who: me
what: Creating a set of personas and user journeys that reflect the real processes and problems of one half of our two-sided marketplace: the people who focus on talent acquisition.
when: summer 2019
why: from a UX perspective, from a behavioral perspective, we did not have a good understanding of user requirements. customers were leaving us with the vague feedback that "other platforms are better" but didn't always specify why. Part of the goal of this research was to uncover product design opportunities
In the summer of 2019, Monster.com was beginning to undergo a battery of changes, both to our business model and technology infrastructure. The company saw this as an opportunity to revisit many of our old legacy systems, including those that supported our employers who post job ads.
Admittedly, the Monster.com employer platforms were behind the curve in terms of their features and flexibility. Qualitative data from the sales team was telling us we needed to do better.
Before undergoing any major redesigns, and working closely with Product Managers and Sales Consultants, we undertook a massive project to learn more about our current employers, what they expect from a job board, and how we could better serve them.
Based on conversations with folks from Sales, Product Management, and other UX team members, we decided on the following project constraints:
We needed perspectives from both In-House and Agency recruiters
We want to understand process
We needed to understand Global recruiter perspectives
We needed to first investigate the following sub-types of recruiters, identified by our sales team:
Size:
Setting:
1:1 interviews with recruiters at several different tiers, as defined by our sales team: