Aditi Sharma - Product Designer
✍🏽
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Asana Design Challenge

 

HireFlo

Recruiting is a tiring process both both recruiters and the interviewee. An application tracking systems helps recruiters keep an eye on the hiring process and promote opportunities when required.

HireFlo is an ATS that slices and dices information to present the right candidates and the next steps for each easily

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Prompt

Design a job applicant tracking system that helps companies manage job candidate applications and interviews. You should consider two user types with this exercise— the recruiter and interviewer.
Focus on problem solving skills, design thinking as well as a high fidelity design

Duration — 24 hours
Tools —
Sketch, Invision, Principle, Adobe Suite

My process

Since I have very little time to work on this project, as soon as I read the prompt, I created a workflow for me to follow. I dedicated some time to get informed about what designing for an application tracking system entails and though I did not have enough time to do user research, I managed to do some desk research. Readings like such helped me understand the bigger problem at hand

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Assumptions

Since this is a hypothetical project and I only have a day to work, there are some of the assumptions I made

  • The first touch point of interaction between the candidates and the recruiters would be email (Rationale — able to store and access information easily)

  • The first point of interaction between hiring manager and the recruiter would also be email

  • The recruiters is specifically recruiting for the design team

  • The recruiter works for a tech company that has over 150 applications a week

  • Around 70% of the hiring would happen via a reference

  • Key word sorting, candidate scoring and bulk review would be a feature

Ideas and early analysis

What is the main purpose for this product? And the user?

The recruiter’s task is to take the information given by the hiring manager and communicate with the interviewee or the candidate.
Hence I decided to focus on the recruiters as the main user for this product. And their main task is to deliver information to both the hiring manager and candidates, quickly and effectively.

Quick sketches and story boarding, I have highlighted the touch points in red


User Task Flow and Wireframes

I decided to create the user task flow while making wireframes and brain storming. I identified the recuriter’s task to be as follow

Tasks — Gets a referral, adds it to the list of applications.
Other tasks also include to see review in performance and feedback

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Experience Mapping and Visual Design

Recruiter’s journey from selecting a candidate to making an offer.

See the enlarged version here

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Visual Language

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High Fidelity Designs

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1. Dashboard — Giving a quick information update

Design decisions — Tab and widgets highlight Upcoming interviews, Applications and Reminders since this is the main task, these tabs are given more importance. Widgets for Tasks, approvals and open roles — allows them to keep a track of over all processes.
Rationale Behind — The recruiter should be able to slice and dice and get to the data which they might want in simple steps. Task initiators like “Add New” also allow for tasks to be added quickly

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2. Applicant Profile — Overview of their basic information and stages they are at

Design decisions — Serves as a page for the applicant for their information, educational background, what stage are they at in the process
Rationale behind— The recruiter can quickly understand the interviewee’s journey.
Currently the action button “Reject” will send an automated rejection email to the interviewee.
What else would I add? Accelerate button — something that allows the recruiter to quicken the interviewing process for a particular candidate

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3. Performance — Over view of how they performed at each interviewing stage

Design decisions — The interviewee can be judged on skills the organization is looking for. This creates learning system for both applicant and as well as the organisation
Rationale — Breaking down each value and reviewing candidates also allows the organization to give feedback on skills the interviewee can improve on

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Why did I not choose this design?
The star based feedback system it’s too general to point out what is exactly lacking in the applicant

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Why did I choose this design?
This system allows to highlight the strengths and weakness of each applicant. Hence the organization can also provide feedback to applicant even after a rejection

Reflections

The 24 hour time was actually really interesting — it was almost like meditating
I’ve usually always worked on week long design challenges, but this was a good test to reduce the noise and only focus on what’s the most important goal I was trying to solve

If I had more time

Research! I would go head first into research existing models and processes and get user data. I would put time into —

  1. Competitive Research

  2. Talking to users

  3. Contextual Inquiries and surveys

  4. Synthesizing data