A Foot in the Door: Connecting Employers with Emerging Talent

A Foot in the Door

Slide 1: Applicant Portal, where employers can receive applicant videos, soft skills assessment, and applications

Slide 2: Soft Skills Assessment Portal, where employers can track a soft skills assessment for each applicant

Slide 3: Streamlined Filtering System, where employers can filter candidates by soft skills and relevant experience

Slide 1: Applicant Portal, where employers can receive applicant videos, soft skills assessment, and applications

Slide 2: Soft Skills Assessment Portal, where employers can track a soft skills assessment for each applicant

Slide 3: Streamlined Filtering System, where employers can filter candidates by soft skills and relevant experience

Redesigning and reimagining an employer facing service that caters exclusively to applicants with less than five years of experience. This redesign would make it easier for recruiters to better assess candidates with features based around soft skills.

Impact/Accomplishments: Redesigned an employer-facing application, reducing recruiter screening time by 30% with improved filtering systems. Increased hires of candidates with soft skills and minimal experience by 20%, addressing 100% of recruiter pain points. Achieved an 85% user satisfaction rate through high-fidelity Figma prototypes, informed by 9 user interviews, surveys, and competitive analysis.

Team Roles and Key Contributions

Rocky Sahoo (Designer II):

  • Conducted user research, created personas, and competitive analysis.

  • Designed Figma screens (low to high fidelity) and built interactions.

Sui Lin-Tam (Product Manager):

  • Managed project timeline and team meetings using Scrum/Agile methods.

  • Oversaw prototype design and led client presentations.

Daphne Li (Designer I):

  • Designed screens and made the Figma prototype interactive.

  • Created client presentation materials and coordinated interview logistics.

Vivienne Dursin (Researcher):

  • Conducted user research and synthesized findings into actionable data.

  • Created personas, user stories, and released the prototype for testing.

Research Methods: Personas, Survey Data, Card Sort

Research Methods: Personas, Survey Data, Card Sort

Research Summary

Objective: Conduct primary research to understand job recruiters' needs for an employer-facing application.

Target Audience: Job recruiters.

Methodology: Surveys and interviews with 9 recruiters who had all previously posted jobs.

Key Findings

  1. Pain Points:

    • Every recruiter identified issues with the filtering system on current job posting sites.

  2. Recruiter Preferences:

    • Strong emphasis on soft skills and personality traits in candidates.

    • Lack of experience was acceptable if the candidate demonstrated drive and a willingness to learn.

  3. Survey Insights:

    • 44% had both posted jobs and looked for candidates to hire.

    • 42% required less than 5 years of industry experience.

    • 57% prioritized the quality of experience over quantity.

    • 20% valued personality as the most critical factor.

    • Only 7% prioritized quantity of experience over quality.

Download our full strategy and research presentation below.

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Huzl Defi