Case StudyProduct Team: Evaluating Candidates - Building a High-Performing and Diverse Product Team

Reed UK faced significant challenges in managing a large, diverse team across its digital and design departments. As they integrated various design teams into one massive organization, they needed a structured approach to recruit and evaluate candidates. The goal was to ensure that these teams were fully agile and capable of producing outstanding results. Reed UK's recruitment strategy had to prioritize both the immediate need for skilled professionals and the long-term vision of fostering a high-performing, diverse team culture.

Building a High-Performing and Diverse Product Team

The Solution

Reed UK’s approach to managing recruitment and evaluating candidates focused on several key strategies:

  • Integration and Structural Change: The integration of various design teams into one large organization required a shift to agile workflows. All team members, regardless of their previous roles, were transitioned into fully enabled product teams. This structural change demanded a thorough evaluation of existing skills and the recruitment of new talent to fill gaps.
  • Emphasizing Passion and Ambition: Reed UK placed a higher value on passion and ambition over extensive experience. The recruitment process was designed to identify candidates with a strong drive and passion for their work. This was often demonstrated through previous experiences or evident qualities during the recruitment process.
  • Diversity and Inclusion: Recognizing the importance of diverse thought and perspectives, Reed UK made a conscious effort to promote diversity within their teams. They believed that a diverse workforce would deliver better outcomes and foster a more innovative and effective working environment.
  • Key Qualities in Candidates: Reed UK sought candidates with empathy, curiosity, and a demonstrated ability to collaborate. These qualities were considered essential for building a strong, high-performing team. The recruitment process was tailored to identify these attributes in potential hires.

Outcomes achieved

Reed UK’s structured approach to recruiting and evaluating candidates resulted in several positive outcomes:

  • Successful Integration: The integration of multiple design teams into a single agile organization allowed Reed UK to streamline their workflows and improve efficiency. This change facilitated better collaboration and coordination across different departments.
  • High-Performing Teams: By prioritizing passion and ambition, Reed UK was able to build teams that were not only skilled but also highly motivated and driven. This focus on intrinsic motivation led to higher productivity and innovation within the teams.
  • Enhanced Diversity: Reed UK’s commitment to diversity ensured a wide range of perspectives and ideas, leading to more creative solutions and better overall performance. The diverse teams were more adaptable and capable of addressing complex challenges.
  • Improved Recruitment Process: The emphasis on key qualities such as empathy, curiosity, and collaboration resulted in a more effective recruitment process. Reed UK was able to identify and hire candidates who were well-suited to their collaborative and dynamic work environment.

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