FEATURE (04)

Conversation between Employer and Consultancy

HR managers can share specific details of their applicants' profiles within the conversation with their employers.

FEATURE (03)

Tracking the Selection Process: Activity

Shortlisted applicants will be moved to the 'Shortlist' tab, where HR managers can schedule interviews and make necessary edits.

Following the interview, feedback can be provided, and a decision to either accept or reject the candidate can be made.

FEATURE (02)
In the Talent section, the employer's HR manager can access a comprehensive list of consultancies along with their details, including the individual applicant profiles.

This feature enables users to effortlessly view and select applicants based on their specific details.
Talents for Employer to find out
When creating a job, users can include a variety of additional information, including a questionnaire feature that empowers HR managers to formulate diverse questions, request necessary documents, and add collaborators for each job posting.
Create Jobs

2nd Stake Holder

Employer

FEATURE (01)

Employer Dashboard provides a comprehensive overview, featuring upcoming interviews with a curated list of scheduled meetings. The 'My Team' section offers insights into HR managers' activities.

Dashboard for Employer

Status display tracks the number of shortlisted candidates, conducted interviews, and successful hires for efficient monitoring and decision-making.

FEATURE (10)
In the Activity section, consultancies can efficiently track and manage the recruitment process, including stages like Applied, Interview, Hired, and Rejected.

HR managers have the ability to accept interview requests, provide feedback on completed interviews, and accept or reject offer letters, while also facilitating the submission of signed offer letters.
Jobs activity for consultancy
After each interview, the main HR manager or designated HR manager will receive a pop-up prompt to provide feedback for the meeting. Individual applicant data is seamlessly transferred to the HR manager for efficient processing.
After being hired, the applicant will be moved to the 'Hired' tab. Users can then download the offer letter and activate the option to upload the signed offer letter.
Accepting Offer Letter
FEATURE (10)
In the Activity section, consultancies can efficiently track and manage the recruitment process, including stages like Applied, Interview, Hired, and Rejected.

HR managers have the ability to accept interview requests, provide feedback on completed interviews, and accept or reject offer letters, while also facilitating the submission of signed offer letters.
Jobs activity for consultancy
After each interview, the main HR manager or designated HR manager will receive a pop-up prompt to provide feedback for the meeting. Individual applicant data is seamlessly transferred to the HR manager for efficient processing.
After being hired, the applicant will be moved to the 'Hired' tab. Users can then download the offer letter and activate the option to upload the signed offer letter.
Accepting Offer Letter
FEATURE (10)
In the Activity section, consultancies can efficiently track and manage the recruitment process, including stages like Applied, Interview, Hired, and Rejected.

HR managers have the ability to accept interview requests, provide feedback on completed interviews, and accept or reject offer letters, while also facilitating the submission of signed offer letters.
Jobs activity for consultancy
After each interview, the main HR manager or designated HR manager will receive a pop-up prompt to provide feedback for the meeting. Individual applicant data is seamlessly transferred to the HR manager for efficient processing.
After being hired, the applicant will be moved to the 'Hired' tab. Users can then download the offer letter and activate the option to upload the signed offer letter.
Accepting Offer Letter
FEATURE (10)
In the Activity section, consultancies can efficiently track and manage the recruitment process, including stages like Applied, Interview, Hired, and Rejected.

HR managers have the ability to accept interview requests, provide feedback on completed interviews, and accept or reject offer letters, while also facilitating the submission of signed offer letters.
Jobs activity for consultancy
After each interview, the main HR manager or designated HR manager will receive a pop-up prompt to provide feedback for the meeting. Individual applicant data is seamlessly transferred to the HR manager for efficient processing.
After being hired, the applicant will be moved to the 'Hired' tab. Users can then download the offer letter and activate the option to upload the signed offer letter.
Accepting Offer Letter

FEATURE (09)

Applicant Detail Page & History

Users have the capability to view comprehensive applicant details, encompassing qualifications, mandatory documents, and general information and user can view applicant history.
Additionally, a distinct feature allows for the inclusion of Video Resume URL and Resume URL for seamless online sharing.

Users can monitor the completion percentage of profiles submitted by applicants. It displays the status of users as either active or deactivated, indicating their current employment status— whether working, not working, or under notice period.

Additionally, There is a filter options based on job functions and a search features which enable users to easily find specific profiles.

Uploading Applicants and Monitoring their Data.

FEATURE (08)

Users can monitor the completion percentage of profiles submitted by applicants. It displays the status of users as either active or deactivated, indicating their current employment status— whether working, not working, or under notice period.

Additionally, There is a filter options based on job functions and

a search features which enable users to easily find specific profiles.

Uploading Applicants and Monitoring their Data.

FEATURE (07)

Employers create a questionnaire when posting a job, and it is intended for applicants from the consultancy to fill out.

This questionnaire serves to provide the employer with a fundamental understanding of each applicant when profiles are shared.

Pre-profile Sharing Questionnaire: Complete Before Sharing the Profile

FEATURE (06)

Enhanced communication and understanding with the employer by seamlessly sharing applicant profiles. This feature includes key metrics such as role fit percentage, job function, experience, qualifications, and other pertinent details extracted from your uploaded applicant profiles.

By providing a comprehensive overview, this collaborative approach ensures that the employer gains valuable insights into potential candidates, facilitating more informed decision-making throughout the hiring process.

Sharing Applicant profiles with your Employer

FEATURE (05)

Job opportunity for consultancy

Within the jobs section, companies marked with an interested tag command special attention, emphasising tailored opportunities. Recommended profiles within each company's detailed view. Save jobs future action and utilise the messaging option for seamless communication.

FEATURE (02)

Enabling user registration for both employers and consultancies

Employers and consultancies involves capturing essentials details such as personal information, company details and domain specifications. User are encourages to provide social media links for enhanced connectivity.

FEATURE (04)

The consultancy dashboard offers a comprehensive view of upcoming interviews, displaying a curated list of scheduled meetings. Additionally, the "My Team" feature provides insights into HR manager's activity, while a dynamic status section tracks the number of applications, rejections and successful hires for efficient monitoring.

Consultancy Dashboard

FEATURE (03)

Effortlessly Send Invites to HR Manager by providing their work email and specifying department. We can send invites to multiple users and each will receive an email prompting them to join the platform and streamline collaboration.

In the pending profiles, all invitations are consolidated in the pending tab. Once accepted by the users, they seamlessly transition to the existing tab.

Enabling user registration for both employers and consultancies

FEATURE (01)

My Onboarding procesess with both Consultancy and Employer.

Considering the employer and consultancy as primary stakeholders. For the mobile version, employers and consultancies each have their own distinct login pages.

CONSULTANCY (01)

I crafted this onboarding process with a focus on simplicity and user engagement, considering the employer and consultancy as primary stakeholders. Both parties will have access to their dedicated portals.

LOW-FIDELITY SKETCH (08)

We develop the user flow to know the apps screens to see the future flows and organize the ideas that we had for the app.

DEFINATION OF FEATURES

Task prioritization using the MOSCOW Method

We decided to start with the must and should features, we consider that those features could solve the main problems and relieve the pain points of the user like frustration for having to fill out their profile and cv again and not having accompaniment in the job search process.

BUCKETING USER JOURNEY

Bucketing user jobs into the stages of the user journey

COMPETITOR ANALYSIS

DESIGN GOAL (05)

USERS OF TALENT LINKER (04)

Talent linker platform will be used by different personas across various roles in businesses. In addition to our direct customers, even our customer's customer(end-users) fall under our user pool.

Our users include Main HR, HR Manager, Consultancy Main HR, Consultancy HR Manager & in future individual applicants. However Talent Linker will be widely used by various bodies, Our personas have to be flexible and inclusive of consultancy, job seekers & employer as well.

INSIGHTS

We interviewed 5 users in an average of 30 minutes to ask some questions about their experience when looking for a job, we found an interesting data.

USER RESEARCH RESULTS & FINDING (03)

EXPERT INTERVIEW

Qualification is an important factor that is affecting the market in US. Many vacancies are not being filled due to a lack of qualification, which mean that there is a mismatch between supply and demand.

Our Study profile has been based on the unemployed and employees in active search for work, aged between 25 and 45 years.

DESIGN PROCESS (03)

Following the design processes doesn't just give users an intuitive and pleasurable experience - it poses an opportunity for designers to iterate and improve their designs.

BREAKDOWN OF THE DESIGN

Streamlining the process between consultancies & employers for job roles.

Crafting a seamless flow where employers find the right match.

Organizing essential information, qualifications for efficient processing

Establishing a system for seamless registration of multiple applicants.

CHALLENGE (02)

Our primary challenge was creating a streamlined solution for consultancies
to effortlessly share diverse applicant lists, including vital professional information like qualifications and VISA document

Additionally, we aimed to empower consultancies in promoting these profiles to specific employers. Simultaneously. we strived to ensure that employers could easily review and select applicants linked with multiple consultancies, visible on their job posts.

PROBLEM

SOLUTION

We've developed a flexible web and mobile platform for Consultancies and Employers. Consultancy account support multiple users, facilitating easy access, applicant uploads, categorization, simultaneous sharing of lists with job posts and improved shortlisting. Employers gain advantages with multiple profiles and access to Consultancy profiles.

Employers and teams can streamline candidate shortlisting and create job postings with questions in this centralized hub. Targeting the U.S. audience, we've added essential filters for an enhanced user experience.

QUICK OVERVIEW

My goal was to offer consultancies/ job seeker a seamless application process tailored to their interests and requirements while ensuring that recruiters have a straightforward selection process.

TALENT LINKER

MY DESIGN APPROACH (01)

My design approach places a strong emphasis on the platform's core features, allowing consultancies and employers
to create profiles, manage applications, and efficiently navigate through the recruitment life cycle. This includes the crucial steps of interviewing applicants, making hiring decisions, or respectfully declining applications.

In the "Talent Linker" project, we bring together consultancies and their pool of talented applicants with employers to enhance the recruitment experience.

Our service is meticulously crafted to facilitate a seamless recruiting process between two crucial stakeholders: Employers and Consultancies, alongside their prospective candidates.

Stories Worth Telling

Company

Workruit for USA

Timeline

September 2022 - Ongoing

Role

Product Designer

Team

1 Product Designer
1 Product Manager
10 Engineers

RAMACHANDRAN

PRODUCT DESIGNER

Work

About

Contact

Home

WORK

ABOUT

CONTACT

PROCESS (06)

Enrolling our triad into our design workshops worked out wonderfully as our engineers and program managers came with deep product knowledge about the legacy and history of hiring and the product's backend infra. This gave us diverse & comprehensive perspectives as we charted out a plan for MVP.

Identifying & Prioritizing User jobs

A comprehensive list of user jobs across personas were framed and stack ranked. This exercise laid the foundation for our MVP.

USER FLOW (07)

Structure and streamlining the concepts

We develop the user flow to know the apps screens see the future flows, and organize the ideas that we had for the app.

USABILITY STUDY (09)

After completing the low fidelity prototype, We approached the participants that were initially interviewed during my primary research phase to conduct a moderated usability test to analyse how users will interact with the app. The following were the findings acquired:

• There should be a prompt asking if the user wants to submit the application or not.
• There should be a page asking questions related to the job.

IMPROVED VERSION OF DESIGN

IMPACT CREATED (10)

A tool designed to make better decisions for better recruitment and job search.

After conducting usability testing with client, we discovered that the activity feature was most effective for both the stakeholders. With valuable feedback, we iterated on the design.