LinkedIn Design Challenge
Recruiting Tool, Web Design
Improve LinkedIn job posting experiences for recruiters
As part of my interview process with LinkedIn, I was asked to
Design an improved job posting experience for recruiters or hiring managers, that helps them attract and recruit relevant candidates for the position.
Length of the project: 7 days, Individual design exercise
Skills: User research, User experience design, Visual design, Prototyping
Keywords: Website Design, Recruiting Tool
After conducting research (which is shown below), I reframed the prompt to focus on
Helping recruiters increase the application rate of their job posts
I designed 3 solutions to address the problem I set out to solve:
1.Surface tips to help recruiters compose more effective job posts
2.Leverage LinkedIn’s existing candidate data to inform recruiters about candidates’ professional interests
3. Empower recruiters to share differentiating company information in the job post that entices candidates to apply
Jasmine composes a more effective job post
Jasmine, in-house technical recruiter at Capsule.
LinkedIn provides Jasmine tips about word choice to target more number of relevant candidates and to increase application rate.
In addition, Jasmine can add people and past projects from Capsule in the job post.
LinkedIn’s tips help Jane write more effective job post
Jasmine adds in the job post people and past projects from the team she is recruiting for
Breakdown of my designs
Jacob applies for Capsule’s position
Jacob, a Product Designer currently job hunting.
Jacob is interested in Capsule. because he can see his future colleagues and a project he likes from the job post
Jacob reviews his future colleagues and projects
My design breakdown
Interactive Invision prototypes
Feel free to play with the interactive prototypes I created. These two buttons lead you to respective prototypes.
1. Literature reviews
1. 3 Recruiters (both in-house and headhunters)
2. 6 candidates (both active and inactive)
Question 1: Who are recruiters and what do they do?
1. My focus: In-house recruiters of small to medium sized companies in their rapid growth period. This type of recruiters rely on job posting most extensively.
2. Their role: In-house recruiters collaborate with hiring managers to create the job descriptions and post the job listings on LinkedIn.
Question 2: When do candidates view job posts?
1. When candidates are actively searching for jobs.
2. Active candidates in their early careers use LInkedIn job board more than candidates from in the middle or in the late stage of their career.
Question 3: What is the job posting experience and how could it be improved?
1. My focus: the experience of posting a job to the LinkedIn Job board
2. Recruiters hope to increase their job post response rates while the candidates hope to learn more about their future boss, colleagues and what type of projects the team has produced before
3. From this customer journey map, one can see blah blah balh
Pain points & Solutions
From my user research, I summarized 3 key pain points and ideated 3 broad categories of solutions.
Sketches of the experiences
Prototype low-fidelity wireframes in Sketch
Key Design Decisions
1. Extrapolation from single data point vs. LinkedIn’s existing candidate data sources
Currently, LinkedIn suggests recruiters search for an ideal candidate and enter the candidate’s job functions in the job post. However, doing so biases the recruiter and may mislead them to target a smaller sample of candidates. Therefore, I thought it might be more valuable if LinkedIn provides insights to recruiters on what are the top job functions that candidates identify themselves in by looking at all of the LinkedIn members’ job function data.
2.Data from candidates vs. data from past job posts
Data from candidates:
Pro: Accurately target the candidates who share the same job function
Con: Only get information from active candidates. Passive candidates don’t update their LinkedIn, but their input might be more valuable than active candidates.
Data from recent job posts:
Pro: The wisdom of recruiter crowd. Recruiters adjust job functions in their post to better target candidates they want.
Con/Uncertainty: Need to differentiate different categories of recruiters (startups might be helped more by looking at other startup job post instead of ones from established companies)
3. Showing the source of gender-bias research
Gender-bias is a somewhat subjective issue, based on different data sets, regions and cultures, people categorize gender-bias wordings differently. That’s why I provided this feature as an optional tip for recruiters to use so that some users don’t get frustrated and even get offended by the suggestions provided by the feature. Furthermore, I also added a link in the new iteration to clarify the source of research and data sets that this research is based on.
4. Showcasing team profiles on a job post
The job poster profile shown on the company page not only serves as an accessible contact for job seekers, but the recruiter profile also face-lifts the company.
Pro: Companies who showcase their team profiles demonstrate the high caliber of their employees and can differentiate themselves further from competing companies.
Con:1. High efforts, the team leader and team members need to update their LinkedIn profiles for the job post 2.Showcasing best employees might let them be subject to poaching
5.Job templates are more valuable for early stage companies than high growth stage:
In the first round of concept validations, I let go of several ideas I had from the ideation session, one of them being the job post starter template. Through user-tesitng, I learned that a lot of companies have their internal templates and the ones LinkedIn provide might fit startups in their early stages instead of startups in their rapid growth period. In addition, I also learned that recruiters gain little value looking at the competing companies’ job posts on the same title.
I user-tested my final solutions with 3 people I have access and iterated the design based on their feedback. Their feedback can be roughly categorized into the following:
1. Usabilities (wordings are not clear)
2. The mechanism behind the suggestion algorithm (one of the user testers had a data science background, and our conversation especially push me to dive deeper with my recommendation concept)
3. The trade-offs in sharing the company information with the potential candidates
This is an interesting project because I needed to develop empathy for a profession that I wasn’t familiar with: the recruiters. In order to design for them, I needed to understand their tasks day-to-day and what challenges they experienced.
If I had more time, I would like explore further on existing design decisions:
1. The data the recommendation system needs to suggest the appropriate job functions and company industries for recruiters.
2. Understand how LinkedIn uses the information provided by the job post to recommend the candidates about jobs, knowing the mechanism could change some of my earlier designs
3. Adapting the needs from other categories of industries. From user-testing, I learned that my solution to share company information with the candidates is most helpful for consumer-facing companies. Can I adapt the current design to help other industries attract their candidates?
and further explore these additional design opportunities:
1. Helping recruiters achieve alignments with the hiring managers. I didn’t focus on this problem because there are a lot of variances across companies and specific hiring situations. However, I believe there might be common themes that LinkedIn can help recruiters address in their hiring process.
2. Other venues recruiters use to increase the visibility of their job posts: share the posts with the company employees and on their personal profiles