Helping Recruiters filter the best candidate for the job.
Wade & Wendy supports companies in acquiring talent, converting job seekers into applicants, and making informed recommendations throughout the recruiting process. At Wade & Wendy, they are providing a more humanized experience, and creating scalable, knowledgeable and insight-driven processes.
Wade and Wendy has an inbox for recruiters that updates them on new candidates daily. They have been working on improving the experience by filtering the two types of talents in their inbox labeled “Sourced” and “Screened”. After recruiters filter the category, they can preview the Talents work background. As a continuation of these efforts, we are adjusting the information in Screened Talent to help recruiters filter talent more efficiently.
In order to understand the experience from our customer's perspective, we called in five recruiters who currently use our platform (21 - 34) and walked through their routine with their inbox, asking for their opinion on their experience along the way. We concluded the study by uncovering three main points they search for in a screened talent:
The consistent feedback we received from a majority of our participants was that the most important information was not being displayed for optimal scannability.
In our first iteration, we optimized for scannability by experimenting with icons to associate each section and have the recruiter snap to the section rather than scroll down. We also rearranged the hierarchy of the information in each section based off the user’s feedback and discovered a timeline approach to a candidate's background is more digestible.
We took this opportunity to revisit the old screened talent presentation and specifically focused on the layout. We noticed in our research that a majority of recruiters would spend a few seconds skimming through the top of the screened talent presentation and shortly exit our application into another one. When we asked the recruiters what they were looking for, they told us if certain information was not presented right away it was safe to assume they would not find it scrolling further and can explore other platforms that can give them the information we were missing.
In this section we needed to address the last job title, location along with their other work profiles.
Rather than show the whole chat transcript we would highlight the information that was taken from the chat:
Candidates response why they are fit for the role
The most relevant job experience highlighting location, length and the candidates response to their experience at that job
Degree, location and length
Add visuals to build user trust and reduce cognitive overload
Bring content to the forefront and eliminate unnecessary steps
Prioritize talent overview information
Once we finalized the flow, we researched existing recruiting platforms to get a sense of important information that needed to be in the forefront and constructed it to be formatted in a timeline. It was easier for recruiters to scan through information when it was chronological and made sure that our redesign was created with this in mind along with staying consistent to brand.
The response we got from our users was that it was much easier and more intuitive to scan talent in our redesigned experience. The new breakdown really helped establish trust with our users and create an enjoyable experience with the additional visuals. It made them more confident in filtering screened candidates to jobs.