Wayfind helps businesses retain and develop employees by empowering them to discover roles best suited to their personality and interests so they can create their own custom career path within their organization.
Read more about how and why we choose to create this product here and here .
A company’s HR department sends out email invites where users are directed to a brief Myers–Briggs style questionnaire. Here we gathered the minimum amount of information we felt was needed for our algorithm to help employees find their dream job. What you see to the left are the results of outcomes we learned from our user testing sessions.
Users can search for roles through one of our recommended channels, browse through categories, or search for something more specific. As they're browsing, they can save multiple roles that catch their interest to act upon at a later time.
Once they find the desired position, they can create a plan. This feature helps them choose a personalized career path leading them to their preferred role, gaining the skills and experience they need along the way.
Profile pages are alternative versions of the onboarding questions, allowing users to re-adjust their profile to increase the accuracy of our recommendations.
Conducting user tests made us aware of multiple issues users were dealing with throughout the application, including: onboarding progression buttons hidden below the fold, personality slider click areas being too small, and it was unclear how to favorite a role card.
All interviews were documented using a custom folder structure on Google Drive where colleagues could find raw notes, summaries, and links to recordings. We used Lookback to record the sessions allowing us to capture both the screen and camera at once.
An observation we learned from our user tests was a lack of action to be taken after choosing a role or successfully creating a plan. To resolve this we experimented with adding open positions to select roles, accessible from the role details and plan overview pages. These were roles that may have slightly different titles but would provide similar experience which they could immediately apply for.
Additionally we created an open positions email notifying users if any of their saved roles or plans had a new job listing. This could either send out in real-time, daily, or weekly depending on a preference chosen by the user.
With the addition of open positions being attached to certain roles, we wanted an indication to be on the role cards. Around this time, we also found the ability to favorite a role was unclear. This meant the new cards would need a solution which incorporated both.
By reducing the confusion created from having too many choices, we only wanted two actions to be taken from a role card: access to the role details page and the ability to favorite a role. This meant open positions would only be displayed here with a visual clue and users would have to dive deeper to see the attached positions.
The team used InVision as a common ground where we could review concepts and host discussions about the product efficiently. Linking my Sketch artboards directly to the project, I was able to quickly share revisions with the team (plus it let everyone always have my most recent version).
