Rh worked closely with BHG to redesign their career web site to reflect the new brand and to optimize the job seeker’s search experience.
The previous UX designer pitched numerous rounds of wireframes but none of them were approved.
RH started to be very impatient with the BHG design process but account and project management could not pinpoint the source of RH’s frustration.
The main objectives were to define RH frustration and the problems with the current wireframes in this delicate situation.
The key problems started to formulate themselves after casual conversation and questions to RH, account,PM, development and after the wireframe review.
The outcomes were discussed with PM to find strategic ways to resolve the potential issues.
What are the Problems?
It was important to understand the different viewpoints of the stake-holders to formulate RH’s frustration with the designs.
RH also had several hidden concerns that were not expressed to BHG. One example was that RH was interested in attracting top technical talent.
Obvious Pain Points
- Current job search suggestion does not include any provisions for remote work.
- The global search (location-based search) seems complicated.
- RH UX designer raised concerns about job categories and department classification.
- What are RH’s recruitment objectives and are they met via their site?
- Do the current job filters match job seekers with available positions correctly?
Learning from the Competitive Research
RH job seeker pool is shared among their direct and indirect competitors in the technology sector. Top talents would be seeking employments at other companies such as Microsoft, Bloomberg and Apple.
Different recruitment sites in the technology sector were reviewed to map the lowest and highest interaction level and usability to find potential solutions for RH. Set of criteria was outlined internally for an appropriate search feature.
RH has to provide at least a comparable job search experience (UX benchmark) for the talents.There are the minimum expectations of interaction for a technology company and also an ideal comfort zone where users are familiar with the functions and interactions.
Understanding the Target Audience
Who are the jobseekers?
- Age range from 20s-early 50s in technology. Executive management positions may be older.
- Executive management recruitment may not take place via website but through headhunters.
- Technologies savvy on mobile and desktop.
- Up-to-date with current technology trends including social media. Sharing of job postings with colleagues.
Job seekers profile based on industry
- Language & platform preference.
- Frequently searched keywords?
- How does the ATS manage negative search results?
What are RH technology constraints?
- BHG ATS (job listing database)
- BHG CMS: .NET
A JOB SEEKERS’ MINDSET
We were astonished by what we found out crawling user forums and asking friends about their biggest concerns when searching for a job online.
Some of the concerns related to the online job search were: job description, relevancy, and job title naming. Larger issues addressed life style, corporate structure, advancement, compensation and follow-up.
The current RH career site does not address any of the potential job seeker’s concerns.
The primary approach in designing the search experience for RH job seekers came from the users’ interaction with social media, blogs, and forums via tags (Facebook and blogs).
The suggestion would position RH as a forward thinking company differentiating itself from other job search experiences, yet triggering familiar interactions.
The second approach was more conservative but included a new function facelift and data display similar to their competitors.
Development was consulted on ATS and potential implementation problems before both suggestions were presented to the clients. RH approved the wires (solution 2) with minor corrections.