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HirePro - Hiring Platform


Column 1
Column 2
1
Created On
03/06/2024
2
Product Manager
Muhammad Kautsar Fakhri Aulia Muzaki
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Problem Alignment

Background

In the current recruitment landscape in Indonesia, HR specialists and recruiters face significant challenges in efficiently sourcing, evaluating, and hiring qualified candidates. The traditional hiring process often involves many manual tasks, such as pre-screening resumes, scheduling interviews, and coordinating with hiring managers, which are time-consuming and prone to errors. According to industry reports, the average time to hire a new employee in Indonesia can range from 30 to 60 days, depending on the complexity of the role and the availability of candidates. The length of this process not only affects productivity but also incurs high recruitment costs, including job advertisements, administrative costs, and potential revenue losses due to unfilled positions.
While there are various recruitment platforms available, many of them do not fully meet the specific needs of HR professionals in Indonesia. Key issues with existing platforms include limited automation capabilities for pre-screening candidates and scheduling interviews, insufficient integration with other HR systems, as well as complex and unintuitive user interfaces that hinder productivity. A survey conducted by the Indonesian HR Professional Association showed that 75% of HR specialists are dissatisfied with the tools they currently use, citing inefficiency and lack of integration as the main issues. In addition, 68% of recruiters experience delays in the hiring process due to manual handling of candidate information, indicating a critical need for a more unified solution.
Given these challenges, there is an urgent need for a new recruitment platform that can automate routine tasks, integrate all system needs used by HR specialists, and improve candidate evaluation through AI-based tools. The platform should include features such as a centralized data collection dashboard, candidate CV analysis and recommendation, technical, character, and soft skills tests, as well as transparency and automated scheduling. By addressing the current inefficiencies and high costs associated with traditional recruitment methods, the new platform is expected to revolutionize the recruitment process in Indonesia, making it more efficient, cost-effective, and supporting the search for top talent quickly and effectively.

Data Evidence

The average time to hire a new employee in Indonesia ranges from 30 to 60 days (Recruitment Industry Report 2022).
The average cost to fill one position is around IDR 15,000,000 to IDR 25,000,000, including advertising costs, administration, and time spent by the HR team (Indonesian HR Professional Association).
75% of HR specialists in Indonesia are dissatisfied with their current recruitment tools, with the main reasons being inefficiency and lack of integration (Indonesian HR Professional Association Survey).
60% of companies using AI technology in recruitment report improved speed and quality of hires (Deloitte Human Capital Trends Report 2022).
68% of recruiters experience delays in the hiring process due to the use of fragmented and non-integrated tools (Indonesian HR Professional Association Survey).
With growing concerns over data security, 70% of companies are looking for recruitment platforms that offer secure candidate data management and storage (PwC Global State of Information Security Survey 2023).
Candidates who experience a positive hiring process are 38% more likely to receive a job offer (LinkedIn Talent Trends Report 2023).
65% of employers recognize that evaluating both technical and soft skills is critical to ensuring cultural fit and long-term performance (HBR Workforce Skills Survey 2022).
62% of candidates want greater transparency in the hiring process, including automated interview scheduling and application status notifications (Glassdoor Recruitment Report 2023).

Challenge

How can we integrate all the systems used by HR, such as ATS, skills tests, and video interview platforms, into one intuitive and easy-to-use dashboard?
How can we automate the initial candidate screening process so that the HR team can quickly and accurately identify highly qualified candidates that fit the company's needs?
How do we ensure automated and transparent interview scheduling to reduce administrative burden and improve candidate experience?
How can we secure candidate data stored and managed in the platform to comply with strict security standards and build user trust?
How can we enhance the user experience with a user-friendly and intuitive interface so that HR Specialists and recruiters can easily access and use all available features?

Success Criteria

Reduced the average time taken to fill open positions by 30% in the first six months, measured through internal recruitment data.
Reduced total recruitment cost per hire by 30% in the first six months after implementation, measured by comparing recruitment costs before and after using the platform.
Reduced time spent on initial screening of candidates by 50% in the first three months after implementation, measured through system log data tracking the duration of the screening process.
Increased the percentage of candidates who successfully passed the probationary period and received positive performance appraisals by 25% within the first six months, measured through internal company data.
Increased matching accuracy between candidates and positions applied for by 30% within the first three months, measured by the number of hiring manager assessments indicating that the recommended candidates match the qualifications and needs of the role.
Increased usage of automation features (automated screening, automated interview scheduling) by 60% of users in the first six months, measured through feature usage data.
Achieve at least 90% user satisfaction with platform features and solutions, measured through user satisfaction surveys after three months of use.
Increase platform user retention by 20% in the first six months, measured through usage data and retention analysis.

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Proposed Solution

HirePro An all-in-one recruitment platform that integrates all HR needs to find and recruit quality candidates quickly and efficiently.
HirePro is a recruitment platform specifically designed to address the challenges of HR Specialists and recruiters in Indonesia in managing the recruitment process. The platform automates and integrates every stage of recruitment, from initial screening to final assessment, to save time and cost, and ensure better candidate quality.
Value Proposition:
Automate Manual Processes: Eliminate manual tasks such as resume screening and interview scheduling.
Comprehensive Integration: Combines all recruitment tools in one platform, including ATS, video interviews, and skills tests.
AI-Driven Insights: Uses AI technology to provide candidate recommendations and in-depth analytics.
Enhanced Candidate Experience: Improve candidate experience with faster and more transparent processes.
Cost Savings: Reduce recruitment costs by automating and streamlining processes.
Fitur Utama:
Integrated Dashboard: A central dashboard to monitor and manage the entire recruitment process in real-time.
AI-Driven Candidate Screening: Pre-screening feature that uses AI to scan and recommend candidates based on set criteria.
Automated Scheduling and Video Interviews: Automated tools for interview scheduling and integration with video interview platforms.
Skill and Cultural Fit Assessment: Customizable technical skills test and cultural fit assessment.
Comprehensive Analytics and Reporting: Analytic tools that provide in-depth reports on the recruitment process and other key metrics.
With the tagline “Hire Smarter, Make Business Better” HirePro will change the way HR Specialists and recruiters handle the recruitment process by offering smart solutions that are faster, cheaper, and more effective. By automating manual tasks and integrating various tools in one platform, HirePro ensures that companies can find and hire highly qualified candidates more efficiently. This will help businesses to focus on growth and innovation, while improving user satisfaction and quality of hire.
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User Stories

User Stories for HirePro Features
User Stories
Scenario
Acceptance Criteria
1
As an HR Specialist, I want a centralized dashboard to monitor and manage the entire recruitment process so that I can have a clear overview and quick access to all necessary information.
Given the HR Specialist logs into the HirePro platform, When they navigate to the dashboard, Then they should see a summary of all active job postings, candidates in different stages, and upcoming interviews.
1. The dashboard must display active job postings. 2. The dashboard must show candidates in different stages of the hiring process. 3. The dashboard must provide quick links to detailed views of job postings and candidates. 4. The dashboard must highlight upcoming interviews and deadlines. 5. The dashboard should update in real-time.
2
As an HR Specialist, I want to use AI to screen candidates based on predefined criteria so that I can focus on the most qualified applicants.
Given the HR Specialist sets criteria for a job posting, When the AI screens candidates, Then it should rank and recommend candidates based on the criteria.
1. AI must screen candidates based on predefined criteria (e.g., skills, experience, education). 2. AI must rank candidates from most to least qualified. 3. The system must provide reasons for each candidate's ranking. 4. The screening process should be completed within a specified time frame (e.g., 5 minutes). 5. The HR Specialist must be able to adjust criteria and re-run the screening.
3
As an HR Specialist, I want to automate the scheduling of interviews and conduct them via integrated video tools so that the process is streamlined and time-efficient.
Given the HR Specialist selects candidates for interviews, When the system schedules interviews, Then it should automatically find suitable times and send invitations to candidates.
1. The system must integrate with calendar tools (e.g., Google Calendar, Outlook). 2. The system must find available time slots for both the interviewer and the candidate. 3. The system must send automated interview invitations via email. 4. The system must support video interview functionality within the platform. 5. Interview details must be stored and accessible for future reference.
4
As an HR Specialist, I want a comprehensive assessment of candidates' technical skills, soft skills, and cultural fit so that I can make informed hiring decisions.
Given a candidate progresses to the assessment stage, When the HR Specialist selects an assessment type, Then the system should administer the appropriate tests and compile the results.
1. The system must offer technical skills assessments. 2. The system must offer soft skills and personality assessments. 3. Assessment results must be compiled into an easy-to-read report. 4. The system must provide benchmarks for evaluating results. 5. Assessment data must be securely stored and easily accessible.
5
As an HR Specialist, I want detailed analytics and reporting tools so that I can track the effectiveness of my recruitment process and make data-driven decisions.
Given the HR Specialist navigates to the analytics section, When they generate a report, Then the system should provide detailed metrics on the recruitment process.
1. The system must provide metrics on time-to-hire, cost-per-hire, and source effectiveness. 2. Reports must be exportable in various formats (e.g., PDF, Excel). 3. The system must allow customization of reports. 4. The system must display data in visual formats (e.g., charts, graphs). 5. The system must offer trend analysis over different periods.
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User Flow

Below is a textual representation of the user flow. A detailed visual flowchart can be created using tools like Lucidchart, Microsoft Visio, or draw.io.

User Flow Steps

Login/Sign-Up
Start: User visits the HirePro platform.
Action: User selects "Login" or "Sign-Up."
Decision Point:
Existing User: Proceeds to login with credentials.
New User: Completes the sign-up process and sets up the account.
End: User is directed to the Dashboard.
Dashboard Overview
Start: User logs in and is directed to the Dashboard.
Action: User reviews the overview of active job postings, candidates in different stages, and upcoming interviews.
Decision Point:
View Job Postings: User clicks on "Active Job Postings."
View Candidates: User clicks on "Candidates in Different Stages."
View Interviews: User clicks on "Upcoming Interviews."
End: User selects an option to view detailed information.
Job Posting Management
Start: User selects "Active Job Postings" from the Dashboard.
Action: User views and manages job postings.
Decision Point:
Create New Job Posting: User clicks "Create New Job Posting."
Edit Existing Posting: User selects an existing job posting to edit.
End: User saves the job posting or makes necessary updates.
Candidate Screening
Start: User navigates to "Candidates in Different Stages."
Action: User reviews candidate profiles and AI-driven screening results.
Decision Point:
Review Candidate Details: User clicks on a candidate profile for more details.
Adjust Screening Criteria: User modifies screening criteria.
End: User makes decisions on which candidates to proceed with.
Scheduling Interviews
Start: User selects candidates for interviews.
Action: User uses the automated scheduling tool.
Decision Point:
Accept Suggested Time: User confirms the suggested interview time.
Modify Schedule: User adjusts the suggested time or adds notes.
End: System sends out interview invitations and confirms scheduling.
Conducting Video Interviews
Start: User accesses the "Upcoming Interviews" section.
Action: User prepares for and conducts video interviews.
Decision Point:
Start Interview: User clicks "Start Interview."
Reschedule Interview: User selects "Reschedule" if needed.
End: User completes the interview and saves any notes.
Candidate Assessment
Start: User moves candidates to the assessment stage.
Action: User assigns technical, soft skills, and cultural fit assessments.
Decision Point:
Review Assessment Results: User reviews completed assessments.
Request Additional Assessments: User assigns further tests if needed.
End: User compiles assessment results for final review.
Final Decision Making
Start: User has reviewed all candidate data and assessments.
Action: User makes a hiring decision.
Decision Point:
Hire Candidate: User selects "Hire Candidate" and begins onboarding.
Reject Candidate: User selects "Reject Candidate" and sends a notification.
End: User completes the hiring process and updates the system.
Reporting and Analytics
Start: User navigates to the analytics section.
Action: User generates reports on recruitment metrics.
Decision Point:
Generate Standard Report: User selects a pre-defined report.
Customize Report: User creates a custom report.
End: User reviews and exports the report.
User Feedback and Advocacy
Start: User completes a hiring cycle.
Action: User provides feedback on the platform and participates in advocacy programs.
Decision Point:
Provide Feedback: User completes a feedback form.
Refer Platform: User refers the platform to other HR professionals.
End: User's feedback is collected, and they may become a brand advocate.

Conclusion

This user flow ensures that HR Specialists and recruiters can efficiently navigate through the HirePro platform, leveraging its integrated features to streamline their recruitment processes. Each step is designed to minimize manual effort, enhance decision-making, and ultimately lead to successful hiring outcomes.
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