How Starmind Transformed HR Knowledge Sharing in Switzerland

Filling the Information Gap in HR

In our interview with one of the largest HR firms in Switzerland, we discovered that Starmind addressed a common issue in Switzerland’s HR industry: lack of centralized, reliable, industry-specific information. Before the platform's introduction, HR professionals had limited options. They often turned to Google, which resulted in generic, sometimes irrelevant answers, often from foreign sources such as Germany, which didn’t always align with Swiss legal specifics.

“Every HR person has almost the same problems. Of course, if you have a law change everyone has the same problem and everyone is working on their own solution, which was very inefficient. We saw that [during] COVID.”

 - HR Strategies Consultant and Community Manager at a large Swiss HR firm

In smaller companies, which are prevalent in Switzerland, HR teams sometimes consist of a single person. In these settings, professionals had few ways to share knowledge, resorting to informal channels like WhatsApp groups. Starmind changed this dynamic by providing a comprehensive platform that allows HR professionals to share knowledge in a more organized and precise manner, particularly during rapidly changing circumstances like the COVID-19 pandemic. This reduced inefficiency, as users could avoid outdated or irrelevant search engine results and access real-time, situation-specific knowledge.

Early Challenges and Solutions

When Starmind was first launched, adoption was slow, according to the client’s HR Strategies Consultant and Community Manager. The initial paywall of a modest subscription fee deterred potential users who were accustomed to free services like Google and Yahoo. 

“People didn't want to pay. Of course. They are used to using Google and Yahoo and everything for free, so they are not ready to pay for knowledge [searches].” 

- HR Strategies Consultant and Community Manager at a large Swiss HR firm

It was only after the paywall was lifted that users began to log in and explore the platform. However, it still took one to three years for the Starmind platform to gain traction and become recognized within the HR community.

This success didn’t come from passive growth; it was the result of a deliberate strategy. The Company’s consultants played a key role in generating early activity on the platform. They actively created content and asked and answered questions themselves to demonstrate the potential of a lively and useful space to share knowledge. This strategy ensured that new users didn’t encounter an empty platform but rather a robust resource full of helpful information. It also set a clear example of how the platform should be used, removing any hesitation users might have about posting their own questions.

Building a Community Around the Platform

What helped Starmind grow steadily was not just the quality of the platform itself, but the community built around it. Our HR Strategist emphasized that they frequently held events—two or three a year—where the platform was promoted. At these events, participants were encouraged to engage with the platform through live demonstrations. Regular users, referred to as “power users” became instrumental in driving engagement, contributing content, and promoting the platform within their networks.

Building relationships with these key users proved to be a vital strategy. The client mentioned that they hold annual dinners to gather feedback from these loyal users, incorporating their input into future platform updates. He added “meeting people in real life [is] where we receive the feedback.” This sense of collaboration and involvement gave users a personal stake in the success of the platform, further encouraging them to remain active and promote it to others.

Overcoming Barriers and Ensuring User Trust

While Starmind quickly gained recognition, there were challenges, particularly around data privacy concerns. Some users questioned how their data would be handled, though he noted that such concerns were relatively uncommon. More often, the platform’s openness, which encouraged the free exchange of knowledge, attracted users who might otherwise have remained cautious about sharing information online.

The HR Strategist also highlighted that while Starmind’s algorithm was capable, it wasn’t perfect. To ensure the best experience, they would sometimes manually match questions with users who could provide the best answers. This hands-on approach, or “shepherding,” as he described it, was an important best practice in managing the platform’s early stages, ensuring questions were answered efficiently and accurately. 

“Our own consultants went to the platform and just made content themselves. They asked questions themselves and they answered [them]. Other consultants answered those questions just to make it lively in the beginning…So if you register or log in as a user it's not an empty space.”

- HR Strategies Consultant and Community Manager at a large Swiss HR firm

Training the LLM more proactively, in the beginning, can lead to the ultimate success of the utility of the platform in the long term.

Measuring Success and User Feedback

One way this HR firm gauged the success of Starmind was through user feedback, which was primarily gathered at events. HR professionals expressed their gratitude for a platform that provided fast, accurate answers to their specific queries. Compared to the often frustrating experience of sifting through generic information on Google, Starmind offered tailored responses that directly addressed users' needs.

In terms of quantitative success, Starmind gained new members daily, with consistent user activity. However, the HR firm emphasized that they focused less on metrics and more on qualitative feedback. If the platform was helping users solve real problems, that was considered success enough. 

“We try not to be that number-driven, it's more like a gut feeling. We say if we receive good feedback from our users, if people are happy to use it, if we see one question a day, if it helps the people out there, that's enough for us.”

- HR Strategies Consultant and Community Manager at a large Swiss HR firm

Power users, such as law firms and attorneys, frequently answered questions and even generated business opportunities through their contributions, proving the platform’s value not only for users seeking help but also for professionals offering expertise.

The Power of Altruism and Knowledge Sharing

Interestingly, many of Starmind’s most active contributors, particularly law firms, were motivated by more than just business opportunities. Our client explained that for some, their involvement was driven by an idealistic desire to improve their profession and combat the negative stereotype that legal advice always comes at a high price. For these users, contributing to Starmind was a way to give back and elevate the reputation of their field.

This sense of altruism fostered a community spirit on the platform, with users not only seeking answers but also giving them freely. It created a culture of mutual benefit, where users knew they could rely on each other for help without the expectation of immediate payment.

Conclusion: The Key to Easy Implementation

Their success with the adoption of Starmind highlights the platform’s ability to grow organically through strategic content creation, community engagement, and a user-friendly interface. For new users, the key to successful implementation lies in providing early content, building relationships with power users, and continuously promoting the platform through relevant events.

Perhaps the best part of the Starmind value proposition is its ease of integration: it doesn’t require complex setup or high-level expertise to manage. Simply by fostering initial engagement and letting the community grow, organizations can seamlessly integrate Starmind into their operations, providing instant value to HR professionals looking for reliable, specific, and freely available knowledge.