Early drafts of the Data Exports section
The HireVue Platform
The HireVue platform enables users to create, schedule, and assess asynchronous and in-person job interviews. The primary interview format is on-demand video interviewing. Interviewing panel members can record their questions, and candidates can record their answers for later evaluation. On average, candidates complete 18,000 interviews a day. Candidates have the flexibility to participate in these interviews at their convenience.
Project Context
During the redesign of the HireVue platform's Reports section, the team recognized the users' need for improved data access. We also discovered that users conducted daily progress meetings to review candidate statuses in their hiring funnels and evaluate how well candidates were being assessed by hiring panels.
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These meetings led to the creation of daily task lists. To address this need and deliver immediate value, the team temporarily halted the Reports Dashboards redesign and focused on developing solutions.
Team Members
Adam Hennings - Product Management
Bradley Trinnaman - Product Design
Dave Haslam - Engineering Lead
Tom Stroman - Engineering
David Ripplinger - Front End Engineering
Design Responsibilities
Partner with a product manager to assist in discovery efforts
Interview both internal teams and external users
Data analysis
Sketch and usability test solutions
Handoff prototypes and static mockups for development inspection
Review the development builds before launching to production
Problem Space
Users faced challenges in gathering and downloading the data they required to generate their own reports. The process involved navigating multiple sources within the platform, exporting data from the Reports Dashboards, and requesting custom reports from the customer success team. This fragmented approach was time-consuming and cumbersome due to poorly formatted download data, necessitating extensive relabeling and formatting in spreadsheets.
Solution Strategy
To simplify the data access and reporting process, the team aimed to create a consistent platform feature: a central location where users can export pre-defined reports from the data warehouse. These reports would include relevant data for various workflows, such as candidate status checks, assessment efficiency of hiring panels, and viewing candidate responses to On-Demand video interviews. To improve consistency and speed up analysis, a data label taxonomy would be implemented to categorize and define different data types in the new exportable reports.
Who I am designing for:
Talent Acquisition Leader
A Talent Acquisition Leader is responsible for optimizing processes and hiring top talent in a compliant manner. They possess strong analytical skills to gather and interpret data effectively, generating meaningful reports and insights for recruiting leadership.
Goals and Behaviors:
Minimize time-to-fill positions through recruitment strategy optimization, technology leverage, and coordination with hiring.
Pain Points:
Manual and repetitive tasks are time-consuming and redundant, such as entering candidate information into multiple systems or clicking through various screens.
Talent Acquisition Specialist
A Talent Acquisition Specialist is responsible for managing the end-to-end recruitment process within an organization. Their role is to attract, source, and hire top talent to meet the company's staffing needs.
Titles:
Recruiter, Senior Recruiter, Recruiting Manager
Goals and Behaviors:
Track candidate progress throughout the recruitment funnel, staying updated on applicants, qualifications, and movement through stages.
Pain Points:
Dealing with unresponsive interviewers or candidates, requiring effort to bridge communication gaps and avoid delays.
Discovery and Research Overview
We spoke with several customer success directors to see if the clients they worked with had the same workflow and data access issues that we found in the Reports Dashboards discovery interviews. During these meetings, we inquired about the existence of custom reports that clients were generating and whether they had compiled a list of various report requests from clients. This valuable information would assist us in developing a data taxonomy for labeling purposes.
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In addition to speaking with customer success directors, we also interviewed users who were actively working with data and facing related issues. We asked them to provide examples of reports they had to create and wanted to observe the difficulties they encountered with the downloaded data. Specifically, we aimed to observe how they rearranged and reformatted the data in spreadsheets to generate reports. By obtaining their spreadsheet examples, we aimed to effectively align our new exportable reports with their expectations and workflows.
Initial mockup which followed an older page interaction pattern
Sketches and Usability Testing
In the beginning, my sketches followed an older pattern utilized in the HireVue platform. To evaluate the effectiveness of these mockups, I organized a review session involving other product managers and designers. During this review, another designer suggested that I rework my mockups to align with a new pattern that the designers were implementing. This new approach followed the principle of progressive disclosure, allowing users to navigate a list of items that would reveal input forms relevant to the selected item.
Embracing the progressive disclosure pattern, I proceeded to redesign my prototype and arranged usability testing with HireVue's internal talent acquisition team. The participants consisted of three talent acquisition specialists and one talent acquisition leader.
The testing objectives included:
Assessing the prototype's intuitiveness for participants.
Evaluating whether it offered the appropriate types of reports to facilitate their tasks.
Gathering feedback for further improvements.
One specific aspect I focused on was determining the default option for the Data Type input in the export form. The users had the choice to export data for reports with two different dimensions: the Interview Created Date or the Interview Completed Date.
First prototype following the new Progressive disclosure interaction pattern
The redlines indicates the flow of the progressive disclosure pattern
Testing Outcomes
The study revealed that talent acquisition specialists preferred the reports to have the Interview Creation Date applied by default over the completion date. This valuable insight informed our decision on the default setting, enhancing the form-filling speed for users.
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Overall, the form proved user-friendly and the interactions were intuitive. The content meet the participants' expectations for data presentation. Valuable feedback from the participants suggested improvements, including the addition of brief definitions for the pre-defined reports. They also expressed interest in seeing an example table of the downloaded content, as well as a demonstration of how the report columns would be labeled and formatted.
Final Designs
Final interactions
Default view of the Data Exports page nested in Analytics
I integrated the UI components I designed for the Analytics dashboards, including multi-select filters and a custom date picker.
A new alert that would indicate user export progress.
The success toast alert also includes a unique ID for each report with a date
Project Outcomes
We were surprised to discover that the data exports section quickly became one of the most popular areas in the app after its initial release. The demand for data exports significantly increased, and we received feedback from customer success directors stating that they were receiving fewer requests for custom reports. This suggests that the data exports section was meeting the needs of our customers and providing them with the information they needed in a more efficient and user-friendly way.