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This is the presentation I gave at Enterprise Search Summit Fall 2010 in Washington DC (also known as Knowledge Management World 2010). It describes the challenges of designing and enterprise search solution for recruiters and hiring managers and the process TheLadders.com took to redesign its RecruitLadder product.
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Making Meaningful ConnectionsThe Redesign of RecruitLadder.com
Who is this guy?Other people let him speak to them before. He must be smart.
Jeff GothelfCurrently:
Director of UX at TheLadders.com
Previously:
Publicis Modem, Webtrends, AOL, Fidelity and an assortment of startups
Blog:
www.jeffgothelf.com/blog
Twitter:
@jboogie
Email:
Job service for professionals earning $100k or more and the recruiters/employers looking to hire them.
Online job searching is like online datingPost and pray
http://farm2.static.flickr.com/1017/1344679664_fda1c4e7ed_o.jpg
Challenges:You say tomato, I say tomato (but I want ketchup)
The title “vice president” is ambiguous.Does it mean the same thing on two resumes?
Jeff BewkesFormer VP of Time Warner (now CEO)
Anonymous (hint, it’s me)
Challenges:I say tomato, you say tomato (but you want marinara)
Both of these people have vice president on their resumeDoes it mean they both have vice presidential experience?
Challenges:Like the mighty Mayfly, job requisitions die young.
Job listings expire after 8 weeksWhich is 28x longer than the Mayfly
http://upload.wikimedia.org/wikipedia/commons/4/49/Rhithrogena_germanica_subimago_on_Equisetum_hyemale.jpg
Challenges:It’s a free-for-all.
Job listings are not standardizedNo way to reconcile the necessary data into a consistently usable format
http://2.bp.blogspot.com/_QARHL7waWy8/THs1F1r1yOI/AAAAAAAAAew/rYmQD1Wxcas/s1600/100813_lagos.globalcities059.jpg
Challenges:It’s a mess on the job seeker side too.
Resumes come in every size, shape, color and layoutGetting machines to understand where to pull which data elements is…a challenge.
http://www.flickr.com/photos/jgl/2693953392/sizes/o/
Challenges:Recruiters have no time to read resumes
Every job posting equals hundreds of applicationsHow does the recruiter figure out which ones to focus on?
http://www.flickr.com/photos/94693506@N00/57820781/sizes/o/
Wow, that’s heavy.So where did you start?
Radical idea:Talk to your customers
Call them. Bring them in. Watch them work.After all, you’re solving problems for them.
http://www.bgsu.edu/departments/greal/llc/germanwq/Germ670_AYASalzburg/images/Interview.jpg
Tactic #1:Search from anywhere with most important fields always visible.
Tactic #2:Enable two usage patterns: surgical/targeted searching (boolean/advanced) as well as broad searching and zeroing in (filtering)
Tactic #3:Visualize core information
Tactic #4:No dead-ends (i.e., zero results)
Success!
57%
-15%
What does it look like now?
Thanks!Ask me some questions. Here. Now. Or later: [email protected] / @jboogie