Roth Staffing’s Onboarding
Onboarding is the bread and butter of the staffing industry. Onboarding great talent as quickly and effortlessly as possible benefits the staffing company, job seeker, and recruiter. The aim is to provide a frictionless & streamlined experience for anyone we choose to hire.
Per the request of Roth Staffing Companies L.P., I omitted some parts of our findings/information.
My Role
Entire product design from research to conception.
Challenge
Decrease the time it takes to onboard potential hires & provide a frictionless onboarding experience.
Users
Potential hires in the job market.
Project Time
7 Months.
ONBOARDING POTENTIAL HIRES
When a recruiter finds a perfect candidate for a job listing, they want onboard them as quickly and efficiently as possible; otherwise, they might find a job elsewhere or accept an offer from another staffing firm.
There are however numerous steps that have to be taken into account before a potential hire can be fully placed in a job. Back-and-forth paperwork, a tedious login application, and employment eligibility verification forms must be completed beforehand.
Streamlining this process will drastically decrease the amount of time take to onboard potential hires but most importantly the experience they have while doing so will have them stay with the staffing firm which over time will lead to an increase in market share in the industry.
THE CHALLENGE
ONBOARDING POTENTIAL HIRES FASTER
Our goal for the project is to increase the number of people that are staffed by Roth Staffing Companies under all its business branches while at the same time decreasing onboarding time.
Our high-level goals are:
Redesign the entire onboarding experience for the desktop and have it be mobile-friendly.
Understand our current demographic for all our business lines making sure not to over/under design.
THE PROCESS
UNDERSTANDING OUR AUDIENCE
There are many sectors in the staffing industry. From Administrative, Customer Service, Manufacturing/Production, Finance, Accounting, Legal, PM, IT, Technical, and Scientific Professionals. Most of these talented people are in different stages in their life. Some are older, others are younger; some may have a high aptitude for technology while others may not.
I set out to understand not only the demographic of our user base across all our branches but also our talented recruiters who interact daily with our potential hires to better understand for whom I would be designing.
INTERVIEW INSIGHT #1
Potential hires oftentimes don’t complete the application
If the applicaiton process ends up being too long, too complicated, or too much back and forth paper work some may choose to leave and continue their job search elsewhere.INTERVIEW INSIGHT #2
Technical Affinity: Usage Scenarios
Majority of our manufacturing/prodcution potential hires can't handle an app with a high degree of complexity. This causes many of them to email and call their recruiter to ease the process for them of take them step by step in the application. In an attempt to help the potential hires, our requiters are spending valuable time out of their day instead of focusing on finding top talet.INTERVIEW INSIGHT #3
Potential hires need recruiters to move forward.
The current application doesn't allow the potential hire to finish the application on their own. Certain stages have to be "unlocked" by the recruiter for them to move foward.THE PROCESS
BUILDING EMPATHY
The staffing industry is people-based, people-driven, and people-focused, thus using quantitative and qualitative data from interviews and survey results I defined our core three target group personas. Thomas (Maintenance mechanic, 55), Samantha (Paralegal, 33), and Timothy (Electrician, 24) to better empathize with my main user groups and prioritize goals according to their needs.
THE PROCESS
INFORMATION ARCHITECTURE
Next in line was to draw out a current blueprint of all the webpages/steps that a user may interact with while they onboard. Setting out to define every path that users can take.
Per the request of Roth Staffing Companies L.P., I omitted some parts of our findings/visual information.
THE PROCESS
VISUAL DESIGN
The visual design was developed by taking inspiration from the existing color of all the Roth Staffing Company’s business lines which led to designing the UI kit.
THE PROCESS
WIREFRAMING, PROTOTYPING & USABILITY-TESTING
Low-fidelity Wireframing
Low-fidelity wireframing was used to get a base understanding of what the new onboarding app might look like.
High-fidelity Wireframing
The high-fidelity wireframe took into account the new insights that were discovered through the interviews and survey results alike.
Create Profile | Login | Onboarding | Profile
Prototyping
After some adjustments to the wireframes were made, a high-fidelity clickable prototype was created using Figma. Two groups of user tests were performed to test out any cracks in the design, and the vulnerabilities that were found helped lead to further improvements in the app.
Per the request of Roth Staffing Companies L.P, I omitted the visuals for the wireframes/prototypes
Interactive Prototypes
THE PROCESS
DATA-DRIVEN DECISIONS & VALIDATION
Data-driven decision champion results. In the early stages of the product, meetings were set with upper management to discuss their end-to-end vision. Extensive user research led to some insights that would greatly increase the user experience of our product, below are some of those decisions we found to be most impactful.
THE IMPACT
POSITIVE RESULTS
Thanks to the quantitative and qualitative data collected at the inception of the project and collaborations with developers we were able to come up with an onboarding app that lowers the amount of time it takes to onboard potential hires.
The feedback received has been positive, recruiters & recent hires have noticed a dramatic change in the way they work and how quickly they are onboarded. Currently, hundreds of new hires are using the new onboarding app daily. After talks with them, many say that the app was easy to use and the process was quicker than expected.