Diego Valencia
Designer

Candidate redesign Experiment

A new way to display candidates profile and capabilities

Overview

Quantum Talent uses Artificial Intelligence and Machine Learning to select the best workers for a company and reduce staff turnover easily, quickly and efficiently.

I was tasked to redesign the candidate's profile based on Jobs To Be Done and user research. I helped conduct user interviews in which we asked key questions to recruiters and helped us have a wider perspective of how they manage their hiring processes.

Previous candidate's profile design

Previous candidate's profile design

Interviewing recruiters

When you click on a candidate from the list of results, the profile is a modal window on the right side of the screen. The reason being for this is a) it allows recruiters to continue viewing more candidates in their result list, b) recruiters can change study more candidates by either clicking on another candidate from the list or on the "next" and "previous" arrows within the profile.

I conducted UX audit, identifying usability issues that inhibit clarity for this profile and worked together with the product team to make the profile a more actionable page for recruiters. We had the following findings:

This profile does not present the information recruiters need in a practical, actionable and clear way:

· Recruiters are asking in the interviews the information that the could easily obtain from the profile.

· Recruiters are not able to see the qualities, past experience and differentiators of their candidates as they did with a previous profile.

· Because this information is crucial for recruiters, they have to click on a button that says "view old profile" and then view the candidate's capabilities and have a bigger picture as far as what this person can achieve in the role.

· Pre-select and discard candidates are two call to action having the same importance.

· The profile looked like a summary of a profile and not like a helpful screen where recruiters could actually have valuable insights.

Old profile that recruiters use to see capabilities in a spiderweb type of way. They come here just to see that.

Old profile that recruiters use to see capabilities in a spiderweb type of way. They come here just to see that.

Mapping out the issue
Discussions with the team

Discussions with the team

There was the need to display the capabilities of candidates in this new candidate's profile.

Based on the user interviews I discovered that most recruiters just use Quantum's platform for a first filter in their hiring process. Most of recruiters login in just to know the color of the prediction of the candidate and most of the time they have to conduct interviews to get more in-depth details of their capabilities.

By doing the interviews, we wanted to understand a) the key elements they want to see in a profile and b) what's the information they expect to gather after the interviews with each candidate they select.

Second round of interviews diving the results by steps recruiters go through in their hiring process.

Second round of interviews diving the results by steps recruiters go through in their hiring process.

There are key elements that recruiters want to get from the profile:

· DNI.

· Age of the candidate since most of the roles require a certain experience and responsability.

· Location since they worry about the candidate's distance from the work place.

· Capabilities as this is a clear way for them to know the amount of training a candidate needs to go through.

With these findings, I was ready to go for the redesign but first I wanted to know what was a clear way to display the capabilities and skills of the candidates.

Usability tests

Iteration #1

There was something that was clear for the team: we have to get rid of the spiderweb type design for the capabilities.

The design challenge here was: how do we display the information of the candidate in a way that is easy to read for recruiters, gives the big picture of what the candidate is capable of and more importantly, how does it impact the organization's workflow?

Capabilities exploration within the current profile design

Capabilities exploration within the current profile design

The first approach was to keep the style of the old profile just adding a tab for capabilities and showcase the different cognitive skills of the candidate.

After conducting the tests, I had the following findings: 

a) The tabs were not intuitive for recruiters. 

b) Recruiters felt more comfortable with the graphs in the second version although suggested to have a wider range since having 2 bars filled out of 3 didn't give them enough information in regards of what was lacking in a particular skill.

c) Since part of the experiment was to understand what recruiters really want to know from a candidate, having this little real state couldn't help with this purpose so I decided to have a complete redesign of the profile for future iterations.

Iteration #2

I redesigned the profile making it a full screen page to have more real state to display the candidates skills and details. 

The A/B testing here was based on the skills view: I wanted to know which way was easier to read and added more value to recruiters.

A/B testing to know which way of displaying the capabilities performed best for recruiters

A/B testing to know which way of displaying the capabilities performed best for recruiters

Results showed that bar charts performed best. This redesign was close to be finished, I wanted to add a bit more of thought into the other data of the candidate.

Final solution
Candidate's profile redesign

This redesign is pretty solid and tackles main paint points of recruiters:

· More space to go through different details of the candidate's profile. The intention of this new profile is that it works as an aid when recruiters are conducting interviews. Going even further, this now allows them to make quicker decisions with the data that they see without having to interview the candidate.

· You can differentiate the level of importance of the main actions recruiters perform. The 'call candidate' action stands out as the main blue cta since they use this option to conduct the interviews. Pre-select and discard are secondary actions that are going to occur after the interview.

· We have the basic information displayed in a clear way to read.

· A clear way to read their capabilities. Since recruiters are worried about the strengths more than their weaknesses, we decided to display the strongest 4 skills and the rest are hidden by a "view more" button underneath.

· There were certain things that I maintain from the previous profile design: a) the ability to see previous or next candidate's profile by clicking on the arrows on top, b)the option to download the profile as a .pdf document to share with stakeholders and c) the option to have the history of messages sent to the candidate.

· Since credit score was something they check after the interview (they use the DNI for this purpose among other things), this new profile has the option to collapse this information. The reason why this is collapsed is because this was not a crucial need for all recruiters.

Expanded view

Expanded view

· When recruiters see all the capabilities, the design keeps the strongest skills highlighted in blue and the rest are black.

· For the credit score, I added a graph that allows them to see the score from 0 to 1000 and some details of the current score situation of the candidate.

History of messages

History of messages

Recruiters can't chat with the candidate per se, they can however send messages either by email or SMS to candidate to inform them of their process and next steps.