The Problem
Typically, onboarding a new employee in a company involves a scattered process. Various forms arrive from different sources some photocopied, others scanned and filed in folders or entered into computer systems. This mix often results in a disjointed experience, with information scattered across multiple platforms.
Many companies utilize large-scale applications where onboarding new employees is just a small component. Each HR manager typically devises their own methods, creating folders in SharePoint, Excel documents, and other systems. However, this approach consumes valuable time and fails to provide the added value of easy analysis and statistical insights.
The Value
Streamline the entire process within a dedicated application. Users can tailor processes to their preferences and needs, aligning them with the roles and positions of recruits. Processes are structured into definable stages, customizable to fit the company's requirements.
Each process is linked to a single entity—the recruit—and upon completion, all data, remarks, and comments are archived under the worker's profile. The app facilitates feedback by comparing data and statistics across all processes.
Recruits navigate through stages seamlessly, marking each as completed before progressing to the next. This user-friendly interface ensures efficient progress tracking and task management.
Target audience
The application targets HR managers in the hi-tech industry, catering to professionals with strong technological proficiency and digital literacy. These users engage with computers and user interfaces extensively in their daily work routines.
Target Audience: Ages range from 25 to 65.
Product Usage: Primarily utilized during office hours, with occasional use at home
User Interviews
I interviewed five potential users, including a recruiter, office manager, HR manager, and senior HR manager from a prominent hi-tech firm.
Most of them currently manage their processes using Excel, SharePoint, or other internal tools, expressing frustration over the time-consuming nature and significant effort required. Each one found their current tools uncomfortable and unsatisfactory.
Only one had experience with a commercial application, primarily due to its recruitment features.
All interviewees identified the lack of feedback, statistics, and data analysis as the main pain points, highlighting the need to improve efficiency and streamline processes.
Persona
MVP
Ability to create onboarding processes and customize them according to user needs,
saving the process and archiving it upon completion as an employee file.
Pre-made forms and the ability to upload forms/documents.
List of recruits with attributes and management capabilities.
Capability to tag process statuses. Filtering capability by status, sending emails, and landing page that the recruit receives with the process.
Capability to filter and analyze data from the processes and the processes themselves.
