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Product Discovery #1
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Product Discovery #1

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Identify Problem Space

Problem space ​What's the problem that your target audience face when they want to accomplish their job?
Problem Space
Types
Values
1
User outcome What is the end benefit your target audience want?
Recruiters:
Efficient Candidate Sourcing: Recruiters want to find suitable candidates quickly and efficiently. They seek a streamlined process that minimizes manual effort and reduces time-to-hire.
Improved Collaboration: Recruiters aim for better collaboration within their teams and with hiring managers. A centralized platform can facilitate communication, feedback sharing, and coordination.
High-Quality Hires: Ultimately, recruiters want to identify and hire top talent who align with the organization’s needs and culture.
Candidates:
Customized Experience: Candidates desire a personalized application experience. They appreciate tailored job recommendations, relevant job descriptions, and timely feedback.
Transparent Process: Candidates want transparency throughout the recruitment process. Clear communication about next steps, interview stages, and expectations is essential.
Positive Interaction: Candidates seek a positive interaction with the organization. Whether they get the job or not, respectful and professional treatment matters.
2
User motivation ​Why would the user want to achieve the end benefit?
Recruiters’ Motivations:
Efficient Candidate Sourcing:
Why? Recruiters are often under time pressure to fill open positions. Efficient sourcing allows them to identify suitable candidates quickly, reducing the time-to-hire.
Motivation: Recruiters want to meet organizational hiring goals promptly and avoid delays caused by lengthy recruitment processes.
Improved Collaboration:
Why? Recruitment involves multiple stakeholders—recruiters, hiring managers, and sometimes external agencies. Effective collaboration ensures smoother communication, faster decision-making, and better alignment.
Motivation: Recruiters aim to streamline workflows, minimize manual coordination, and enhance overall team productivity.
High-Quality Hires:
Why? Recruiting top talent directly impacts an organization’s success. High-quality hires contribute to productivity, innovation, and long-term growth.
Motivation: Recruiters strive to find candidates who not only meet job requirements but also align with the company culture and values.
Candidates’ Motivations:
Customized Experience:
Why? Job seekers apply to multiple positions. A personalized experience makes them feel valued and increases their engagement.
Motivation: Candidates seek a seamless application process that caters to their preferences and showcases relevant job opportunities.
Transparent Process:
Why? Job hunting can be stressful. Transparency reduces uncertainty and anxiety. Candidates appreciate knowing where they stand in the process.
Motivation: Candidates want clarity on next steps, interview stages, and feedback to make informed decisions.
Positive Interaction:
Why? Candidates remember their interactions with potential employers. Positive experiences—even if they don’t get the job—can lead to referrals and positive brand perception.
Motivation: Candidates desire respectful, professional treatment throughout the recruitment journey.
3
Status quo ​What solutions do people use now? What’s their current workflow?
Current Solutions:
Efficient Candidate Sourcing: Recruiters use various methods to quickly identify suitable candidates, which helps in reducing the time-to-hire.
Improved Collaboration: Recruitment involves multiple stakeholders, and they use tools and processes that ensure smoother communication and faster decision-making.
High-Quality Hires: Recruiters employ strategies to recruit top talent that contributes to the organization’s productivity and growth.
2. Current Workflow:
Customized Experience for Candidates: Job seekers are provided with a personalized application process that showcases relevant job opportunities.
Transparent Process: Candidates are kept informed about the interview stages and receive feedback to make informed decisions.
Positive Interaction: Candidates experience respectful and professional treatment throughout the recruitment journey
4
Gaps with the current solution ​What frustrations do users have with the status quo?
Inefficient Candidate Sourcing: Recruiters face challenges in quickly identifying suitable candidates, leading to prolonged time-to-hire and organizational delays.
Poor Collaboration: The recruitment process often involves multiple stakeholders, and ineffective collaboration can result in miscommunication, slower decision-making, and misalignment of goals.
Lack of Customization: Candidates often do not receive a personalized application experience, which can decrease their engagement and interest in the position.
Non-Transparent Processes: The absence of transparency in the recruitment process creates uncertainty and stress for candidates, who value clear communication regarding their application status.
5
Problem space
Recruiters’ Problem Space:
Recruiters need to source candidates quickly due to time pressure to fill positions, which can be challenging.
The recruitment process involves multiple stakeholders, and there is a need for smoother communication and faster decision-making.
There is a critical need to recruit top talent that contributes significantly to the organization’s success3.
Candidates’ Problem Space:
Candidates desire a personalized application process that stands out among the many positions they apply for.
Job seekers want clear communication regarding the recruitment stages and feedback to make informed decisions.
Respectful and professional treatment throughout the recruitment journey is important to candidates
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