.1
What is important (in the workplace) for the talents we need. What does attract them? Where do we find & address them? (Forums, channels, sites, schools, etc.…) How & where do they communicate? Are there any tools or methods to streamline and get better results in the recruitment process?
.2
Recommendations and plans on how to execute. Strategy for getting new applicants.The process for finding people. (How What and Where) Analysis from the industry, target audience and competitors and conclusions from our findings. Find out what’s important in terms of Channels/Forums and tone of voice to be used. As well as finding out the most suitable process and tools in order to attract future talents to Milou.
Internal interviews - You truly love your work
People stay at Milou because they feel accepted and included for who they are but still feel challenged by the tasks. This allows them to improve and learn continuously. One of the top favorite things about Milou is the flexibility and the Friday morning fika together with the whole crew.
External Survey - Art directors, graphic designers, producers, strategists, etc.
50 % of the people have moved in order to get their dream job. 50% of people intend to stay at a job until they don’t feel challenged or get bored. 50 % of the people intend to stay 1-3 years. Over 50% say that the most important thing when going for a job is the feel of the company, the internal culture.
Internal survey - Be the change they want to see
The people at Milou love their work, but they feel something is missing: A request for a more open, social and including culture with more co-creating between fields of expertise. To enable a more flexible co-creating mindset, there’s a need to have a set team structure to enable continuity and stability. Milou is in the process of growth and here we see the opportunity for Milou to facilitate and co-create the culture they want to have.
External interview - The culture and the working environment need to match the values and norms of the people on a personal level and words like sustainability, diversity, and family is some of the most common indicators. People will stay at a company if they feel appreciated, challenged and included. The expectations of what a starting salary should be are wildly different from person to person. We found that there are two different camps: one regarding salary/money and prestige as success factors and another that has a higher purpose and personal satisfaction as a goal.
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