Professional project
Making tech hiring easier for non-technical professionals
Service design
Prototyping
Summary
Intervue's Role selection feature is essential for clients' HR to submit the role and skills they are looking to fill. However, the current flow is long, seriously long, and full of technical language that's alien to HR. I used my own non-technical background to design a more convenient method.
Team
Designers
Co-founders
Developers
Duration
1 week
My Role
Built Service Blueprint, ran interviews, created empathy maps, journey maps, Jobs to be done frameworks, provided recommendations
current state service blueprinting
Refreshing the Intervue Experience
At the beginning of my internship, I mapped out primary problem areas to demystify the process for new people(like me) and marked problem areas for future transformation.
I got the opportunity to work on one such problem area.
problem context
The Intervue rubrics selection process is too Convoluted and incomprehensible for HR
and a roadblock in their workflow. We set out to understand what we can do to solve this.
journey mapping
The rubric selection process should be a straightforward process…
…But in reality, it is a long and fragmented one. It gets seriously tedious in practice
primary research
I talked to
5
stakeholders and understood their struggles,
their workflow, why this process takes so much time, and how it went before they used Intervue.
key findings
Users feel cognitive overload trying to choose rubrics
I don’t understand the technical language, it’s confusing
I have to constantly ask the engineers if the rubrics are right
It's a task finding the right rubrics; the lists are long.
jobs to done
Going back and forth with developers to clarify technical stuff slows them down
the brief
How might we make the process of selecting technical rubrics as non-technical as possible?
And therefore reduce their time spent to a single short sitting?
ideation + evaluation matrix
proposed solution
Why does HR have to work twice when the work has already been done before?
To make the effort minimal, we had to understand what non-tech professionals already know. As for what they don't, we can take the help of professionals.
recommendation 1
Smart role templates based on templates established tech companies use
Most tech-mature companies have well designed job roles that include all the key skills, which we can provide as base templates.
recommendation 2
Job Description Parsing and Templating
An inbuilt tool that can automatically parse the job description document that HR has already made, extract responsibilities, required skills, and qualifications and automatically make the job role so HR doesn't have to work twice.
recommendation 3
Clustering lists into standard, recognisable groups
Instead of extensive lists detailing minute tech skills, we can cluster these into single recognisable titles and allow HR to configure these. For example, the Data science option would have a pre-built template that HR can then configure instead of building from scratch.
what next?
A developed version that combines Smart Role Templates and Clustered Groups is currently in the works. In the future, as it scales, we imagine an intelligent system that can identify and adapt to clients' needs and works for any kind of user.
Designing for a startup
With short deadlines, I learned to work faster and converge quicker. I often had to self-initiate research to understand the problem deeper or left to simply design without research.
Understanding the field
As a designer, I was in a similar position as HR! For this project I had to research a lot about the intricate steps that define tech hiring.
I prefer working in teams
During this internship, I realised I deeply missed working with designers, sharing creative energies and building ideas together, and I'd love future opportunities where I can work closely with others.
