Enterprise Talent Management
Spire: Vice President of Product & Design, Bangalore.
Role: Product Designer, Design Manager
Team: Self + 3 Product Designer + 2 Product Manager.
Stakeholders: Engineering, CEO, Sales, Marketing, Customer Experience
Time: 18 weeks.
Process: Customer Needs, App Architecture, Primary User research, Design Interactions
Spire Market Positioning
Current recruiters are using ATS (application tracking system) system like Oracle's Taleo, IBM BrasRing, SuccessFactors, etc. These systems lack a couple of things like
-
Lof of manual effort of screening and matching
-
Depends on recruiter skills & time.
-
May lead to human bias - race, colour, gender, age
-
Not all candidate resumes are read by the recruiter. Some good candidate profiles may be lost.
-
Takes long recruitment cycles. It may impact time, cost & product launchs.
-
Reports / Insights - Offline tools like excel are still being used for managing operations
-
There is no actionable insights and tracking on recruiter performance.
Company Offerings
-
Helps organization to hire quality profiles without human bias, reduce cost-to-hire & time, automates the process, provides hiring analytics, etc.
-
Spire’s Contextual AI platform uses AI & ML to generates contextual meaning of any content and it can be applied to any domain or industry.
How does it achieve this?
-
Unstructured Data Comprehension -An ability to read, understand, interpret and derive contextual meaning out of any text
-
Domain Intelligence - Contextual AI Platform helps in giving 80% accuracy in context of any business in 2 weeks
-
Contextual Analysis - Contextual Search and Match Demand & Supply to deliver insights
Product
Acqura – Operational analytics & hiring solution which matches candidates resume to the job description and vice versa and builds domain expertise.
What does it do?
It collects Resumes from ATS (Applicant Tracking Systems), online applications, social sites, etc and stack ranks profiles against requisitions based on skill density, context & relations, and business rules defined by a company.
Benefits
-
Does not replace but integrates with all your existing systems.
-
Acts as a data and operations unification layer
-
Continuous auto-mapping of open jobs to existing ATS Candidates
-
Insights for Recruiters for faster decision making - (Capacity planning, Skill Gap Analysis etc)
Users
-
Primary user – Recruiter, Recruiter Manager.
-
Other users – Hiring Manager, Talent Acquisition head, CHRO.
Project Background
-
Business problem -
-
Low adoption, change management, training, support calls, account management.
-
The sales team was having difficulty selling individual offerings
-
-
Technical problems -
-
The product was build like a content website using tab architecture.
-
All product offerings were part of a monolithic codebase and it could not be separated as individual offerings.
-
-
Design problems -
-
Many usability issues like navigation, consistency, design scalability, messaging.
-
Visually not appealing and contemporary.
-
-
User problems -
-
Recruiter frustrations. Low trust,
-
-
New requirements -
-
There was also a need to build new Analytics and predictions modules.
-
Problem Statement
-
Redesign Acqura product to make it easy to use for requiters without training. A self-serve product. Make it contemporary in design.
-
Make the product easy to sell in modules as per the sales strategy. Make it easy to configure and customize for clients
-
Build user and access management so that our accounts team is freed from everyday user managements.
-
Design reporting and insights to help clients make better decisions
Success Matrix
-
Increase in user adoptions.
-
Increase in NPS score & Customer feedback surveys.
-
Renewals of sales contracts
-
Increase in new customer acquisitions
Study of existing product artchitecture
Product Analysis
User Persona
We interviewed multiple customers to understand how they use this product in their company workflow. We met many recruiters to understand their pain points. We even hired a few recruiters in our company as subject matter experts.
The biggest pain point was disconnected flows, contextual information missing and multiple apps to login. There was no user access management built.
Primary user –
Recruiter, Recruiter Manager.
Secondary users –
Hiring Manager, Talent Acquisition head, CHRO.
Empathy Map
User Stories
Task Analysis
Redesign Process
From a business POV -
- Conducted a competitor analysis to understand hiring product features, segmentation, product offerings, sales strategy, etc.
From a design POV -
- We reviewed the enterprise web interface interaction patterns of major companies. We also looked at new single page products like Slack and their interaction models. These were some of the emerging trends. We laid out a design strategy that defining design principles, design system, reusable components, product Voice & Tone, etc.
Design Principles
-
Reduce deep navigations and make it simple to navigate and recall.
-
Use consistent industry design patterns which will reduce relearning.
-
Keep design modular and create reusable design components
-
Design for speed and information visibility. (eg switch between narrow & thick rows)
-
Build consistent voice and tone in messages.
Design System
Defining interaction pattern and layout
Defining brand colors, messaging and widgets
New improved workflows
New menu based interaction model
The existing system was a tab-based architecture and difficult to configure. We changed it to menu-based structure. Each product lives in its own app pages. We can configure product listings in the menu and only those will load in the work area.
Old Designs
New Designs
Single-page app concept
Actions invoke slide out panel. Detail views are fullscreen modal pages
Slide out panel
Full screen lightbox
Feedback and Improvements
There was continuous feedback and design iteration process. Qualitative User interviews were conducted, plus using analytics it was found what all features customers were using. Some of the improvements were-
-
Improvement of list view and detail view
-
Desing of search result clustering and sorting
-
Need for access management. Client customization and configuration
List view candidate card design
In due course of design and user feedback we understood that one card design that fits all requirements is not possible. We need to design cards that are customisable as per customer requirements. Some customers wanted to bring up all actions and most of the data directly on the list view. They wanted to take decisions without opening the detail page. So we created the full card & collapsible cards with primary actions visible.
Innovations in search
The product search is a parametric search and not a freeform text field. Users had no clue how to configure boolean operations. There was no guidance and they had to read help sections. Plus, most of the time the search gave an error in the syntax and then no results. We build a better user experience by suggesting boolean operators as users started typing. Plus we made the operators as selectable value and can be changed.
Design iterations
Final designs
User Access Management
-
I was leading the product and design and I was tasked to build user access management. This is something that we built from scratch.
-
We studied AWS, Oracle and other SaaS product on how they do user access management. We worked with Sales and Accounts team to understand customer requirements and how much granular user access management is needed.
-
We defined access based on - Features, policies, roles, user groups and users.
Recruiter & Product Analytics
Real-time Monitoring
-
Irrespective of complexity of operations, quality based visibility in addition to quantitative reporting
Unlock Potential of Fulfilment
-
Identify opportunities to leverage full potential of candidate supply
Proactive Risk Mitigation
-
Predict skill gaps in current inventory with demand simulation for proactive sourcing
Context Adaptive Triggers
-
Trainable insights algorithms for situation or trend based call for action
Recruiter & Product Analytics
-
One of the question for enterprise system is to understand how your product is used and what features are used.
-
We had to design analytics to track recruiter(user) behaviour and which product features are being used.
-
This helped CHRO teams to define their ROI
Candidate Insights
-
We built reporting tools to provide insights for candidate match.
Mobile App design
Impact
-
High customer retention. We were able to save and retain our large customer. Eg Accenture
-
Higher NPS score. We conducted NPS before and after the projects and it was whooping 75 from negative scores
-
The sales team was able to sell and customize the offerings as the product had become modular.
-
80% increase in account renewals.
