Design a product for a preliminary screening interview for a recruitment firm.

Clarifying Questions:

Any industry focus - IT/ITES

Which skillsets need to be tested - Communication, Behavioral, Cultural, Basic technical

Assumption:

This product is linked with Recruitment Platform to fetch candidate data, Recruiter data and Job Position details

Product Overview:

This product would aim to help recruiters in doing initial screening for a job position from a pool of qualified candidate profiles. A link would be shared with the candidates to take up this preliminary test and upon completion of the test, the score card and responses will be shared with the recruiter to filter the top performers.

Users:

Recruiter

Candidate

User Journey:

1. Recruiter shortlists the profiles from the database and applications for a job position
2. Recruiter tries to contact the candidate for an appropriate slot for Recruiter level interview
3. Recruiter takes the interview for all the candidates whose profiles seem to be a good match for the job and has been shortlisted
4. Recruiter discusses competencies, concerns, stipend expectations with the candidates
5. Recruiter submits the final shortlist of appropriate candidates for the job position

Pain Points:

1. Recruiter has to make multiple calls, email/text messages to get candidate's availability
2. Recruiter has to take interview of all the candidates whose profiles have been shortlisted which takes lot of recruiter's time

Solution:

Recruiter

1. Recruiter shortlists the profiles from the database and application and 'Forward for Automated Screening Interview'

Candidate

1. Gets an email link to take the automated screening interview for a Job position shared by a recruitment firm
2. Clicks on the link and logs in with email/mobile credentials
3. Clicks on the Interview to read the guidelines (Assumption - Audio based, headphones recommended, 30 minutes)
4. Starts the Interview
5. Finishes the interview, gives optional feedback and exits

Recruiter

2. Logs in into the Interview AI and evaluate the scores and responses of candidates for the job position and shortlists the top performers for Recruiter Interview
3. Recruiter takes the one on one interview of only the top performers from automated screening round and prepares a final shortlist to be shared for job position after discussing competencies, concerns and stipend expectations (May use interview Scheduler for scheduling these interviews)

Data Insights needed to validate the solution's effectiveness:

1. Business - Do recruiters find a significant difference between candidate's actual competency and that conveyed by their profiles/resumes?
2. Business - Are communication, behavioral, cultural competencies significant factors in candidate selection?
3. General - Can Soft competencies be tested effectively by automated screening? (Depends on the situations given)
4. General - Can technical competencies be tested effectively by automated screening? (Depends on the complexity of the question)
5. Technical - Is it technically feasible to automatically prepare the list of questions for each skillset and each job position?
6. Technical - How efficient is the audio response analysis in predicting the score?

Metrics to measure the solution's performance:

1. How much time a recruiter is saving for filling one job position? Avg. Job fill time in past vs now
2. What is the quality of submissions? Rise of fall in Avg. candidate selection per job position