RecruitBox is a recruiter-focused dashboard designed to enhance the hiring process by providing a centralized interface to manage job postings, track applicants, and monitor progress.
RecruitBox is a recruiter-focused dashboard designed to enhance the hiring process by providing a centralized interface to manage job postings, track applicants, and monitor progress.
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Persona
Emily Carter
👩
Age/Gender
34/Female
🎓
Occupation
Recruiter
📍
Location
New York, USA
🖥️
Tech Familiarity
High
"I need to find the best talent, fast. If I have to click too much, I’m already behind."
Behaviours
Prefers streamlined workflows, scanning candidate profiles efficiently and skipping unnecessary steps to save time.
Relies on data-driven decisions, using filters and key metrics to prioritize qualified candidates.
Core Needs
Quick overview of qualified candidates without deep diving into profiles.
Easy way to filter, shortlist, and take actions from one place.
A system that integrates with scheduling & communication tools.
Frustrations
Switching between too many tabs to gather candidate insights.
Cluttered dashboards making it hard to focus on key details
Lack of automation in shortlisting or scheduling interviews
Tools Used
LinkedIn Recruiter
Glassdoor
Finding Candidates
JIRA
MS Excel
Organising and Taking Notes
User Story
User Story
Defining a user story helped me narrow down the journey and scope of the project along with being able to identify key questions about the process to ask during interviews.
Defining a user story helped me narrow down the journey and scope of the project along with being able to identify key questions about the process to ask during interviews.
Paper Prototype and Testing
Paper Prototype and Testing
Research Method
Research Method
Wizard of Oz study with a post-test unstructured interview.
Wizard of Oz study with a post-test unstructured interview.
User Demographics
User Demographics
Testing done with 2 users.
Users had past experience with job boards as applicants but not recruiters.
Users were familiar with technology and terminology such as ATS Scores and stages of job interviews.
Testing done with 2 users.
Users had past experience with job boards as applicants but not recruiters.
Users were familiar with technology and terminology such as ATS Scores and stages of job interviews.
What did I intend to find out?
What did I intend to find out?
Understand if users were able to make sense of the layout of the dashboard and navigate.
The interaction with the tables to find candidates.
Understand if users were able to make sense of the layout of the dashboard and navigate.
The interaction with the tables to find candidates.
What did I find out?
What did I find out?
Users liked the layout of the dashboard and were able to understand all the elements well.
Users did not like accessing candidate data through the small table and felt it was too cramped.
Users needed more data to select a candidate from the list such as filters or rankings.
Users liked the layout of the dashboard and were able to understand all the elements well.
Users did not like accessing candidate data through the small table and felt it was too cramped.
Users needed more data to select a candidate from the list such as filters or rankings.
Mid Fidelity Prototype and Testing
Mid Fidelity Prototype and Testing
Research Method
Research Method
Think-Aloud while interacting with the prototype and a post-test questionnaire.
Think-Aloud while interacting with the prototype and a post-test questionnaire.
User Demographics
User Demographics
Testing done with 3 users.
Users had past experience with job boards as applicants but not recruiters.
Users were familiar with technology and terminology such as ATS Scores and stages of job interviews.
Testing done with 3 users.
Users had past experience with job boards as applicants but not recruiters.
Users were familiar with technology and terminology such as ATS Scores and stages of job interviews.
What did I intend to find out?
What did I intend to find out?
Whether users felt they had adequate information to make informed shortlisting decisions.
How intuitive the candidate shortlisting process felt.
If the content and data presentation helped users evaluate candidates efficiently.
Whether users felt they had adequate information to make informed shortlisting decisions.
How intuitive the candidate shortlisting process felt.
If the content and data presentation helped users evaluate candidates efficiently.
What did I find out?
What did I find out?
Users liked the layout of the dashboard and were able to understand all the elements well.
Users did not notice the dropdown arrow at first glance.
Users felt informed with the amount of information while making the decision to shortlist.
Users liked the layout of the dashboard and were able to understand all the elements well.
Users did not notice the dropdown arrow at first glance.
Users felt informed with the amount of information while making the decision to shortlist.
High Fidelity
High Fidelity
Dashboard
The recruiter can hover over the names of team members to directly contact them.
The Hiring Pipeline is created to display and track the hiring progress for various roles.
The recruiter can access the candidate list for a specific role by either clicking on the role in the Hiring Pipeline or in the Active Postings section.
Applied Candidates
The recruiter can use the collapsible Job Description component for quick reference.
The table content is based on my assumptions along with suggestions from ChatGPT. I was unable to interview real recruiters due to time constraints.
The recruiter has quick access to the important documents and links submitted by the candidate.
Challenges and Learnings
Challenges and Learnings
For a task like this, I used the Self-Determination Theory to ensure that the recruiter feels supported in their task to shortlist a candidate:
Autonomy is established via the filters allowing recruiters to customize candidate rankings.
Competence is established by ensuring the recruiters feel well informed while shortlisting candidates.
Relatedness is partly established by allowing recruiters to quickly contact their their team members.
The 48-hour design sprint was intense and fast-paced, requiring not only the creation of thoughtful designs but also the rapid development of meaningful test questions to validate them effectively.
For a task like this, I used the Self-Determination Theory to ensure that the recruiter feels supported in their task to shortlist a candidate:
Autonomy is established via the filters allowing recruiters to customize candidate rankings.
Competence is established by ensuring the recruiters feel well informed while shortlisting candidates.
Relatedness is partly established by allowing recruiters to quickly contact their their team members.
The 48-hour design sprint was intense and fast-paced, requiring not only the creation of thoughtful designs but also the rapid development of meaningful test questions to validate them effectively.
That's the end of this one.
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Wanna see another?