A 10-week long SCADpro sponsored collaboration with Deloitte’s Government and Public Services (GPS), working in a team of 21 students from diverse backgrounds to reimagine and improvise the talent acquisition process. With the job market becoming increasingly competitive, designing an accessible platform and creating a transparent candidate knowledge is essential for attracting quality talent.

/SCADpro x Deloitte Collaboration, Copywriting, Illustration, Interactive Design, Physical Deliverables, Project Management, UX Research & Design, Visual Design

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Candidate_portal
HR_Portal
LOOP

ASK

Research and develop concepts for highly interactive and immersive digital experiences for federal job applicants as they maneuver through the talent acquisition process

PROBLEM
STATEMENT

How might we elevate the candidate experience for the federal agency to retain quality candidates efficiently?

OPPORTUNITY
STATEMENT

To build a holistic strategy on top of USAJobs to elevate the candidate experience and support federal agencies such as TSA and the Foreign Service. This will help in retaining quality candidates, streamlining recruiting workflow, and improving transparency.
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RESEARCH

FOR CANDIDATE

/What are the deciding factors during a candidate’s job-seeking process?

/Which part of the job-seeking process is the most stressful for candidates?

/How are the existing job-seeking solutions benefiting the candidate?

FOR TA PROFESSIONALS

/What are the pain points in the current recruiting process for TA professionals?

/What are the existing touch-points in order for TA professionals to reach out to candidates?

DATA COLLECTION
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27

Interview

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93

Survey Responses

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1500+

Data Points

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1

Research Magazine

RESEARCH & INSIGHT
MAGAZINE

This magazine, gathering 3-weeks of research, is divided into chapters, each centered on three different perspectives: the candidates, the talent acquisition professional, and the federal agency, including Stakeholder Map, Research Framework, User Interviews, and Design Insights.
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Journeymap_UX
INSIGHT

CANDIDATE PERSONA

The candidate persona was developed based on the experience of the user. There are two kinds of candidates: those who lack work experience and those who have more extensive work experience.
Candidate-User-Persona-Rebecca-Johnson
Candidate-User-Persona-Kevin-Mitchel

HR PERSONA

The HR personas were developed based on their activities during the recruitment process. There are three kinds of TA professionals: HR Managers, TA Advisors, and Recruiters.
HR-User-Persona-Anja-Dennis
HR-User-Persona-Flynn-Keenan
HR-User-Persona-Nicola-Hass

JOURNEY MAPS

To get a better understanding of the behavior and psychology of our users, we recorded our observations of their actions, thoughts, and emotions. To further optimize the process, we utilized abstract concepts to articulate each step of a job application.

DESIGN INSIGHT

During the research phase of the project, it became apparent that applicants felt confused by the current job-seeking process. To resolve this problem, we developed a clear and concise experience for the user.

In the initial stages of the job search, applicants get tired of scrolling through wordy job postings and are unable to find jobs with a clear and concise description. In addition, they have trouble finding information about the company culture for the jobs they apply to. Our goal is to improve the way HR representatives display both the job listing and employer brand, so that more candidates are attracted to the USAJobs portal.

Once the candidate begins working on their application, they often find the process frustrating and currently prepare relevant documents without reference links. By providing an automatic checklist for all required documents and data, candidates can avoid uploading duplicate documents.

There are two main issues in the post-application phase: lack of transparency and lack of motivation in candidates. Once the candidate applies to a job, they are left waiting for a response with little to no feedback from their potential employer. We plan to show them the progress of their application during the screening process and provide interview tips to boost their confidence and help release stress.
Journeymap_UX
IDEATION

KEY SCENARIO

To demonstrate the structure of the system, we illustrated a storyboard, explaining the flow of activities on the portal and visualizing the key scenarios for our users.
StoryBoard
StoryBoard

WIREFRAMES & LOW-FI

To continue developing and brainstorming our solution, we created Wireframe prototypes and Low-fidelity mockups.
Landing Page
Sign in Landing Page
Profile
Profile
Profile
Profile
Messenger
Messenger_Chatbot
Messenger_Chatbot
Dashboard
DashBoard
DashBoard
Application Status
Application Status
Application Status
Application Status
Application Status
User-Testing
USER TESTING

USER TESTING

To evaluate the usability of the candidate portal and gauge its flow, four user tests were conducted. The segments included landing pages, profile creations, uploading resumes, and scheduling interviews.

TESTING GOALS

The goal of the user testing was to validate our assumption of system efficiency and transparency for our users.

PROCESS GOALS &
ASSUMPTIONS

/Job Searching: Candidates can seamlessly sign up and complete their job search process.

/Dashboard: Qualified candidates can upload their resume and edit their profile.

/Interview Scheduling: Qualified candidates can schedule their interviews and contact HR.

/Final Interview: Qualified candidates can access virtual interviews.
LOOP
FINAL SOLUTION

DIGITAL SERVICES

Our final concept, LOOP, is a comprehensive TA solution that connects the front-end (candidates) and back-end (HR) systems, directly serving federal agencies like TSA and the Foreign Service. Our solution bridges the gap between candidates and TA professionals through an engaging online platform.
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Candidate-portal
CANDIDATE PORTALS

CANDIDATE JOB PORTAL

The portal is designed for candidates to elevate their job-seeking experience by providing accurate job recommendations. In addition, it extends interaction through virtual career fairs and enhances awareness through the candidate dashboard. Candidates receive updates through an application tracker and are able to schedule interviews through calendar invites on the platform.
Candidate-Dashboard

Onboarding

From the onboarding phase, candidates start their journey with a welcome page that is followed up by the sign-up keywords page. Simultaneously, recruiters will receive an auto-generated talent pool in their portal.

Welcome Page

The welcome page provides a narrative on how LOOP serves applicants and why it is a better job-search platform for federal government agencies. When the candidate scrolls down, they will be prompted to sign up with a word of encouragement.

Keywords

The keywords page assists candidates to build their profile. They will be asked to put keywords for three prompts: expertise, location, and skillsets. The natural language processing (NLP) of LOOP’s artificial intelligence (AI) system will provide an accurate suggestion of keywords for candidates to ease the burden of inputting each section manually.
Keyword_Sign_up
Keyword_Sign_up
Keyword_Sign_up
Job_Search

Job Searching

With LOOP, candidates can ease their burden of tiresome job searching and have the additional benefit of taking a look at agency insights and attending upcoming virtual career fairs with easy access.

Virtual Career Fair

With a single click, LOOP connects the candidate with a recruiter through a virtual career fair and enhances agency value awareness. Candidates can easily reserve a meeting with recruiters.
Virtual_Career_Fair_Detail
Virtual_Career_Fair_Interview
Tracker

Application Tracking

Candidates can reduce uncertainty around the post-application process with the candidate tracker and communication tools within LOOP.

Application Tracker

The application tracker provides transparency throughout the application process.

On the left side, it shows the duration of the entire application process, the duration of each step, and the dates when the candidates get their results.

On the right side, the results and actions candidates need to complete are shown. Candidates can schedule their interviews and contact HR once they pass the initial screening. They provide serial numbers to contact HR for further information about the interview.
Application_Status
Application_Status

Candidate Dashboard

The candidate’s dashboard is a channel that brings candidates to every function of Loop. It contains a calendar which allows candidates to check their interviews and saved Career Fairs. Under Application, candidates can review their application status, schedule their interviews and view each application’s progress.
Candidate_Dashboard
Candidate_Dashboard
Interview_Schedule

Interview Scheduling

LOOP helps candidates keep track of their upcoming interviews, provide a visualized calendar, and an interview platform to streamline the interview experience for the candidates.

Interview Scheduler

Candidates can schedule their interviews and contact HR once they pass the initial screening. LOOP provides serial numbers to contact HR for further information about the interview.
Interview_Scheduler
Interview_Scheduler
Interview_Scheduler
HR_Portal
HR PORTALS

HR PLATFORM

The HR Platform consists of three portals: Recruiters, Talent Acquisition, and Human Resource Manager based on the nature of their role in an organization. The goal is to boost efficiency in workflow and to design an engagement strategy to attract high-quality candidates. This can be achieved by minimizing the screening workload through automation, enhancing transparency, and reducing communication barriers when scheduling an interview.

Recruiter Portal

The recruiters' portal works to enhance the efficiency and transparency of the recruitment workflow by providing features like the dashboard, talent pool, screening, and career fair.

Recruiter Dashboard

The dashboard provides an overview of their tasks, including key performance indicators, ongoing screening, and career fair schedules.
Recruiter_Dashboard

Talent Pool

The talent pool allows recruiters to see all the candidates who sign up in Loop. It provides resumes, referrals, and qualifications for recruiters. Recruiters can see the potential candidates under each job title and invite them to apply for the job.
Recruiter_TalentPool

Screening

The recruiter can screen qualified candidates in the portal. The system will provide an overview of the ongoing JOA (Job Opportunity Announcement).
Recruiter_On_goingScreening_1

Virtual Career Fair Interview

When the recruiter holds 1-on-1 meetings with candidates, they can leave a note and mark the candidate with referral tags. The information will be saved in the system to facilitate the application process furthermore and manage the talent pool of the agency.
CareerFair_Interview

TA Advisor Portal

The TA Advisor portal focuses on enhancing the efficiency and transparency of the recruitment workflow with features like JOA monitoring, attraction strategy, automation screening, interview scheduling, and candidate tracking.

Screening

The TA Advisor can screen qualified candidates and see their detailed information. The system will provide an overview of the ongoing JOA. After they click on a specific position in the portal, they can also approve or deny multiple candidates at once.
Screening
Screening
Screening

Candidate Tracking

The TA Advisor can see the detailed information of the candidate after they click on a specific position, and they can approve or deny multiple candidates at once.
TA_Advisor_Tracker

Interview

Scheduling interviews can now be automatically done within the system. The TA Advisor can send a calendar invite provided by the HR manager to the candidate with one click.
Interview

HR Manager Portal

The HR manager portal helps the manager be aware of the performance of the department and conduct interviews with ease.

Dashboard

The dashboard provides an overview of their tasks including JOA Analytics, interview Schedule, and online interview platform.
HR_manager_dashboard

Interview Time Slot

The HR manager can intuitively set up their time slot for interviews based on the information from the portal and effectively pass the time slot to the TA Advisor.
HR_manager_interview_time_slot

Interview Platform

The HR manager can conduct and join interviews within the portal. The system will also provide information regarding previous interviews. The manager will be able to rate and take notes about interviewees.
HR_manager_interview_platform
HR_manager_interview_platform

Deliverables

For a wholesome experience with LOOP, Deloitte received a package with deliverable correlated to the service and their needs.

The deliverables included a physical Process Book, Reimagining the Candidate Experience, consisting of 8 weeks of process and research, a Tote Bag, Poster, Box of goodies and a Scented Candle with the smell of success.

Followed by that a Digital Processes Book The LOOP Rationale, was delivered with the final solution and working prototypes.

Process Book
Process_Book_Deloitte

Tote Bag
Bag

Poster
Poster

Box of goodies
Box

Digital Process Book
Digital_Process_Book

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Thank you for your time.

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