Swyg Interactive Candidate Platform
Where candidates interview and rate each other's performance.
Brief
Swyg's created an innovative way to find the top candidate within a job applicants pool. The interactive candidate platform required two main flows:
1. The onboarding—quick flow that explained the Swyg platform and the interview process to candidates as they signed up for their interview session. We did not have an onboarding flow at the time, and I created it from scratch.
2. The interview platform—where candidates ask each other interview questions given by the hiring company and rate each other's answers. The existing MVP version of the platform needed a redesign to improve usability and appeal to users and future investors.
Onboarding flow
With innovation comes the challenge of market adoption. At Swyg, one of the challenges we faced is preparing candidates to use our platform. The concept of interviewing other candidates is one that raises a lot of questions and potentially skepticism.
We created an onboarding that explains both what Swyg is about from a mission level and from a step by step "how does this work" level. The initial onboarding was long, overloading users with information, and task heavy. We found many users dropped before signing up to an interview session because of it.
We iterated the onboarding numerous times before we got it right. We tested different layouts, use of imagery, videos and plain text, we removed any unnecessary steps and eventually got a flow users understood and were happy to complete.
My Role
I was the sole product designer at Swyg, in charge of all of Swyg's Saas products. At the time, Swyg had an MVP of the interactive video interviewing platform (P2P) that was released as a proof of concept. The company was working 3 other Saas project as well as redesign of the website.
Due to the high volume of work and overall need for a company branding I hired and managed an external branding agency that focused on the website redesign. Once the rebranding was done, I updated all of Swyg's other products to align with the new look and feel.
What I did
The MVP version of the P2P platform (short for peer to peer) had some usability issues that needed to be addressed. For example: it was hard for candidates to understand if they were playing the role of an interviewer or of a candidate. They also had problems seeing the question whilst also seeing the video screen (mostly on mobile).
I conducted a UX critique and flashed out any usability issues. Next, I designed different solutions that we could test to optimize the user experience. Some were simple layout changes such as font adjustments and layout hierarchy changes. Others were complete new screens or features that offered more feedback and support to candidates to make them feel more at ease during interviews.
While optimizing the P2P platform we also worked on the onboarding flow. Speaking to candidates I've learned many didn't fully understand what Swyg was about or what to expect from the interview sessions. Hiring managers were also worried about how their brand experience would come across using Swyg.
Once users tried the P2P platform they were all pleasantly surprised and delighted to use it. We realised we had to prepare candidates better before their interviews and set their expectations right. This was a great challenge with many iterations as the idea of interviewing other candidates raises a lot of suspicion and skepticism.
We had better conversion rate once we broke the onboarding into steps vs the initial landing page. We also leaned different users consume different types of information better and so we had a mix of text, video and illustrations to help explain what to expect.
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