After the synthesis of the research, the team developed a research framework based on the correlations between data points. The framework displays the requirements of the user, inspiring future design opportunities.

An ideal job portal must be user-centric and responsive to ensure a high conversion rate of quality candidates through meaningful conversations. An ideal job portal must also incorporate automation techniques to boost the overall efficiency of the candidate experience.

The data points and interviews revealed the behaviors and characteristics of the users, shaping our design metric.

Candidate Personas
The candidate persona was developed based on the experience of the user. There are two kinds of candidates: those who lack work experience and those who have more extensive work experience.

HR Personas
The HR personas were developed based on their activities during the recruitment process. There are three kinds of TA professionals: HR Managers, TA Advisors, and Recruiters.

Journey Maps

To get a better understanding of the behavior and psychology of our users, the team recorded observations of their actions, thoughts, and emotions.

Design Metric

To guide future design decisions, the team developed a design metric: the design should promote efficiency, improve quality, enhance transparency, and boost attraction. 

The candidate portal is designed for candidates to elevate their job-seeking experience by providing accurate job recommendations. Additionally, it extends interaction through virtual career fairs and enhances awareness through the candidate dashboard.

Candidates receive updates through an application tracker and are able to schedule interviews through calendar invites on the platform.

The HR platform consists of three portals: Recruiters, Talent Acquisition Advisors, and Human Resource Managers, based on the nature of their role in an organization. The goal is to boost efficiency in workflow and to design an engagement strategy to attract high-quality candidates.

This can be achieved by minimizing the screening workload through automation, enhancing transparency, and reducing communication barriers when scheduling an interview.

Service Blueprint

A service blueprint explained the detailed interactions between the candidate portal and the HR platform.

To narrow down the product scope, a diagram to outline the ecosystem and touchpoints within the service’s scope was created. The system engages two user groups through different digital touchpoints.

One is the HR platform that supports the TA recruiting process along with Monster. The other is a candidate job portal that supports the job-seeking process, apart from the application process currently happening on USAJobs. Both systems are capable of the import and export of information from USAJobs and Monster.

Product Vision

To demonstrate the vision of LOOP, a product vision board was developed based on the initial research. The vision board is a tool that captures the interpretation of user needs, key product features, and the overall value LOOP must create to serve federal agencies.