+2 votes
asked in Product Design by (40 points) | 1.1k views

1 Answer

+1 vote

I’d like to start off by stating and clarifying the goals for this feature. Since this is a new feature, we can focus on engagement and building a useful products for our users. The two key goals can be defined as: 

  • Make it easier for job hunters to research and apply for jobs,
  • Enable users and companies to connect with each other and establish a meaningful relationship. 

With these high-level goals in mind, let’s jump into the framework and approach. 

  • User Segments:
    • Students / College Grads
    • Mid-Career Professionals
    • Currently Unemployed 

Prioritization: If we look at the overall job market (say US) – we can estimate the number of job applicants in each segment as follows:

    • Students / College Grads: Assume ~40M people between the ages of 15-21, and 60% are searching for either a full-time or a part-time job: ~24M
    • Mid-Career Professionals: Assume ~200M working population b/w the ages of 24-64, and people on average switch jobs once every 3 years, so that puts us at ~67M
    • Currently Unemployed: Unemployment ratio is ~4% (~6M)

 I’d focus on mid-career professionals as my target customer segment since this the major chunk of the segment.

  • Use-Cases:
    • Research for job opportunities by role and area
    • Research about the company (compensation, values, culture, …)
    • Find connections in other companies through your network (e.g., LinkedIn, …)
    • Shortlist and revisit opportunities (since job hunting process is usually a multi-week/month process)
    • Apply (Fill out and submit job application or with resume & cover letter)
    • Interview scheduling and interview,
  • Pain-Points (Unmet needs):
    • Lack of aggregated job listings across multiple providers,
    • Lack of interaction between companies & job applicants,
    • Lack of information about skill-sets and educational background for candidates who have occupied that role,
    • For Companies: Hard to identify and reach-out to potential (active or passive) candidates
  • Strengths, Weaknesses, Competition:
    • Glassdoor, LinkedIn: Allow you to search for jobs, read employee reviews and ratings, find connections
    • LinkedIn: Does a decent job of surfacing 1st or 2nd/3rd degree connections
    • Facebook’s strengths:
      • Companies have profile pages
      • Users can like/follow/receive updates
      • Messenger
  • Use-case prioritization:
    • Given the pain-points and looking at FB’s strengths and competition, I would prioritize “lack of interaction between companies and job applicants” as the top use-case to go after. 
  • Solutions:
    • Tailor Company Pages to add a ‘Jobs’ section that people can interact with (search by role, area, …),
    • Add an ‘Interested’ button so that users can save or express interest in shortlisted jobs,
    • Build a Q&A community between the company, designated employees (“experts”), and other interested candidates,
    • Build a 1:1 messaging functionality (with pre-selected dropdown topics) between an applicant and a company,
    • Informational video scheduling,
    • Upload Resume once, standardize background checks, and one-click apply,
  • Prioritizing solutions:
    • Interested button – Low Cost, High Value – Can also be the basis of unlocking other deeper interactions,
    • Q&A community – Medium Cost, High Value – People can contribute and ask questions /recommendations,
    • For filtered candidates, offer virtual tours or video sessions with “experts” or HR to allow for deeper connection.
Please share any feedback / comments - Thanks!

answered by (30 points)
Do u think the Strengths, competition analysis and weakness should come before the painpoints?
I'm wondering if a company would really dedicate resources to using the Q & A community functionality for resourcing? Would this feature still be high value?
Shouldn't the answer touch upon the supply side as well? If the recruiters/companies are not using the product then its not useful.

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