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AI-powered Recruitment Platform
Role Product Designer
Duration January 2022 - May 2022
Scope User Research; UX/UI Design
Beryl Consulting Group is a hedge fund advisory firm that owns/operates a technology unit and a global alternative investment conference. As a Product Design intern at Beryl, I designed CrunchTea, an AI-based tech recruitment platform. The design started with online recruitment market research and attending multiple offline recruitment events, which enabled me to refine the online recruitment process and customize it to the employer's needs. By communicating with engineers and product managers, I designed the ideal strategies and then completed interface designs to provide users with a better recruitment experience.
People who are able and willing to work, but who remain excluded from work due to structural problems in the labor market.
A Harvard Business School report, "Hidden Workers: Untapped Talent," mentions that companies have been complaining that they can't find talent and that the demand for workers is growing more urgent. However, millions of people remain on the sidelines of the workforce. This huge and growing group is unemployed or underemployed and eager to get a job or increase their hours of work.
This leads us to seek explanations. How could such a breakdown in the fundamental laws of supply and demand occur? Why do companies consistently overlook large pools of talent? What changes would companies have to make to take advantage of that talent?
In the research for this report, hidden workers fall into three broad categories:
“Missing Hours” (working one or more part-time jobs but willing and able to work full-time)
“Missing From Work” (unemployed for a long time but seeking employment)
“Missing From the Workforce” (not working and not seeking employment but willing and able to work under the right circumstances).
There are 27 million hidden workers in the U.S. workforce. 63% are “missing hours,” 33% are “missing from the workforce,” and 4% are “missing from work.” The sheer magnitude of this population reveals the potential impact that their substantial re-absorption into the workforce would have.
For Small and Medium-sized Employers
A report from Harvard Business School identifies several factors holding people back from getting jobs but says automated recruiting software is one of the biggest. These softwares are used by 75 percent of U.S. employers (rising to 99 percent of Fortune 500 companies) and were adopted in response to the increase in digital job applications since the 1990s. Technology has made it easier for people to apply for jobs, but it has also made it easier for companies to reject them.
What Problems Do Small and Medium-Sized Companies Face When Hiring?
Recruiter Interview Report
I conducted online and offline user interviews with professionals in the financial services field to learn more about their recruiting process (including the softwares or websites they use) and the concerns that they have during the process. I asked the following questions and organized the answers into the following graphs:
After the interviews, I found that many recruiters indicated that the talent search function on the recruitment site was too simple. The job boards do not provide a complete picture of the recruiting data to the recruiter, which makes it confusing for the recruiter to manage the recruiting process. Recruiters felt that these sites did not have an automated service to give the best solution for recruiting, and sometimes the shift in identity between recruiters and job seekers was a problem.
Online Talent Acquisition Process
Talent acquisition consists of six functional processes: planning, recruiting, screening, selecting, offering/closing, and on-boarding, which drive the goal of finding, hiring, and retaining new employees.
Each function creates the conditions for the next one. But when it comes to developing a talent acquisition strategy, many talent acquisition departments don't have a scientific approach to help drive better results by understanding the link between recruitment and performance improvement on the production floor. In order to achieve good recruiting results, the process needs to be managed and executed by setting metrics and then managing relentlessly toward those metrics to improve the quality of the company's talent acquisition.
Talent Acquisition & Supply Chain
Online Recruitment Strategy - Developing a Talent Acquisition Process Using the Supply Chain Model
Our business process analogy that can be used to develop a talent acquisition strategy is supply chain management. Supply chain management is about getting the right materials and products to the right point of production and distribution at the right time. The talent acquisition process is no different. To improve the talent acquisition process, make sure to organize the pre-hire model around key processes, data and results.
Developing a talent acquisition system by developing a talent acquisition strategy to help and improve the hiring process to uncover missed talent pools, close skill gaps, and increase diversity.
“When recruiters succeed, CrunchTea succeeds. ”
Our goal is to deliver a cutting-edge platform whose goal is to seamlessly match candidates with employers. We provide end-to-end fully customizable solutions designed to meet our Recruitment Partner’s needs.
Crunch Tea’s Lead Generation and Matchmaking Automation enable you to integrate and manage your workflow all in one place, saving substantial time and costs. Algorithmic solutions take care of mundane but essential tasks, making the overall process smoother and faster.
Compared to other recruitment sites
Business Model and Process Flow
Online recruitment portal
I redefined the logo based on the idea of a mother embracing her child as the company recruited diverse talent.
The previous interface was designed by the former designer. I redesigned the interface based on user feedback and collaboration with engineers.
Two status registration is unclear and the two button styles are too similar.
Refine the employer and candidate buttons so users can understand the difference between two statuses.
There are no guidelines or related questions before registration.
AI-generated questions that focus on recruitment to help users find the ideal candidate more accurately.
Refined visuals to match the brand identity.
The information is not clear and the interface is mostly text descriptions.
Create a chart to better help users analyzes the data of applications submitted by candidates.
Candidate information is unorganized, and user manipulation of the interface is limited.
Create more personalized filters to improve the efficiency of the candidate selection process for users.
Allow users to conduct customized searches for the best candidates by adding keywords and categories.
Allows users to easily access candidate information; helps users to better perform related actions in the recruitment process.
There is no place to upload company branding and no place to check for missing information in job posts.
Add steps to build up connection and empathy with users. Users prefer to see more details in the job posting.
By applying the supply chain model approach to the recruitment site to get the right talent to the right position at the right time, we can clearly see a closer connection between recruiters and candidates in the hiring process. The user experience magnifies this effect and plays an important role in uncovering hidden talent as well as meeting company needs.
Through a supply chain-centric mindset, I see the power of scientific business strategy as it opens up the window of the hidden talent market and increases the efficiency of the hiring process.
Business Model & Process Flow
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