My team collaborated with Hirely to ready their recruiting site for its upcoming beta launch by mapping out specifics of the user flow.
Focusing on Hiring Managers
Hirely is a startup that is building a recruiting platform for hourly workers. Co-founders Ryan Troll and Grady Joseph are launching their beta in October.
With much of the general planning of Hirely already well under way, our team was asked to focus on mapping out the user flow for the Hiring Managers. More specifically, we:
- conducted user interviews.
- designed the onboarding process for first time users.
- tested and iterated on these designs.
Identifying the Underserved Market
The company had already conducted a lot of foundational research prior to bringing my team on board. While recruiting sites like Monster, LinkedIn, and Indeed are popular for professional jobs, there is nothing like that for hourly jobs. Hiring Managers mostly rely on Craigslist and walk-ins, but neither are very effective.
For Hiring Managers, recruiting is very time consuming, and they often have a hard time
finding qualified candidates for their open positions.
For Job Seekers, it’s hard to find a job that’s going to be a good fit, and it’s very difficult to
stand out in a sea of applications.
Based on this previous research, I developed some personas to assist the team in better understanding these different types of users.
Hirely wants to change this system.
Hirely is a website specifically for recruiting hourly workers. It is free to post a job and free to apply. Hiring Managers have the option to pay for a premium service that, much like a dating service, will match their business with top candidates.
Discovering the Biggest Issues
My team was tasked with working out the details of the user flow for Hiring Managers. So our first step was to talk to some.
We interviewed a number of Hiring Managers at a variety of businesses, including restaurant, retail, and service industry. Certain points came up over and over again, such as the difficulty of finding qualified candidates. Sometimes, the problem is getting the right people to apply. But often, the difficulty is being able to sort through the hundreds of applications in order to find the right people.
In other areas, there was quite a lot of variation in the feedback from the Hiring Managers. For instance, different businesses look for different attributes in their candidates. Some places greatly value experience, while others don’t mind training employees from scratch as long as they have the right personality. There is also a tremendous amount of variation in availability requirements and the way that each business organizes their shifts.
Determining the Guidelines Going Forward
After analyzing all of our research findings, we came up with some big takeaways.
For Hiring Managers, we identified two opportunities to help them find qualified candidates:
- Better sorting of applicants (which will be accomplished through the matching algorithm).
- Help companies write better, more transparent job posts, so that applicants have a better sense of the available positions before they decide to apply.
And in designing the prototype, there are two important factors to keep in mind:
- There needs to be a certain amount of rigidity in the job application in order for the all-important back-end matching algorithm to work.
- At the same time, there also needs to be enough flexibility in the job application to respond to the variety of needs for different businesses.
Design & Iteration
Putting It All Together
The team did a lot of sketching and discussing of our ideas. Our main task (working out the user flow for the Hiring Manager) was focused and granular enough that we had the opportunity to delve into the details of the project. Once the team had our ideas mapped out as a group, we broke up the different sections and worked on building out a prototype.
We conducted some usability tests on our initial prototype, and were able to iterate from there. The feedback that we gathered from this testing was quite valuable and informative.
For instance, after watching people use the prototype, we realized that the interface needed to be more spread out and spacious.
The whole point of Hirely is to make people’s lives easier. And if it doesn’t, they aren’t going to use it.
Walking Through Posting a Job
1) Job Type and Title
The Job Title refers to the cutesy, street name of a job, like the Apple Store's "Geniuses." The Job Type refers to the actual name of a job, like "Sales Associate" in the Apple example. This way, the Hiring Manager can use the company's branded job titles while still ensuring clarity for both the back-end and the Job Seekers.
Regardless of a candidate's other qualifications, availability is often a deal breaker. Different businesses have very different and specific scheduling requirements that are hard to convey well in a job post. We learned from our research that both Hiring Managers and Job Seekers waste a lot of time interviewing only to find out that the candidate's availability doesn't match the position.
The availability issue is a major pain point in the hiring process. We designed the availability panel of the job card with the idea of prompting Hiring Managers to provide certain information about their scheduling needs. This upfront transparency will aid Hirely in identifying good matches for the businesses, as well as provide important information to potential candidates before they apply.
Next Steps: This availability section has the opportunity to add a lot of value to Hirely, and additional research should be done in the future in order to further optimize.
For example, does the current schedule form (Morning, Afternoon, Evening) meet the needs of most businesses, or would a schedule slider (like the one below) be more effective?
3) Pay and Benefits
Simple and straightforward. Another opportunity to add transparency to the process.
4) Additional Info
This section provides flexibility for Hiring Managers to add anything that might be specific and unique for their businesses.
5) Preview and Post!
A Word on Navigation: The onboarding is designed to encourage the Hiring Manager along a main user flow, but there are alternate navigation options throughout the process. For example, while most users will probably choose to post their job card immediately, there is also an option to save it to post later.
Our biggest obstacle during this project came from the availability issue. We understood from our research that there was a lot of variation in scheduling needs, but we thought that the basic form would suffice. However, the usability testing highlighted for us just how much of an issue this was going to be, and just how valuable it would be to have a form that captured the variations and nuances of scheduling.
The problem, however, is that we aren’t designing for Business A or Business B. We are trying to design something that will work for everyone. After a lot of discussion, the team realized that we simply didn’t have enough data, and this problem was outside the scope of the project.
Initially, I wasn’t sure if we should even bring up our concerns over availability to the client since we weren’t able to design a perfect solution. However, I realized that I was thinking about this situation the wrong way. We identified an important area for improvement, and handed it over to the client for further iteration.
Overall, working with the Hirely team was a great experience. Ryan and Grady had already thought through many aspects and logistics of the site, and had some valuable insights into their core users. And as a former hourly worker myself, I am extremely well-versed in the many pain points of job searching and hiring for these types of positions. I came into the project already personally invested in making this process better. I enjoyed working on the project, and I am looking forward to seeing how Hirely evolves post-launch.