinsey s problem solving methodology, shaping ideas to inspire and delight users Rapid prototyping means we emphasize speed over perfection, to minimize time to market - by embracing technology that works, and testing with users every step along the way Capability building includes upskilling on agile methodology, as well as recruiting entire digital teams, to make sure momentum lasts and is self-propelling Scale with over a dozen studios across 6 continents, we are the only team delivering full coverage to the world s largest organizations, both locally and globally 8

9 How do we do it? Cutting-edge talent, tools, and partners to complement McKinsey advisory The McKinsey that you know... Broad and deep functional and industry expertise Top talent and a culture of excellence Connection to a unique network of business, government, and academic leaders insights Deep trust-based relationships with executives Putting client interests first in an independent perspective Extensive experience in partnering with clients to lead successful transformations plus the expertise of Digital Labs 950+ members of specialist talent Product engineering 250+ key partnerships including designers, developers, agile coaches, enterprise architects, and data scientists With experts recruited from... We build digital products. Our proprietary tools include microservices, cloud offerings, and client service platforms with leading digital players for targeted software needs 9

10 How We Did It 10

11 We partnered for talent External contractors/freelancers Scale up talent through temporary external contractors to bridge time until hiring full-time employees Recruitment agencies Partner with specialized permanent recruitment agencies to accelerate filling of candidate pipeline for niche roles Software solution providers/vendors Outsource parts of required software features to external solution providers and work with vendor staff Acquihires Acquire digital (niche) players with the main intention to internalize their digital talent, 11

12 We made Anchor Hires across all studios Jennifer Killian Former Creative Director at Frog, Intuit and Facebook Indy Saha Former Creative Director at Google and TBWA Kwame Nyanning Former Creative Director at Native, Siberia and Frog which got us media attention 12

13 We have the opportunity to think differently about how to recruit digital talent From Reactive recruiting through traditional channels (e.g., job boards) To Proactively becoming part of the community and connecting with talent where it resides (conferences, online developer communities etc.) Long recruiting processes and response times Generalist HR Recruiters handling recruiting for all roles Evaluating candidates based on traditional criteria such as academic qualifications and certificates End-to-end hiring process which takes maximum 1 month (from first contact to job offer) Specialist Digital Recruiters with at least a basic tech understanding to show credibility with candidates in early interviews Flexibility with academic qualifications 65% of all people working in tech do not have a formal education in this field Hiring of people for their potential, their passion and their learning mindset rather than for their actual capabilities, and then training them on the job 13

14 We apply a holistic talent management approach to attract, retain and grow top digital talent Acquire talent Review talent Retain talent From Led by HR partners lacking deep digital knowledge nor ability to excite potential candidates Sourced primarily from agencies Traditional interviews Focus on assessing candidates Corporate HR appraisal tools Informal annual appraisals by managers No defined trajectory for developers Pay-benchmarking informed by HR Limited guidance and structure in learning program for new digital technologies, approaches and tools To Led by charismatic developers and designers with ability to excite and assess candidates Sourced from developer conferences and communities as well as agencies for niche roles Real life exercises as well as structured case interviews Balance assessing candidates and conveying value proposition Skills matrix defined for key roles Real time feedback and semi-annual reviews supported by career trajectory discussions Defined career trajectory on manager and expert tracks, clear and fair progression steps Pay-benchmarking informed by the talent itself, transparent and equal pay across impact bands Structured learning program with tailored curriculum and external expert support to re-enforce continuous learning culture 14

15 We give candidates a delightful experience Excellent recruiters Have awesome Recruiters with in-depth expertise in the field, if possible with a spike in a certain area cf. Agile, Design Excitement Create excitement about working environment, by showing potential future colleagues, offices and projects. As a Recruiter you know which elements of the EVP work best. Interview well Make the process delightful and speedy! Interviews should be structured, including cases. Give feedback along the way. Attractive remuneration bundles Create and offer attractive remuneration bundles to take salary off the table. Give other perks like training & travel budget. Bonuses should be based on individual performance Continuous improvement Track efficiency and effectiveness of the recruiting engine via proper KPIs (e.g. ratio of accepted offers, response rate) and tools (e.g. management dashboard for current hiring status) and quality of hires 15

16 Tech hiring requires to think differently about how to assemble the HR team Move from generalist HR recruiters to recruiters with at least a basic tech understanding To be able to effectively assess candidates and their previous tech experiences To show credibility with candidates in early screening interviews Tech-savvy HR recruiters Train existing recruiters where needed or pair them up with more experienced tech recruiters Cross functional teams actively scout and source promising profiles from tech communities (e.g., Github, Stack Overflow) Employer branding specialists Dedicated sourcing specialists Two potential processes: Sourcing Specialists from the Hub identify candidates and hand over to Digital Recruiters for outreach Digital team members identify candidates and hand over to Digital Recruiters for outreach Dedicated responsibility for long-term employer branding efforts, e.g., Crafts value proposition and owns content on career portal Coordinates event/ conference participation 16

17 Awesome Recruiting can only be done by Awesome Recruiters Be authentic Be helpful Be transparent 17

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