How we solved recruiters problem through
research








The Problem:


John is recruitment specialist in an MNC. He is actively involved in sourcing and recruiting Job seekers. He has to spend lot of time to find the right fit for the available jobs. He is looking for an Software Application which can help him to quickly scan through the sourced profiles and schedule email campaigns to notify about the job opportunities from time to time.



The recruitment specialist is frustrated with applications which take too much time to complete simple tasks. The recruiter should be able to do the following tasks.


  • View list of the Job seekers.

  • Get important information about the Job seekers on the list page.

  • See details of a particular job seeker.

  • add notes and tags to the job seekers details.


The Recruitment specialist should be able to select UX designers from the list of candidates who have 2 years of experience and set an email campaign to send jobs alerts on weekly basis.



My Role


  • Create scenarios for your user’s needs.

  • Design usable, relevant and engaging solutions for those requirements.

  • Create flows, wireframes and screen mocks.



Project Workflow:



Research> User Stories> User Flows > Sketch> Wireframe> Transitions > Prototype > Mockups



Research:





Behaviour & Belief

Pain points

nikita.jpg


Name: Nikita Tandon

Gender: Female

Age: 28

Marital Status: Single

Employment: Employed in an MNC as a recruitment specialist

Lives: Delhi NCR


  • Believes she needs to earn more

  • Wants very simple solutions with no BS

  • Loves to live life fully

  • Keeps her social life active

  • Believes that candidates with good potential are always winners

  • Believes she is a smart worker

  • Is very confident at what she does

  • Believes time is very valuable

  • Loves family & friends

  • Believes her team can do more





  • Has hard time managing different tasks at a time

  • Hates it when she can't reach her monthly target

  • Has hard time keeping up with multiple sources for candidates.

  • Wants a quick overview of how things are going and recommended actions.

  • Has hard time prioritizing tasks.

  • Wants to spend time only on the best candidates





  • Motivation: Majority of recruiters seem to have extrinsic motivation for achieving the task of a successfully hired candidate such as money/reward.

  • Ability: Most recruiters are highly abled when it comes to identifying the right candidates and using an application/website for the task.

  • Needs: Recruiters need to find and engage with great candidates to build the right talent pipeline.

  • Recruiters need to make good hiring decisions by enabling a collaborative hiring process that pulls in the right perspective.

  • They also need an overview of how to increase impact by understanding the agency and job board as well as the pipeline progress.

  • Metrics : After asking some friends of mine and reading about what metrics might be important for a recruiter I came across several interesting points one of the post was very clear and precise post from a LinkedIn influencer David Ciccarelli who is a CEO and recruiter for 14 years. The most important metrics for me when I login to a recruiter dashboard is

Positions

  • List of current positions that are open

  • Bar chart showing applications for all positions by month

People

  • Cumulative candidates who have applied

  • Pie chart showing the candidate source (LinkedIn, Indeed.com, Employee Referral)

Process

  • Funnel chart showing me the number of candidates at each stage

  • Funnel chart showing me the % of candidates that make it to the next stage.


Funfact: Google is our brother now. Checkout their secretly launched recruiting product at https://hire.withgoogle.com/


User Stories



WHO WHAT WHY?


Who are we building it for, who the user is? — A recruiter

What are we building, what is the intention? — quick and easy to use application

Why are we building it, what value it brings for the user.? — So that I can complete my tasks quickly and efficiently without a lot of hassle



User Story: As a recruiter I want a simple and easy to use application so that I can make my recruitment quicker, faster and effective.



User Stories from the Task

Test Case

1. As a recruiter I want to be able to see a list of job seekers so that I can prioritize my next hiring candidate

Make sure there is a candidates list page in the application

2. As a recruiter I want to be able to see important info about job seekers so that I can choose the best out of the list

Make sure to highlight important info about the candidate

3. As a recruiter I want to be able to check details of a particular job seeker so that I can understand the candidate better

Make sure to include a candidate details screen/page

4. As a recruiter I want to be able to add notes and tags to the job seekers details so that I can recall/pull up the candidate details when needed.

Make sure to include relevant filters on the candidate details page




Additional User Stories

Test Case

5. As a recruiter I want to be able to see a snapshot view of the entire hiring progress so that I can check my next important thing to focus on

Make sure to include a dashboard of important elements for a recruiter.

6. As a recruiter I want to be able to get an easy access to all the important things so that I can chose what to focus my effort on a day to day basis

Make sure to include a menu option/to do that gives the recruiter to choose what will be the priority of task.

7. As a recruiter I want to be able to see how my progress is so that I can understand and analyze my efforts

Make sure to include an analytical approach of progress page

8. As a recruiter I want to be able to see a view of my sourcing efforts so that I can understand the best performing channels of sourcing

Make sure to include a chart/source pie chart that gives a view of which are the sourcing channels that are best performing to least performing.

9. As a recruiter I want to be able to involve my internal team members so that I can get quality leads from people I already know.

Make sure to include a panel that can create a form/chat and send it to the team.


Userflows



User Story 1, 2, 3 and 4 can be put in one user flow


uf pp.png


However, this does not complete the whole story!


A recruiter wouldnt simply use an application just to get the candidates list and sort the candidates. There is more to the motivation of using an application by a recruiter. Some of which as mentioned in the research, user stories include:


  • Get a snapshot view of the entire hiring progress

  • Get a view of the current job listings

  • Get to know the next priority candidates to contact

  • Schedule email campaigns to nurture the relationship

  • Get to know all the details of a particular candidate

  • Get to know the progress of the targets set on a weekly/monthly basis

  • Get to know about opportunities for improvement in sourcing efforts



Assumption 1: that the source of the flow, organic, paid, social, email, newsletter all of them have the same goal of finding a list of candidates, filtering them and checking their details.


Assumption 2: That the landing page is already setup with good UX and the user is looking for solution inside the app after the initial conversion has already happened.


In a nutshell here is where most of the user problems were

User flow including user stories 5,6,7,8 and 9. Axure Link


userflo.png

In this flow you can see how the recruiter's concerns can be addressed with each flow. So what goes through the recruiter's mind?




Recruiter thoughts.png

Sketch




Home > Job Listing > Job details



jobdetails.jpg



jobs.jpg home.jpg


Home> Candidate listing > Candidate details




candidates.jpg candidate.jpg



home.jpg

Home > Campaigns



campaign.jpg home.jpg


Home > Analytics



analytics.jpg home.jpg




Wireframe & Low Fi Mockups Hi Fi Mockups

Google Drive with shots

Recruiter Thought Process: Axure Link



Psychological Approach




Principle of least effort:


I’ve tried to approach with the recruiters thought process and persona in a minimal or least effort. All the set goals or tasks for a recruiter follow a principle of least effort in completing the set task.



Principle of limited attention:


I’ve also kept in mind about the limited attention for the recruiter. Considering the limited attention, I’ve tried to remove any possible distractions that may occur in the user flow or the aesthetics of the design.



Principle of Focal Point:


I’ve tried keeping a focal point to every page to avoid user going round and round. By giving a focal point to the users, they tend to stick longer to explore within the page and avoid other distractions. I’ve also made focal point approach in the landing page design, signup, sigin design pages just for fun.




Conclusion:


When research revealed that the problems were mostly due to the userflow, we reviewed information architecture of the web app. We put the new version for test which showed greatly positive results.




My Learnings:



Make use of your own network in your work. I've tried talking to some of my recruiter friends who helped me understand the recruiters thought process when using a web app like this. This made me realize that your friends can teach you a lot about UX no matter which industry they are from :)