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Process overview

The Art of Talent Acquisition

I always remind myself and the team that we are not the user and it is important to understand them as thoroughly as possible if we are to be successful. Below is an example with various stages and processes while keeping the user at the center.





Director of User Experience and Product Design

Primary Personas

  • Recruiter

  • Hiring Manager

  • Candidate

Empathize - Understand our users


It's my goal to develop core UX research over time that can be reused and shared across projects. Each individual project should contribute to the body of research. Examples include segmentation, personas, journeys, case studies etc.


Talent organizations are continually being pressured to do more with less as budgets are squeezed. When it comes to talent acquisition a common question is, “how can we build a talent pipeline so that we can efficiently hire qualified candidates in the most cost-efficient way.”


 It’s important to understand the relationships between the recruiter, hiring manager and the candidate.

Corporate Recruiter

The Match Maker


  • qualified candidates

  • steady stream of applicants

  • accomplish hiring metrics (Time to fill, cost to hire



  • Recruiters are dependant on others to complete their tasks.

  • Communication is important 

  • Recruiters are dependant on hiring managers efficiently returning feedback. 



  • They are pressured to do more with less as budgets are squeezed

  • Spend less time negotiating schedules

  • Communication with Hiring managers is important

  • Don’t enjoy tracking down Hiring managers. Hiring manager need to be more efficient at reviewing candidates and providing feedback

  • It depends! There are many variables to hiring that need to be accounted for. 

Recruiter Journey Map

Journey Map.jpg

Journey of a job

It’s important to understand how a job is created, sourced, advertised and filled.

Job Creation
  • Jobs could be seasonal, full-time, or part-time. They could be in such demand or turn over could be so high that companies have evergreen requisitions that provide a constant pipeline of candidates. 

  • SEO around that the title should be the best description to be as inclusive as possible to insights on how much I should pay are just a few of the considerations.

Candidate Evauation 
  • Application Review -knockout questions help determine if a candidate moves onto the next stage.

  • Phone Screen – In this stage, the recruiter is mostly verifying skills and experience.

  • Interview – This is where the team get to meet the candidate and learns more about the individual

  • Assessments - there are various assessments that an individual can be given to see if they are a fit for the role.

Sourcing and Advertising
  • Some of the best candidates are referrals from current employees or from previous qualified applicants who are referred to as silver medalists. These applicants are highly regarded for any up-and-coming roles. Often time sourcing takes work and tends to be full-time roles that resemble marketing and sales funnels in many respects. Sourcers are actively building campaigns with goals of bringing prospects closer to the deal.

Hiring and Onboarding
  • Hiring an individual is more like contract management. You need to ensure that all of the criteria are meet and there could be many variables.

  • It also could be similar to contract negotiation

  • An efficient onboarding is also very important so that they have a positive experience and that they are productive.


Workshop - More doing and less talking

There are various workshops and methodologies that can be implemented depending on what you are trying to accomplish. Each workshop guides a team through a structured working session to accomplish specific goals. 

The end result is to ensure a shared understanding of the end-user while we start the generative process. We exhaust all ideas and break free from cli·ché while respecting UI design patterns that users would expect.

Dedicated end-to-end workshops 

  • Design Thinking

  • Design Sprint

  • Design Studio

  • Innovation Sprints

Individual workshops

  • gaining empathy

  • prioritization

  • diverge

  • converge

  • testing

  • stakeholder review

Basic Process Example



With the business goals clearly specified we move on to user research. User research should be ongoing. We should always strive to better understand the global context of our users. At this time we focus on learning as much as we can from our users.


Identify and prioritize

Identity, decompose, and prioritize the key opportunities. This is a perfect time to gain alignment across team members as well as stakeholders. The company needs to be aligned on the right problems to solve.


Map the users story

Stories are more memorable and delivers a deeper empathy for the users that engage with our products. Often, this exercise opens a dialog which ensures teams can provide feedback from their domains perspective.

Universal Profile Panel 1000.jpg

Prototype and test

Depending on the goals and complexity of the project the prototype and test could be accomplished using various forms of fidelity from paper prototypes to fully functional code.

Offer Management

iCIMS Offer is the only end-to-end offer management software on the market today that helps organizations hire with precision and speed. Reduce manual tasks, eliminate multiple point solutions, limit compliance risk, and fill jobs five days faster—so that you can keep your business running.

HR Technology Conference Awesome New Technology, 2018

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