Taking learning to the eXtreme - 24 Week Talent Attraction Program for a Pension Bank in Indonesia

A Pension bank in Indonesia wanted to make a long-term investment in talent and quality, via talent attraction program for fresh engineering graduates. The objective was to help in identifying the right program to quickly up-skill the talent and keep them engaged. We needed to build in skills around XP, good coding practices, and an approach to problem-solving within the bank.
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Challenges

These are the challenges that we were facing

Recruitment Process
The recruitment process was run independently, and the initial set of candidates did not have the basic background to compete fairly in the program.
Shared Expectations
For this, we Identified internal coaches to make the program sustainable for the Bank over time. Alignment of internal teams around their expectations from the trainees in immediate delivery projects vs. the long-term goal of the bank was a key challenge that needed to be addressed.
Team Alignement
The IT and Business teams were not aligned in terms of what success meant for the initiative
Team's Vision
There was no Shared Vision for the entire team to rally around
Solutions

Solutions that have been provided

Coaching Programs
We created a 8+16 weeks program to provide a hands-on experiential coaching
Live Project Delivery
Classroom-based (8w) & handholding on live delivery projects (16w)
Screening Process
We involved ourselves in the screening process that improved the quality of candidates in the second batch
Internal Coaches
We identified internal coaches to be a part of the program as attendees initially, with a goal for them to eventually front-end the same.
Outcomes

Key outcomes from the project

The Bank was able to infuse young, enthusiastic talent into the bank, with a strong grounding in XP and good practices. Their approach and quality of output were visible to the delivery teams they were a part of, building an interest overall within the Bank to find ways to deliver better.
Faster pivot when experiments fail to understand Market needs. New business cases were tested and underwent pivots thrice in a span of 3-4 months, to identify one successful model.
No large investment (time, or resources) in IT development without the business case validated
More clarity on where and on what to invest
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Case Study
Taking learning to the eXtreme - 24 Week Talent Attraction Program for a Pension Bank in Indonesia
Project Overview
A Pension bank in Indonesia wanted to make a long-term investment in talent and quality, via talent attraction program for fresh engineering graduates. The objective was to help in identifying the right program to quickly up-skill the talent and keep them engaged. We needed to build in skills around XP, good coding practices, and an approach to problem-solving within the bank.
Challenges
The recruitment process was run independently, and the initial set of candidates did not have the basic background to compete fairly in the program.
For this, we Identified internal coaches to make the program sustainable for the Bank over time. Alignment of internal teams around their expectations from the trainees in immediate delivery projects vs. the long-term goal of the bank was a key challenge that needed to be addressed.
Outcomes
1
The Bank was able to infuse young, enthusiastic talent into the bank, with a strong grounding in XP and good practices. Their approach and quality of output were visible to the delivery teams they were a part of, building an interest overall within the Bank to find ways to deliver better.
Solutions Provided
1
We created a 8+16 weeks program to provide a hands-on experiential coaching
2
Classroom-based (8w) & handholding on live delivery projects (16w)
3
We involved ourselves in the screening process that improved the quality of candidates in the second batch
4
We identified internal coaches to be a part of the program as attendees initially, with a goal for them to eventually front-end the same.
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