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HR & Recruiting Innovation Sprint

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Anthony Onesto
Anthony Onesto

The document outlines Anthony Onesto's credentials in leading HR and recruiting for various startups and companies. It then proposes an "Innovation Sprint" using design thinking to help solve challenges in HR and recruiting. The sprint would involve deep research, brainstorming new ideas, prototyping a selected idea, and building a minimum viable product over 4 bursts in 6-10 weeks. The goal is to help companies take an innovative approach to HR and recruiting using new technologies and ideas.

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HR & RECRUITING INNOVATION SPRINT ANTHONY ONESTO
TEXT MY CREDS ▸ Lead HR and Recruiting for the first tech startup to stream video on mobile phones ▸ GM for learning and knowledge sharing startup ▸ Built first tech startup to stream audio on mobile phones ▸ Recruiting for billion dollar staffing agency ▸ HR and Recruiting consultant during the first dot.com boom ▸ First head of HR and built company, HR, and Recruiting operations for disruption grocery delivery company ▸ Board Member New York Makerspace ▸ Led HR strategy for technology and data sciences for $500m digital agency ▸ HR leader for pioneer social media marketing startup
“WE CANNOT SOLVE OUR PROBLEMS WITH THE SAME THINKING WE USED WHEN WE CREATED THEM.” - ALBERT EINSTEIN WE NEED NEW THINKING IN HUMAN RESOURCES & RECRUITING ▸ HR & Recruiting can be innovation leaders. ▸ Employees need to be more engaged. ▸ Recruiting, while NEVER easy, needs to be more strategic. ▸ The future of work is changing in real-time, so are organization structures. ▸ Technology is changing how we all work. ▸ Start with an innovation and design thinking approach to HR & Recruiting
HR & RECRUITING INNOVATION SPRINT
HR & RECRUITING INNOVATION SPRINT DETAILS DEEP HR REVIEW & RESEARCH BRAINSTORMING IDEAS PRE-MORTEM IDEAS RAPID PROTOTYPING STARTUP MATCH MAKING MINIMAL VIABLE PROGRAM (MVP) Burst 1 1 week Burst 2 1 week Burst 3 2 -4 weeks Burst 4 2 -4 weeks Design Thinking In HR & Recruiting Education
"INNOVATION DISTINGUISHES BETWEEN A LEADER AND A FOLLOWER.” - STEVE JOBS INNOVATION SPRINT GOALS ▸ Burst 1 - deep research into HR & Recruiting needs, challenges, employee and workforce issues. ▸ Burst 2 - brainstorming session with client team members to teach design thinking methodology, while creating new ideas, concepts, and technology solutions. Instead of post-mortem, we do a pre-mortem, the goal is to eliminate ideas from the brainstorming sessions. We can do this via an algorithm or human capital power. ▸ Burst 3 - after brainstorming ideas are eliminated (pre-mortem), leaving a few vetted ideas, we then rapid prototype one idea or program, get real world feedback, and iterate or identify a startup that can help support or drive the program through technology. ▸ Burst 4 - build an minimal viable product or program that can be deployed inside or outside the organization as a test and opportunity to scale.
INNOVATION HR & RECRUITING SPRINT (6-10 WEEKS) HR ADVISOR AS A SERVICE (HRAAS) Anthony Onesto SERVICES
EMAIL ME AT AONESTO@GMAIL.COM OR CALL 347.744.9070 AN INNOVATION & DESIGN THINKING APPROACH TO HUMAN RESOURCES

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HR & Recruiting Innovation Sprint

  • 1. HR & RECRUITING INNOVATION SPRINT ANTHONY ONESTO
  • 2. TEXT MY CREDS ▸ Lead HR and Recruiting for the first tech startup to stream video on mobile phones ▸ GM for learning and knowledge sharing startup ▸ Built first tech startup to stream audio on mobile phones ▸ Recruiting for billion dollar staffing agency ▸ HR and Recruiting consultant during the first dot.com boom ▸ First head of HR and built company, HR, and Recruiting operations for disruption grocery delivery company ▸ Board Member New York Makerspace ▸ Led HR strategy for technology and data sciences for $500m digital agency ▸ HR leader for pioneer social media marketing startup
  • 3. “WE CANNOT SOLVE OUR PROBLEMS WITH THE SAME THINKING WE USED WHEN WE CREATED THEM.” - ALBERT EINSTEIN WE NEED NEW THINKING IN HUMAN RESOURCES & RECRUITING ▸ HR & Recruiting can be innovation leaders. ▸ Employees need to be more engaged. ▸ Recruiting, while NEVER easy, needs to be more strategic. ▸ The future of work is changing in real-time, so are organization structures. ▸ Technology is changing how we all work. ▸ Start with an innovation and design thinking approach to HR & Recruiting
  • 5. HR & RECRUITING INNOVATION SPRINT DETAILS DEEP HR REVIEW & RESEARCH BRAINSTORMING IDEAS PRE-MORTEM IDEAS RAPID PROTOTYPING STARTUP MATCH MAKING MINIMAL VIABLE PROGRAM (MVP) Burst 1 1 week Burst 2 1 week Burst 3 2 -4 weeks Burst 4 2 -4 weeks Design Thinking In HR & Recruiting Education
  • 6. "INNOVATION DISTINGUISHES BETWEEN A LEADER AND A FOLLOWER.” - STEVE JOBS INNOVATION SPRINT GOALS ▸ Burst 1 - deep research into HR & Recruiting needs, challenges, employee and workforce issues. ▸ Burst 2 - brainstorming session with client team members to teach design thinking methodology, while creating new ideas, concepts, and technology solutions. Instead of post-mortem, we do a pre-mortem, the goal is to eliminate ideas from the brainstorming sessions. We can do this via an algorithm or human capital power. ▸ Burst 3 - after brainstorming ideas are eliminated (pre-mortem), leaving a few vetted ideas, we then rapid prototype one idea or program, get real world feedback, and iterate or identify a startup that can help support or drive the program through technology. ▸ Burst 4 - build an minimal viable product or program that can be deployed inside or outside the organization as a test and opportunity to scale.
  • 7. INNOVATION HR & RECRUITING SPRINT (6-10 WEEKS) HR ADVISOR AS A SERVICE (HRAAS) Anthony Onesto SERVICES
  • 8. EMAIL ME AT AONESTO@GMAIL.COM OR CALL 347.744.9070 AN INNOVATION & DESIGN THINKING APPROACH TO HUMAN RESOURCES