PROJECT OVERVIEW
Recruiting made easy: Redefining how recruiters assign candidates to job requisitions
Dayforce is an HCM enterprise software company I interned at in the Winter of 2024. During my time there, I worked with the Talent team to enhance the recruiting tool and align assets with their new design system, specifically owning the interface and usability redesign of the "assign to requisition" toolbar action. From the initial discovery to final hand-off, I was able to successfully deliver a comprehensive solution as well as contribute to a variety of other design initiatives within the team.
PROJECT OVERVIEW
Recruiting made easy: Redefining how recruiters assign candidates to job requisitions
Dayforce is an HCM enterprise software company I interned at in the Winter of 2024. During my time there, I worked with the Talent team to enhance the recruiting tool and align assets with their new design system, specifically owning the interface and usability redesign of the "assign to requisition" toolbar action. From the initial discovery to final hand-off, I was able to successfully deliver a comprehensive solution as well as contribute to a variety of other design initiatives within the team.
PROJECT OVERVIEW
Recruiting made easy: Redefining how recruiters assign candidates to job requisitions
Dayforce is an HCM enterprise software company I interned at in the Winter of 2024. During my time there, I worked with the Talent team to enhance the recruiting tool and align assets with their new design system, specifically owning the interface and usability redesign of the "assign to requisition" toolbar action. From the initial discovery to final hand-off, I was able to successfully deliver a comprehensive solution as well as contribute to a variety of other design initiatives within the team.
My role
Product design intern
Time frame
6 weeks
Tools
Figma
Miro
MY ROLE
Product design intern
Product design intern
TIME FRAME
16 weeks
16 weeks
TOOLS
Figma
Miro
Figma
Miro
WHAT IS THE "ASSIGN" ACTION?
A toolbar/candidate profile action that recruiters frequently use to assign one or more candidates to open job requisitions.
A toolbar/candidate profile action that recruiters frequently use to assign one or more candidates to open job requisitions.
Common use cases for the "Assign" action:
To move a candidate from one requisition to a different one (the candidate is a better fit somewhere else)
To add an unapplied candidate to a requisition from another source like the talent community or candidate management portal
When a requisition closes and a recruiter wants to reassign qualified candidates to a similar requisition
Common use cases for the "Assign" action:
To move a candidate from one requisition to a different one (the candidate is a better fit somewhere else)
To add an unapplied candidate to a requisition from another source like the talent community or candidate management portal
When a requisition closes and a recruiter wants to reassign qualified candidates to a similar requisition
Common use cases for the "Assign" action:
To move a candidate from one requisition to a different one (the candidate is a better fit somewhere else)
To add an unapplied candidate to a requisition from another source like the talent community or candidate management portal
When a requisition closes and a recruiter wants to reassign qualified candidates to a similar requisition
WHY REDESIGN IT?
Evaluated through previous user research and product alignment, this action was one of several high-priority tasks for a UI/usability overhaul.
Evaluated through previous user research and product alignment, this action was one of several high-priority tasks for a UI/usability overhaul.
Current "assign" experience
Current "assign" experience
Initial Discovery into the Problem Space
Initial Discovery into the Problem Space
Initial Discovery into the Problem Space
DISCOVERY + SYNTHESIS
I completed a design audit + heuristic evaluation and led an explorative, question-based research activity with 5 internal recruiters.
This allowed me to uncover current wins and violations as well as discover the current purpose, need, and expectation of the assign action.
Heuristic evaluation (left) and summary of research activity (right)
Summary of pain points + recommendations
Search/Filters
Pain Points
Difficult to find appropriate requisition
Inflexible search
Filters are not entirely relevant or helpful to the search process
Recommendations
Explore autocomplete/autosuggest to minimize cognitive load on users
Consider new filters (by recruiter, hiring manager, etc.)
Explore and improve default display of results
Source Info
Pain Points
No option to maintain candidate's original source when assigning
If assigned from talent community (separate from main recruiting workflow), the source does not come over
Inaccurate source with mass assign— doesn't translate properly
Recommendations
Include "Original Source" as the default option when single + mass assigning candidates, pulling each candidate's original source information
Pull information for how a candidate learned about the opportunity
Interstitial Actions
Pain Points
No obvious or reliable distinction between candidates who applied themselves v.s. assigned by a recruiter
Workflow is currently slow— including interstitial actions related to assign can speed up the recruiting process
Recommendations
Define improved signifiers and error-handling methods to distinguish between applied and assigned candidates
Introduce "Assign + Decline" and "Assign + Unassign" depending on candidate history
Exploring Design Opportunities
Exploring Design Opportunities
Exploring Design Opportunities
IDEATION + TESTING
IDEATION + TESTING
I iterated on multiple design directions, applying findings and recommendations from my discovery research
I iterated on multiple design directions, applying findings and recommendations from my discovery research
I iterated on multiple design directions, applying findings and recommendations from my discovery research
By referencing patterns established by other teams and following the emerging design system guidelines, I explored different iterations that were functionally similar but provided key advantages and tradeoffs in multiple areas.
By referencing patterns established by other teams and following the emerging design system guidelines, I explored different iterations that were functionally similar but provided key advantages and tradeoffs in multiple areas.
All of the high fidelity iterations I explored
All of the high fidelity iterations I explored
ITERATION 1
ITERATION 1
Side Panel
A single screen side panel experience with contextual instructions, a type-ahead search drop down and interstitial, candidate activity actions
✅
New search, selection, and requisition activity features speed up the recruiting workflow
❌
All steps surfaced on one side panel screen feels cluttered
❌
Unable to filter requisitions
✅
New search, selection, and requisition activity features speed up the recruiting workflow
❌
All steps surfaced on one side panel screen feels cluttered
❌
Unable to filter requisitions
A single screen side panel experience with contextual instructions, a type-ahead search drop down and interstitial, candidate activity actions
ITERATION 2
ITERATION 2
2-Step Full-Page Grid View
A two-step full page experience with contextual instructions, relevant quick filters surfaced, a type-ahead search field, a grid view of requisitions, and interstitial, candidate activity actions
✅
Quick filters help narrow down results in the job req selection process
✅
Surfaced requisitions as the default view allows recruiters to easily see, filter, and choose requisitions
❌
2 steps + grid + full page view adds uneccesary complexity to the overall process
✅
Quick filters help narrow down results in the job req selection process
✅
Surfaced requisitions as the default view allows recruiters to easily see, filter, and choose requisitions
❌
2 steps + grid + full page view adds uneccesary complexity to the overall process
A two-step full page experience with contextual instructions, relevant quick filters surfaced, a type-ahead search field, a grid view of requisitions, and interstitial, candidate activity actions
ITERATION 3 - CHOSEN FOR TESTING
ITERATION 3 - CHOSEN FOR TESTING
2-Step Side Panel
A two-step side panel experience with contextual instructions, relevant quick filters surfaced, a type-ahead search drop down, and interstitial, candidate activity actions
✅
Quick filters help narrow down results in the job req selection process
✅
2-step experience reduces screen clutter and draws a distinction between what is required of each step
❌
"Status" may not be configurable depending on a candidate's unique status within the recruiting pipeline - replace with "Custom Tags"
A two-step side panel experience with contextual instructions, relevant quick filters surfaced, a type-ahead search drop down, and interstitial, candidate activity actions
✅
Quick filters help narrow down results in the job req selection process
✅
2-step experience reduces screen clutter and draws a distinction between what is required of each step
❌
"Status" may not be configurable depending on a candidate's unique status within the recruiting pipeline - replace with "Custom Tags"
Full 2-Step Side Panel Experience
After reviewing each exploration with other designers and our product partners, the 2-step side panel experience was chosen as the design I would test with users. Slight changes were made to this version according to feedback from the product team on feasibility and usability.
After reviewing each exploration with other designers and our product partners, the 2-step side panel experience was chosen as the design I would test with users. Slight changes were made to this version according to feedback from the product team on feasibility and usability.
ITERATION 1
Side Panel
✅
New search, selection, and requisition activity features speed up the recruiting workflow
❌
All steps surfaced on one side panel screen feels cluttered
❌
Unable to filter requisitions
A single screen side panel experience with contextual instructions, a type-ahead search drop down and interstitial, candidate activity actions
ITERATION 2
2-Step Full-Page Grid View
✅
Quick filters help narrow down results in the job req selection process
✅
Surfaced requisitions as the default view allows recruiters to easily see, filter, and choose requisitions
❌
2 steps + grid + full page view adds uneccesary complexity to the overall process
A two-step full page experience with contextual instructions, relevant quick filters surfaced, a type-ahead search field, a grid view of requisitions, and interstitial, candidate activity actions
✅
Quick filters help narrow down results in the job req selection process
✅
2-step experience reduces screen clutter and draws a distinction between what is required of each step
❌
"Status" may not be configurable depending on a candidate's unique status within the recruiting pipeline - replace with "Custom Tags"
A two-step side panel experience with contextual instructions, relevant quick filters surfaced, a type-ahead search drop down, and interstitial, candidate activity actions
ITERATION 3 - CHOSEN FOR TESTING
2-Step Side Panel
Full 2-Step Side Panel Experience
After reviewing each exploration with other designers and our product partners, the 2-step side panel experience was chosen as the design I would test with users. Slight changes were made to this version according to feedback from the product team on feasibility and usability.
User Testing with Real Recruiters
User Testing with Real Recruiters
User Testing with Real Recruiters
IDEATION + TESTING
I conducted 5 moderated user testing sessions with 3 internal and 2 external recruiters
I conducted 5 moderated user testing sessions with 3 internal and 2 external recruiters
I conducted 5 moderated user testing sessions with 3 internal and 2 external recruiters
To inform our finalized design direction and make recommendations aimed at enhancing the workflow of the “assign to requisition” action, the results of this study were to:
Determine elements of the design that allow recruiters to be most successful when assigning candidates to requisitions.
Identify points of confusion, friction, and/or areas of improvement throughout the recruiter’s journey in completing the tasks.
Discover how information should be prioritized and displayed to help users achieve their goals.
To inform our finalized design direction and make recommendations aimed at enhancing the workflow of the “assign to requisition” action, the results of this study were to:
Determine elements of the design that allow recruiters to be most successful when assigning candidates to requisitions.
Identify points of confusion, friction, and/or areas of improvement throughout the recruiter’s journey in completing the tasks.
Discover how information should be prioritized and displayed to help users achieve their goals.
User Testing Methodology
Setup (10 min)
Overview, goals, consent, test introduction
Step 1 (20 min)
Choosing a requisition (5 screens)
Direct user to a task, ask for general thoughts and initial expectations, ask questions regarding match between expectations + behavior, prompt next task
Step 2 (20 min)
Updating candidate information + unassign/decline (1 screen, 3 sections)
Discussion/wrap up (10 min)
Setup (10 min)
Overview, goals, consent, test introduction
Step 1 (20 min)
Choosing a requisition (5 screens)
Direct user to a task, ask for general thoughts and initial expectations, ask questions regarding match between expectations + behavior, prompt next task
Step 2 (20 min)
Updating candidate information + unassign/decline (1 screen, 3 sections)
Discussion/wrap up (10 min)
User testing script (left) and testing notes + results synthesis (right)
User testing script (top) and testing notes + results synthesis (bottom)
User testing script (top) and testing notes + results synthesis (bottom)
User testing script (top) and testing notes + results synthesis (bottom)
We both recorded and collected many notes from the participants during each testing session. I synthesized these notes by clustering frequent suggestions and pain points together to identify the most impactful opportunities for improvement. Here is a summary of the results:
We both recorded and collected many notes from the participants during each testing session. I synthesized these notes by clustering frequent suggestions and pain points together to identify the most impactful opportunities for improvement. Here is a summary of the results:
Wins
Wins
Wins
Original source set as the default selection is very helpful
Original source set as the default selection is very helpful
Filters are relevant - saved filters is useful
Filters are relevant - saved filters is useful
The selection process and auto-populate matches expectations
The selection process and auto-populate matches expectations
The search field seems simple and flexible to use
The search field seems simple and flexible to use
The candidate activity section will speed up the current assigning workflow
The candidate activity section will speed up the current assigning workflow
High-severity pains
High-severity pains
High-severity pains
5/5 participants mentioned they would like to see a list of requisitions by default
5/5 participants mentioned they would like to see a list of requisitions by default
5/5 participants needed extra clarity at some point when navigating the candidate activity step
5/5 participants needed extra clarity at some point when navigating the candidate activity step
4/5 participants mentioned they would prefer a one screen process with all the required steps
4/5 participants mentioned they would prefer a one screen process with all the required steps
4/5 participants mentioned they feel indifferent about custom tags/wouldn't use them
4/5 participants mentioned they feel indifferent about custom tags/wouldn't use them
Extra insights
Extra insights
Extra insights
Additional info should be optional and clearly linked to source information
Additional info should be optional and clearly linked to source information
Add more search and data point options to add clarity to job requisition cards (i.e location)
Add more search and data point options to add clarity to job requisition cards (i.e location)
Make as many selections optional as possible or set defaults to speed up recruiting workflows
Make as many selections optional as possible or set defaults to speed up recruiting workflows
Final Solution
Final Solution
Final Solution
FINAL SOLUTION
After weeks working on this project, I finalized and prepared my handoff file to wrap up my redesign of the "Assign to Requisition" action!
After weeks working on this project, I finalized and prepared my handoff file to wrap up my redesign of the "Assign to Requisition" action!
After weeks working on this project, I finalized and prepared my handoff file to wrap up my redesign of the "Assign to Requisition" action!
My handoff file included:
Task flows specific to the two main entry points of assign (job requisition candidate grid and the candidate management portal)
Happy path interactions, empty states, and error state flows
General notes and annotations to define patterns and behaviors
Component interactions and triggers
Mobile flow
My handoff file included:
Task flows specific to the two main entry points of assign (job requisition candidate grid and the candidate management portal)
Happy path interactions, empty states, and error state flows
General notes and annotations to define patterns and behaviors
Component interactions and triggers
Mobile flow
Contents of my final handoff file
Contents of my final handoff file
Here is a look at the full "Assign to Requisition" page along with notes about its design elements and features:
Here is a look at the full "Assign to Requisition" page along with notes about its design elements and features:
A Reflection + Other Internship Accomplishments
A Reflection + Other Internship Accomplishments
A Reflection + Other Internship Accomplishments
REFLECTION
This internship challenged me to push my thinking and develop my skills in ways I never had before.
This internship challenged me to push my thinking and develop my skills in ways I never had before.
This internship challenged me to push my thinking and develop my skills in ways I never had before.
Because of Dayforce and its very talented people, I was able to learn SO much about product strategy, cross-collaborative communication and teamwork, data analysis, etc. I am so thankful to have had the opportunity to learn from such an incredible organization that believed in my growth and value as a designer!
Besides my main project, here are a few more ways I contributed to the Talent team:
Because of Dayforce and its very talented people, I was able to learn SO much about product strategy, cross-collaborative communication and teamwork, data analysis, etc. I am so thankful to have had the opportunity to learn from such an incredible organization that believed in my growth and value as a designer!
Besides my main project, here are a few more ways I contributed to the Talent team:
🔢
🔢
🔢
Toolbar Action Optimization
Toolbar Action Optimization
Toolbar Action Optimization
Synthesized and presented research insights and recommendations on toolbar action nomenclature + action ordering
Synthesized and presented research insights and recommendations on toolbar action nomenclature + action ordering
🌎
🌎
🌎
Accessible Toolbar Design
Accessible Toolbar Design
Accessible Toolbar Design
Considered accessibility and globalization guidelines for toolbar patterns, interactions, and iconography
Considered accessibility and globalization guidelines for toolbar patterns, interactions, and iconography
📊
📊
Toolbar Action Analysis
Toolbar Action Analysis
Toolbar Action Analysis
Conducted competitive and comparative analyses to define patterns for the toolbar appearance and behaviors
Conducted competitive and comparative analyses to define patterns for the toolbar appearance and behaviors
🛑
🛑
Defining Error States
Defining Error States
Defining Error States
Explored each use case for toolbar error states and outlined low, medium, and high lift solutions for each flow
Explored each use case for toolbar error states and outlined low, medium, and high lift solutions for each flow
Explore my other projects!
Interos
giV.
City Fruit
DISCOVERY + SYNTHESIS
I completed a design audit + light heuristic evaluation and led an explorative, question-based research activity with 5 internal recruiters.
This allowed me to uncover current wins and violations as well as discover the current purpose, need, and expectation of the assign action.
Heuristic evaluation (top) and summary of research activity (bottom)
Summary of pain points + recommendations
Search/Filters
Pain Points
Difficult to find appropriate requisition
Inflexible search
Filters are not entirely relevant or helpful to the search process
Recommendations
Explore autocomplete/autosuggest to minimize cognitive load on users
Consider new filters (by recruiter, hiring manager, etc.)
Explore and improve default display of results
Source Info
Pain Points
No option to maintain candidate's original source when assigning
If assigned from talent community (separate from main recruiting workflow), the source does not come over
Inaccurate source with mass assign— doesn't translate properly
Recommendations
Include "Original Source" as the default option when single + mass assigning candidates, pulling each candidate's original source information
Pull information for how a candidate learned about the opportunity
Interstitial Actions
Pain Points
No obvious or reliable distinction between candidates who applied themselves v.s. assigned by a recruiter
Workflow is currently slow— including interstitial actions related to assign can speed up the recruiting process
Recommendations
Define improved signifiers and error-handling methods to distinguish between applied and assigned candidates
Introduce "Assign + Decline" and "Assign + Unassign" depending on candidate history
DISCOVERY + SYNTHESIS
I completed a design audit + light heuristic evaluation and led an explorative, question-based research activity with 5 internal recruiters.
This allowed me to uncover current wins and violations as well as discover the current purpose, need, and expectation of the assign action.
Summary of pain points + recommendations
Search/Filters
Pain Points
Difficult to find appropriate requisition
Inflexible search
Filters are not entirely relevant or helpful to the search process
Recommendations
Explore autocomplete/autosuggest to minimize cognitive load on users
Consider new filters (by recruiter, hiring manager, etc.)
Explore and improve default display of results
Source Info
Pain Points
No option to maintain candidate's original source when assigning
If assigned from talent community (separate from main recruiting workflow), the source does not come over
Inaccurate source with mass assign— doesn't translate properly
Recommendations
Include "Original Source" as the default option when single + mass assigning candidates, pulling each candidate's original source information
Pull information for how a candidate learned about the opportunity
Interstitial Actions
Pain Points
No obvious or reliable distinction between candidates who applied themselves v.s. assigned by a recruiter
Workflow is currently slow— including interstitial actions related to assign can speed up the recruiting process
Recommendations
Define improved signifiers and error-handling methods to distinguish between applied and assigned candidates
Introduce "Assign + Decline" and "Assign + Unassign" depending on candidate history
Heuristic evaluation (top) and summary of research activity (bottom)