Project Summary:

Recruiting talent for companies is fast pace and dynamic environment. In many cases, the job involves multiple softwares to analyze, generate, and capture candidate information. The case study focuses on developing framework and tool for Recruiters, Human Resources, and Hiring Managers to make decisions and keep teams productive.

The project focused on the following approach to develop a solution:

1. Researching current markets.
2. Data gather by interviewing
3. Understand workflows and the pain points.
4. Ideation: and create workflows
5. Prototype: Low fidelity (wireframe) to high fidelity (Figma Design)

Research: Human Resource Management Software

Competitive research by other companies provided me a foundation for hiring management software. I research comparing functionality of dashboard and interface for compensation management software. The specific companies I research were Pequity (Est. 2019), Workday HRM (Est. 2005), and Paycom (Est. 1998). A typical issue in many industries and companies are departments working in silos, and each user works in their lanes without much interaction with the other lanes.

Interview: The User

Our team conducted an interview with a Human Resource data analyst about the recruitment acquisition stage, the offer stage, and the offer communication stage between all parties (recruiter, compensation analysis, hiring manager, and candidate).

Before the interview, we sent a list of questions based on the daily workflows, software (tool) used every day, and defining the employee life cycle or offer stage. The results highlighted the layered daily operations to process an application. The solution was clear, we need to improve the interface (i.e. dashboard) and streamline the process to create an effortless workflow system.

The Recruiter plays a unique role in hiring a candidate because they are not an employee of the company. The Compensation Analyst evaluates and verifies requirements of candidate and company are met. The Hiring Manager approves or denies the candidates available for their department. Lastly, the candidate’s involvement is interviewing and accepting or denying the offer by the compensation team.  

‍

Solution: Dashboard and External Integration

The dashboard focused on the user (recruiter/compensation manager) experience navigating each stage of the workflow. If the user tracks the progress of each candidate and quickly identifies the stage and process then positions will be filled with less errors. The dashboard provides widgets for informing the user metrics and updates without having the user searching for updates.