My heading is awesome
Senior Lead UX/UI Designer
My work at SkillSurvey was more of a leadership role. I started out as a Sr. UX/ UI Designer apart of the product team working closely with prodcut managers finding solutions and product enhancements. After a few projects, my role transcended to a Senior Lead UX/UI Designer leading a team of 4 other UX/UI designers to solving more complex product problems and solutions. I managed the UX/UI workflow, project status, and final designs that needed to be presented for the projects. In my role, I communicated and presented product enhancements and project statuses to executive team to keep aligned with business goals.
reference checking
Creates job specific surveys that enable references to rate candidates on key behavioral competences relevant to a job position.
source network
While in the hiring process, candidates are encouraged to find jobs through the talent network as well as submit referrals for likeminded individuals.
Post-hire
Organizations can create employee engagement surveys to help companies make more informed people decisions by automating feedback. This helps organizations diagnose root cause of turnover and improves retention rate.
career readiness
Career Readiness was a national platform made up of over 3,500 colleges and universities that rated a student’s readiness level before entering the workforce. Internships were given a survey to rate a students career competency and progression.
Post-Hire Benchmarking Project
Users now have the ability to access/view benchmarking data in addtion to the original analytics dashboard to see how they compare to other organizations.
The goal of this project was to give users a secondary option to view the analytics dashboard in a different view we call ‘Benchmarking.’
What is Post-Hire?
Post-Hire is a software product that helps companies connect and engage with their organization by automating employee engagement surveys to better understand how to engage and better serve their talent of new, current, and former employees.
Predictive data analytics
Displays data in a way that improves hiring, engagement, performance, and retention. Also shows job competency modeling and competitive benchmarking.
demographic analysis
Creates a way to boost a company’s DEI program with feedback organized by demographics including age, ethnicity, disability status, etc.
automated surveys
Collects feedback with personalized surveys throughout the employee lifecycle, from new hire to exit interview.
survey library
Includes a robust library of scientifically validated surveys designed to ask the right questions at each step of the employee lifecycle.
Roadmap to Completion
.1
define the user problems and requirements
.2
analyze user data and define strategy
.3
implement design solutions and collaborate with developers
.4
Develop, User test, and arrange presentations for q&a
.5
wrap up and released product update September 2022
What problems are we solving?
Up to this point, the Post Hire Analytics dashboard has been same since product inception by only showing a 5 point grading scale using ‘stars’ as the main indicator. The problem with this view was it only showed data and analytics from a personalized standpoint. It left users with the questions such as, “How do we know these numbers are good or bad? What can we compare them to know how we are doing as an organization in our specific industry? Can there be a way we view our data from other periods and compare them?” Although the engagement surveys were company specific, there was no way to see how employees in other organizations rated their companies, related to the user’s industry.
Create a Secondary Dashboard
We needed to create a second way for users to view their personalized dashboards and how they stacked up to other organizations in their industry. The data needed to be easier to read with comparative data.
Easier way to Interact with Data
We had to figure out a way to reduce the click journey, while still creating a new way for the users to toggle between new data-points. We needed to add ‘Time Periods’ and ‘Benchmark’ categories for organizations to see comparative analytics.
Drilldown data Features
While combining data-points, we also needed to create new data features, and a way to display that data on the same page on the benchmark analytics. We had to make the new data easier to read, while displaying multiple periods for benchmarks.
More Snapshots of the Dashboard
Design Process
Our team used Adobe XD as our main wireframing and prototyping software. We are able to update designs, prototype concepts and easily collaborate across the team. By doing this, I had the ability to manage the design progress and provide feedback to my team when needed.
Ideation of Concepts
This is where the team and I shared design ideas and concepts to get a sense of direction for the interface we needed for the project. I provided this as an open space for collaboration, feedback and suggestions.
Wireframes and Prototypes for Review
After getting decisions from the product team, I started to laying out the framework and design structure for the wireframes. Here is an example of one concept we used as an option to present to the product and development team. If you look closely you’ll even see some notes I made to the team for errors, feedback, and advice.
Wireframes for Hi-Fidelity Designs
Lastly, this is where we finalized the structure and layout for the main design. I arranged and organized each set of options to make it easier to prototype and connect any links and/or buttons to showcase page functionality.
UI Design Concepts
These are some examples of the various concepts and wireframes my team & I created and presented internally to the product and development team for review and approval.
Finalizing the Design
Period and Benchmarking
We utilized this section to give users the ability to toggle between dropdown features, such as ‘Periods’ and ‘Benchmarks.’ ‘Periods’ relate to the time frames in which users can view their current and past data. ‘Benchmark’ categories include all industry types the user can compare their analtyics and see how their numbers/data stack up to other organizations in their industry.
Top Box Gauges
This section displays the different types of surveys incorparated at each phase of the employee cycle. That includes the hiring and onboarding process, current employee/supervisor engagement and lastly, surveys attached throughout the exit and termination process. Each gauge is color coded to the surveys they are related to. Just like the stars on the original analytics dashboard, the ‘gauges’ are matched to convey the same data, but with the same color patterns.
Overall Satisfaction History
When the user selects their desired period, we added a way to display the 5 most recent periods related to their selection. It displays benchmark scores side by side to the company’s ratings. By doing this, users can analyze multiple datapoints simultaneously without having to toggle up/down or back/forth just to view other time periods they plan to research.
What Did We Accomplish?
A new WAY TO VIEW DATA
Now users are not stuck with viewing analytics in just one view, and they can compare their organization’s numbers to others to see what areas they need to improve in to stay up with the competion and the industry as a whole. In addition to designing the new benchmarking dashboard, we cerated a path with a toggle switch which added a way for users to freely switch between both the analytics and the benchmarking dashboards.
GROUP RELATED sURVEYS IN ONE PLACE
Each gauge matched a survey that detailed the ratings of the organization. Included with this view, we grouped the surveys in priority to the employee’s journey with the organization: First Impressions (New Employees and Onboarding), Development and Retention (Current Employee Engagement), Voluntary and Involutary Exit (Exiting Employee).
multiple ways to navigate sections
Along with the ‘blue arrows’ having the capability to transition from gauge groups, users can also navigate throughout the dashboard by using the nemu in the top left hand corner of the dashboard screen. This allows users to move between sections in the benchmarking dashboard without using the middle section or arrow navigation.
a new report to match benchmarking data
Users enjoyp having the ability to physically print data from the dashboard for presenations and reporting. We designed a report that complimented the design of the benchmarking dashboard. They showed a detailed view of the drill down points and periods in which the user selected to view. These reports can be downloaded, printed and shared in PDF, PPT, and other formats.