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Based on filter conditions, group candidates to Best matched, overqualified, and normal. Recruiters and Hiring Managers are able to save time of screening and assorting applicants and find best matched candidates efficiently.
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Users can screen applicants and identify potential candidates using filter conditions. The 'Best Matched Candidates' list updates automatically when filter conditions are modified.
Synergistic recruitment records empower multiple users to oversee and document the recruitment process, bridging the information gap among hiring team members.
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Hiring managers have the option to prioritize highly competitive candidates and flag them as high-priority, ensuring an efficient and streamlined recruitment process.
Divercity is a diversity and inclusion measurement and recruiting platform that helps companies and HR professionals accurately measure and track their diversity, and find and connect with diverse talents. Their mission is to demystify and solve the diversity hiring gap in the tech industry and to bring more equity and inclusion through a combination of community, relationships, and artificial intelligence technology.
1. Recruiting platforms and job boards overwhelm the recruitment team with tons of applications.
2. Easy access to job opportunities for job hunter also increase the number of unqualified and irrelevant applicants.
Thus, we asked
Before get started, I draw two user archetypes for both recruiter and hiring manager to better understand their needs and frustration.
I conducted 3 Interviews, two with hiring managers and one with a recruiter. From the interview, I detected four pain points in the browse and screen process.
1. Facing tons of similar data
Recruiters are reviewing tons of candidates with similar background. They are not under-qualified, but are not at priority because their experience are not best matched with company's domain and needs.
2. Facing tons of irrelevant data
Over 50% candidates don’t meet basic requirements form the job description. Such as degree, major, working experience, etc.
3. Screening from large volume of data
Recruiters are overwhelmed with the volume of applications. For a single position, only 200-400 candidates are reviewed, potentially overlooking lots of matched applicants.
4. Managing multiple deadlines and multiple candidates
Giving that hr has to dealing with multiple requisitions, it is very easy to miss some deadline to reach out candidates
According to data we got from interviews, I drew this task map consisting of both the hiring manager's task map and the recruiter's take map. There are 7 main steps in the hiring steps, and in each step, HR and HM are involved in the process collaboratively.
Through competitor audits, I investigated how current ATS products enable recruiters to filter and screen matched candidates from a vast application pool.
Here is what I learnt from it:
1. Most common filters recruiters use to screen candidates.
2. Recommending candidates by categorizing them into distinct groups or with a score system.
3. Recruiters needs to mark candidates priority with label or hiring notes for internal communication and external reaching out.
At the beginning, I drew two different layout with navigation bar at different position and conduct a uesbility test to compare the performance.
After that, I developed mid-fidelity wireframes for other screens
1. Searching and Archive Positions: adding a search bar and dropdown filter to facilitate navigation. Keep all records for later review.
2. Standard & Freedom: unifying candidates' card size and style on every page. The height is responsive so that can fit various volume of data.Changing the yellow tag background for higher color contrast with background to achieve accessibility
3. Users Free Control: according to users' searching habits I got from testing and interviewing, revising the year of work filter from a dropdown box to an input year range to fit more criteria. And update the status filter from drop box with check boxes on the list to only check boxes which is more intuitive.
4. Error Prevention: Revise the text on the CTA button to make the action clearer to prevent false actions. Allowing users to unsave best-match candidates so that they can withdraw mistaken operations.
Even though the design change may help solve the pain-points that HRs and HMs are facing, there are still some exist concern and limitation.
In the process of refining the UI and final high-fidelity mockup, Joanna provided numerous insightful comments and feedback on spacing, an aspect I had previously overlooked. Furthermore, I gained a deeper understanding of design systems, learning to utilize Figma for managing the design system through components and variables.
The limitation in this project is applications that recruiters can review every hour and daily work hours. It is impossible for recruiters to review all applicaitons. The design should admits the limitation and improving current situation within the limitation.