Rapid advancements in workplace technology have positively impacted how, when and where work gets done. However, if not properly designed and implemented, this same technology can create additional burdens that impact hiring, hinder efficiency and make employees less productive.
When implementing new HR software, it’s important for HR professionals to use design thinking so that UI (user interface) and UX (user experience) are carefully constructed to reflect the wants and needs of job seekers and employees.
With design thinking, the focus is on the person, not the process, and an important question to ask is, “What problem are we trying to solve?” Design thinking should also focus on linking business requirements with usage scenarios.
A well-designed UX saves time, simplifies work, is intuitive and easy to navigate, and is optimized for all devices, from desktop to smartphone. It becomes an important reflection of your organization’s culture and your employer brand.
So how can HR professionals become design thinkers?
The Deloitte Insights article “Design Thinking” says, “Applying design thinking to the work experience compels HR to ask, ‘What does a great employee experience look like from end to end? How can we facilitate collaboration and learning in everything we do? How can we take advantage of location-aware mobile devices to make people more productive? How can we give employees a few easy-to-understand choices so they can make decisions faster?’ ”
HR technology buyers and organizations need to care about all of this.
In her blog post “HRTech Talk Thursday: What is UX vs UI?,” Sarah Brennan says, “Two areas where we see this having the biggest impact is on technology adoption and on talent acquisition and employment branding:
The more consumerized our employees get with technology thanks to apps and iPhones, the more they have that expectation for enterprise and work technology to work as easily (I totally agree it should!).
Your corporate website is a perfect place where UI/UX comes into play and has a direct impact on how many candidates will convert from ‘just checking it out’ to joining your talent network or applying. If it is hard to navigate and find what they are looking for, they will move on. Employment branding and candidate experience are hot topics, because retention starts as early as that point. Now think of all the money you are spending on getting people to your site, then realize that some studies show fewer than 50 percent of all interest[ed] applicants that make it there will even finish your application process. So make sure from the careers search page through the application, it looks updated and feels easy. Candidates care about UI/UX more than your employees often.”
Great companies are constantly searching for ways to improve the customer experience. They are now looking inward to do the same for their employees.
How are you designing UI and UX to attract employees and keep them productive and engaged?
Q1. Why should HR care about user interface and user experience?
Q2. What makes a great user experience?
Q3. What are some important considerations and questions to ask around UI and UX when selecting a new technology?
Q4. What are some of the biggest complaints you’ve received from job seekers or employees about UI or UX for any of your HR platforms?
Q5. What mistakes have you made in the past when designing the user experience for an HR software implementation?
Q6. How do you achieve consensus for UI or UX when employees have different opinions about what looks good and works well and what doesn't?
Q7. What recent modifications have you made to improve UI and UX for your organization’s talent acquisition platforms—from the careers page through the application process?
Q8. What advice can you share with HR professionals for designing and implementing UI and UX for newly purchased HR software?