A Foot In The Door
A Foot In The Door
Design Lead
Software Design
Job Board
OVERVIEW
Timeline
My Role
Overview
Two-Week Design Sprint
A Foot in the Door (AFITD) is a job platform that prioritizes potential over experience, aiming to revolutionize the job search process for entry-level candidates.
During a two-week design sprint, my team of three developed the back end of the AFITD application, tailored specifically for hiring managers, recruiters, and HR professionals. This platform enables users to seamlessly create and monitor job postings, efficiently filter applicant profiles, engage in communication with prospects, and access pertinent data.
Design Lead - Creative
Workshops, Wireframes,
Usability Testing,
High-Fidelity Prototype,
Research
PROBLEM
This One Hits Home…
Jumping into the job market can feel like entering a maze, especially when you're new to the corporate world. It's super frustrating when you spot an exciting opportunity, only to see those daunting words: "Must have 2-3 years of experience." Then there's the endless cycle of applying to jobs on Linkedin - along with 800 other applicants - and hearing crickets in response. It can really bring you down, making you feel like your entire worth is summed up in your resume.
There needs to be a place that looks beyond experience and prioritizes potential, especially for ambitious newcomers who are ready to work hard and learn. However, for such a platform to work, it must also bring value to Hiring Managers and Recruiters, ensuring a mutually beneficial arrangement for both parties.
PROCESS
Start
Finish
Discover
Define
Develop
Deliver
PROBLEM
DEFINED
Ideate,
Prototype,
Test
IDEATION
DIVERGE
PROTOTYPE
CONVERGE
Understand,
Define
RESEARCH
DIVERGE
SYNTHESIS
CONVERGE
*INTERACTIVE IMAGE
Double Diamond Approach
I believe that intuitive design blends structured goals with creative freedom. The Double Diamond approach is a favorite of mine - it keeps things clear yet flexible, perfect for exploring new ideas. Plus, it's big on empathy, diving deep into user needs and pain points. When I'm in research mode, I dive right into the user's world, like method acting for designers. Understanding users inside out is key before diving into development.
RESEARCH
User Interviews
With only two weeks at our disposal, our team wanted to understand our users as fast as possible. We were fortunate to leverage an extensive network of individuals perfectly suited for guiding our design. We conducted 10 insightful interviews with a diverse group of professionals: five recruiters, three directors of acquisition, and two hiring managers. Collectively, they brought over twenty years of industry experience to the table. These conversations not only provided powerful insight into our design but were also super engaging and exciting.
I need a user interface that is designed with the recruiter and hiring manager in mind. We're not a metrics KPI-based organization.
-Hiring Manager
"
of users are currently dissatisfied with their current toolset for creating and posting jobs, as well as finding and interacting with candidates.
70%
RESEARCH
Affinity Mapping
Every interview took at least 45 minutes, resulting in an overwhelming amount of information. To maintain focus, our team opted for an affinity mapping exercise to better grasp the key concepts and crucial details from our interviews.
Finding entry-mid level roles is possible but high caliber level is hard to find
Entry level applicants are not good applicants
Target is highly specialized
Ability to give quick/easy visibility and access to search info
Prioritization: recruiters work on positions that don't close
Finding the right candidate
Lack of definition on what they are looking for
System where you can keep Hiring managers updated without access to internal system
Elevated individuals hard to find (technical skills w/ soft skills)
Talent Scarcity (more jobs than people)
RESEARCH
Competitive Analysis
After consulting with industry experts, we gained insights into the most popular applications and systems currently used in the field. However, our team sought to delve deeper into why these applications were leading the market. What unique advantages did they offer over competitors? Which essential tools did users expect to find? Is there an opportunity for innovation? As Sir Isaac Newton famously said, "If I have seen further, it is by standing on the shoulders of giants."
COMPETITOR ANALYSIS
Identifying Top Candidates
Finding the ideal candidate is crucial, but they might be missed due to limited tools and organization. Users seek a solution to save and identify top candidates for present and future roles.
Key Areas of Focus
SYNTHESIS
“One-stop shop”
Users require a centralized dashboard for all work tools (like document upload, emails, messaging, scheduling, and activity tracking) to save time and avoid frustration from using multiple apps.
Tracking Difficulties
Tracking applications throughout the interview process is challenging. A visual timeline would be beneficial, aiding in both current process tracking and future applicant history.
SYNTHESIS
Problem Statement
The job candidate market today boasts a diverse array of emerging talent. However, there's a lack of access to a suitable ecosystem that attracts the right candidates. Employers struggle to connect with qualified candidates, craft precise job descriptions, tailor offerings effectively, engage candidates intuitively, and manage the entire process seamlessly on a single platform.
Reflecting on our research, it appeared there were endless opportunities. However, because of time limitations, we needed to focus our efforts. We chose to condense our findings into three main categories for our design. Given more time, we could explore additional solutions.
User Persona
To help facilitate our team's ideation process, we decided to create two user personas. Like I stated previously, while designing, I make a conscious effort to embody the user's perspective to better grasp their wants and needs. Developing user personas is an effective method to ensure that our focus remains on the user rather than our own ideas.
Jessica Collins
PROFESSION
Director of Talent Acquisition
" We impress our candidates with knowing about the role and not just asking screening questions, but understanding how that role fits in the total organization and helping them to envision what it would be like to work here. "
Jessica has worked at boutique tech firms with global scale and global staffing needs. She’s been a strategic player in large scale growth, recruiting rock star talent and prides herself on
every candidate having a quality white-glove experience.
BIOGRAPHY
Has a hard time tracking the ‘intangibles,’ the soft skills of good candidates
Engaging passive candidates who aren’t actively looking for their next role
Needs flexible Job Rec
approval processes
PAIN POINTS
QUOTE
METRICS
USER PERSONA
With the research now synthesized, our team was ready to dive into the ideation process. As the design lead, my goal was to foster creativity and encourage exploration of ideas within the team. To achieve this, I organized a design studio workshop—a meeting where we collectively sketched out ideas. This workshop served a dual purpose: it not only sparked inspiration for the application's interface but also fueled in-depth discussions among team members, pushing us to explore ideas more deeply.
IDEATION
User Flows
In my opinion, creating user flows is the most important step in the ideation process for two key reasons. Mapping out the steps a user takes to accomplish tasks or goals within a product/service enables my team to understand user journeys, identify pain points, and communicate (internally) effectively. Additionally, user flows facilitate early problem-solving, uncover opportunities for innovation, and ensure a user-centric design approach, ultimately leading to a more successful product or service. While creating these user flows, I immerse myself in the persona I've developed to ensure I stay on track.
CANDIDATE SEARCH
CREATE JOB POST
IDEATION
Wireframes
With user flows laid out, I then created some wireframes to conduct usability testing. This process helped validate and refine user flows based on real feedback, ensuring the final product meets expectations and delivers an intuitive experience. Plus, it's pretty fun to do!
*SCREENSHOTS
IDEATION
Design Studio Workshop
02 Take Notes
Users said it would be highly beneficial to have a "notes" section on the applicant page. Within this section, you would be able to see which hiring manager wrote the note, and on which date.
01 Filtering Options
Users explained how although we had some filtering options, it would be great to expand on these filters. This would give them the ability to find a very specific candidate if needed.
03 Notifications
It was somewhat difficult for users to complete the task "find a recently approved job requisite". It wasn't obvious where the notifications tab was on the interface.
I love the clarity of the applicant page, everything was right at my fingertips.
-Hiring Manager
"
of users were able to complete our entire task list, with an overall usability score of B+.
100%
TESTING
Usability Testing
We received overwhelmingly positive feedback from our usability testing with the same interviewees. It was inspiring to see their excitement as their ideas were addressed, validating our direction and sparking new ideas for our high-fidelity prototype. Here are the key things we learned from these tests:
IMPLEMENTATION
Implementing Feedback
01 Applying Filters
We've enhanced the applicant profile page by introducing a dedicated section for applying filters to candidates. This feature empowers hiring managers to precisely tailor their candidate searches, enabling them to find candidates that perfectly match their specific criteria.
02 Take Notes
We added a notes section right on the applicant page. It's super handy for hiring managers because they can quickly check out past notes about the candidate. These notes come from colleagues, so you know they're reliable. This helps get a full picture of each candidate, making more informed decisions.
03 Stay Notified
We've introduced a section dedicated to relevant notifications on the main dashboard. Users can filter these notifications based on their roles, ensuring they receive the most relevant information tailored to their needs. A notification bell will also be readily available on every page within the application, as shown top right.
*SCREENSHOT
*SCREENSHOT
Candidate Search
This video illustrates the process of a candidate search. This user is seeking a very specific individual: a female UX/UI designer proficient in Figma, possessing 1-2 years of experience.
*LOOP VIDEO
*VIDEO LOOP
PROTOTYPE
Additional Pages
Screenshots of additional pages.
*LOOP VIDEO
*VIDEO LOOP
*SCREENSHOTS
PROTOTYPE
This video demonstrates how to create a job posting with the help of an AI assist feature. By engaging in a dialogue with AI, you can quickly create a top-notch job listing. Additionally, you have the option to save any job posting as a template for future listings.
Creating Job Post
REFLECTION
What I learned
The benefits of collaboration.
I was incredibly fortunate to have a team member who excelled at research. His contributions not only facilitated the creation of a powerful product, but also ensured that it was grounded in hard-hitting research. With each discovery he made, my ability to craft impactful solutions grew stronger.
Don't fall In love with your design.
The essence of the UX design process lies not in generating your own ideas, but rather in embracing and implementing the ideas of the user. This project showed me the significance of this principle, demonstrating the true power of the UX process.
NEXT PROJECT
A Foot in the Door (AFITD) is a job platform that prioritizes potential over experience, aiming to revolutionize the job search process for entry-level candidates.
During a two-week design sprint, my team of three developed the back end of the AFITD application, tailored specifically for hiring managers, recruiters, and HR professionals. This platform enables users to seamlessly create and monitor job postings, efficiently filter applicant profiles, engage in communication with prospects, and access pertinent data.
Overview
PROBLEM
This One Hits Home…
Jumping into the job market can feel like entering a maze, especially when you're new to the corporate world. It's super frustrating when you spot an exciting opportunity, only to see those daunting words: "Must have 2-3 years of experience." Then there's the endless cycle of applying to jobs on Linkedin - along with 800 other applicants - and hearing crickets in response. It can really bring you down, making you feel like your entire worth is summed up in your resume.
There needs to be a place that looks beyond experience and prioritizes potential, especially for ambitious newcomers who are ready to work hard and learn. However, for such a platform to work, it must also bring value to Hiring Managers and Recruiters, ensuring a mutually beneficial arrangement for both parties.
I believe that intuitive design blends structured goals with creative freedom. The Double Diamond approach is a favorite of mine - it keeps things clear yet flexible, perfect for exploring new ideas. Plus, it's big on empathy, diving deep into user needs and pain points. When I'm in research mode, I dive right into the user's world, like method acting for designers. Understanding users inside out is key before diving into development.
Double Diamond Approach
PROCESS
Discover
Define
Develop
Deliver
User Interviews
RESEARCH
With only two weeks at our disposal, our team wanted to understand our users as fast as possible. We were fortunate to leverage an extensive network of individuals perfectly suited for guiding our design. We conducted 10 insightful interviews with a diverse group of professionals: five recruiters, three directors of acquisition, and two hiring managers. Collectively, they brought over twenty years of industry experience to the table. These conversations not only provided powerful insight into our design but were also super engaging and exciting.
Affinity Mapping
RESEARCH
Every interview took at least 45 minutes, resulting in an overwhelming amount of information. To maintain focus, our team opted for an affinity mapping exercise to better grasp the key concepts and crucial details from our interviews.
Finding entry-mid level roles is possible but high caliber level is hard to find
Target is highly specialized
Entry level applicants are not good applicants
Finding the right candidate
System where you can keep Hiring managers updated without access to internal system
Lack of definition on what they are looking for
Elevated individuals hard to find (technical skills w/ soft skills)
Prioritization: recruiters work on positions that don't close
Talent Scarcity (more jobs than people)
of users are currently dissatisfied with their current toolset for creating and posting jobs, as well as finding and interacting with candidates.
70%
of users are currently dissatisfied with their current toolset for creating and posting jobs, as well as finding and interacting with candidates.
70%
"
I need a user interface that is designed with the recruiter and hiring manager in mind. We're not a metrics KPI-based organization.
-Hiring Manager
Competitive Analysis
RESEARCH
After consulting with industry experts, we gained insights into the most popular applications and systems currently used in the field. However, our team sought to delve deeper into why these applications were leading the market. What unique advantages did they offer over competitors? Which essential tools did users expect to find? Is there an opportunity for innovation? As Sir Isaac Newton famously said, "If I have seen further, it is by standing on the shoulders of giants."
Key Areas of Focus
SYNTHESIS
Reflecting on our research, it appeared there were endless opportunities. However, because of time limitations, we needed to focus our efforts. We chose to condense our findings into three main categories for our design. Given more time, we could explore additional solutions.
Identifying Top Candidates
Finding the ideal candidate is crucial, but they might be missed due to limited tools and organization. Users seek a solution to save and identify top candidates for present and future roles.
“One-stop shop”
Users require a centralized dashboard for all work tools (like document upload, emails, messaging, scheduling, and activity tracking) to save time and avoid frustration from using multiple apps.
Tracking Difficulties
Tracking applications throughout the interview process is challenging. A visual timeline would be beneficial, aiding in both current process tracking and future applicant history.
User Persona
To help facilitate our team's ideation process, we decided to create two user personas. Like I stated previously, while designing, I make a conscious effort to embody the user's perspective to better grasp their wants and needs. Developing user personas is an effective method to ensure that our focus remains on the user rather than our own ideas.
Jessica Collins
Jessica Collins
PROFESSION
Director of Talent Acquisition
BIOGRAPHY
Jessica has worked at boutique tech firms with global scale and global staffing needs. She’s been a strategic player in large scale growth, recruiting rock star talent and prides herself on
every candidate having a quality white-glove experience.
QUOTE
" We impress our candidates with knowing about the role and not just asking screening questions, but understanding how that role fits in the total organization and helping them to envision what it would be like to work here. "
PAIN POINTS
Has a hard time tracking the ‘intangibles,’ the soft skills of good candidates
Engaging passive candidates who aren’t actively looking for their next role
Needs flexible Job Rec
approval processes
METRICS
Problem Statement
SYNTHESIS
The job candidate market today boasts a diverse array of emerging talent. However, there's a lack of access to a suitable ecosystem that attracts the right candidates. Employers struggle to connect with qualified candidates, craft precise job descriptions, tailor offerings effectively, engage candidates intuitively, and manage the entire process seamlessly on a single platform.
IDEATION
Design Studio Workshop
With the research now synthesized, our team was ready to dive into the ideation process. As the design lead, my goal was to foster creativity and encourage exploration of ideas within the team. To achieve this, I organized a design studio workshop—a meeting where we collectively sketched out ideas. This workshop served a dual purpose: it not only sparked inspiration for the application's interface but also fueled in-depth discussions among team members, pushing us to explore ideas more deeply.
User Flows
IDEATION
In my opinion, creating user flows is the most important step in the ideation process for two key reasons. Mapping out the steps a user takes to accomplish tasks or goals within a product/service enables my team to understand user journeys, identify pain points, and communicate (internally) effectively. Additionally, user flows facilitate early problem-solving, uncover opportunities for innovation, and ensure a user-centric design approach, ultimately leading to a more successful product or service. While creating these user flows, I immerse myself in the persona I've developed to ensure I stay on track.
CREATE JOB POST
CREATE JOB POST
CANDIDATE SEARCH
CANDIDATE SEARCH
Wireframes
IDEATION
With user flows laid out, I then created some wireframes to conduct usability testing. This process helped validate and refine user flows based on real feedback, ensuring the final product meets expectations and delivers an intuitive experience. Plus, it's pretty fun to do!
Usability Testing
TESTING
We received overwhelmingly positive feedback from our usability testing with the same interviewees. It was inspiring to see their excitement as their ideas were addressed, validating our direction and sparking new ideas for our high-fidelity prototype. Here are the key things we learned from these tests:
01 Filtering Options
Users explained how although we had some filtering options, it would be great to expand on these filters. This would give them the ability to find a very specific candidate if needed.
02 Take Notes
Users said it would be highly beneficial to have a "notes" section on the applicant page. Within this section, you would be able to see which hiring manager wrote the note, and on which date.
03 Notifications
It was somewhat difficult for users to complete the task "find a recently approved job requisite". It wasn't obvious where the notifications tab was on the interface.
of users were able to complete our entire task list, with an overall usability score of B+.
100%
of users were able to complete our entire task list, with an overall usability score of B+.
100%
"
I love the clarity of the applicant page, everything was right at my fingertips.
-Hiring Manager
Implementing Feedback
IMPLEMENTATION
01 Applying Filters
We've enhanced the applicant profile page by introducing a dedicated section for applying filters to candidates. This feature empowers hiring managers to precisely tailor their candidate searches, enabling them to find candidates that perfectly match their specific criteria.
02 Take Notes
We added a notes section right on the applicant page. It's super handy for hiring managers because they can quickly check out past notes about the candidate. These notes come from colleagues, so you know they're reliable. This helps get a full picture of each candidate, making more informed decisions.
03 Stay Notified
We've introduced a section dedicated to relevant notifications on the main dashboard. Users can filter these notifications based on their roles, ensuring they receive the most relevant information tailored to their needs. A notification bell will also be readily available on every page within the application, as shown top right.
Creating Job Post
PROTOTYPE
This video demonstrates how to create a job posting with the help of an AI assist feature. By engaging in a dialogue with AI, you can quickly create a top-notch job listing. Additionally, you have the option to save any job posting as a template for future listings.
Candidate Search
This video illustrates the process of a candidate search. This user is seeking a very specific individual: a female UX/UI designer proficient in Figma, possessing 1-2 years of experience.
PROTOTYPE
Additional Pages
Screenshots of application pages.
REFLECTION
What I learned
The benefits of collaboration.
I was incredibly fortunate to have a team member who excelled at research. His contributions not only facilitated the creation of a powerful product, but also ensured that it was grounded in hard-hitting research. With each discovery he made, my ability to craft impactful solutions grew stronger.
Don't fall In love with your design.
The essence of the UX design process lies not in generating your own ideas, but rather in embracing and implementing the ideas of the user. This project showed me the significance of this principle, demonstrating the true power of the UX process.
NEXT PROJECT
OVERVIEW
Timeline
Two-Week Design Sprint
Design Lead - Creative Workshops, Wireframes, Usability Testing, High-Fidelity Prototype, Research
My Role
Finish
Understand,
Define
RESEARCH
DIVERGE
SYNTHESIS
CONVERGE
Ideate,
Prototype,
Test