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Week 6 – Document design work and search for jobs

  • Post author: Devendra Kumar
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responsive web design in adobe xd week 6 answers

Test your knowledge on handing off designs, 1. when building websites, what type of team members are crucial in building the ux team’s vision select all that apply..

  • Data scientist
  • Program manager

2. Fill in the blank: Designers provide mockups, prototypes, and ____ so the engineering team can begin the coding process.

  • research reports
  • case studies
  • specifications

3. How does a designer determine when their designs are final before sending them off to the engineering team?

  • If the design passes usability studies and participants seem mostly satisfied with the design, then it’s ready to be delivered to the engineering team.
  • As long as assets have been finalized and the designer believes the product looks good, then it’s ready for the engineering team.
  • If the designs are true representations of the intended user experience, assets are finalized, and users are able to interact with the designs without external guidance, then it’s ready for the engineering team.
  • As long as design specifications have been finalized, then it’s ready to be delivered to the engineering team.

Test your knowledge on portfolio case studies

4. what are the typical components of a case study select all that apply..

  • Project goal and objectives
  • Usability study participant profiles
  • Outcome of the project
  • Designer’s role in the project
  • Process the team followed

5. Fill in the blank: You complete a case study on your latest design project and add it to your portfolio. You should present your case study in a clear and _____ way to tell recruiters what they need to know as quickly and efficiently as possible.

6. fill in the blank: sharing case studies in your portfolio is important because case studies are a visual demonstration of your _____. select all that apply..

  • ability to see an idea through from start to finish, despite challenges
  • willingness to collaborate with a team
  • design knowledge
  • interests and hobbies

7. You complete a design project for a photo sharing app and want to create a case study for your portfolio. What should you include in the case study to show recruiters you would be a strong candidate for a UX design role? Select all that apply.

  • Rough drafts of every idea
  • Sketches, wireframes, and final polished designs
  • Disagreements with team members
  • Explanation of learnings from the design process

Weekly challenge 6: Document design work and search for jobs

8. a design team completes their high-fidelity prototype of a responsive website. they confirm that the designs represent the expected user experience. what is the next step for the design team.

  • Sharing the designs with stakeholders
  • Confirming design choices with potential users
  • Handing off the designs to developers and engineers
  • Writing the code for the front-end interface

9. What is the difference between a back-end developer and a front-end developer?

  • There is no difference, the only task that changes is what a developer is working on.
  • A back-end developer writes code to enhance website accessibility; a front-end developer writes code to streamline information architecture.
  • A back-end developer writes code for the digital product’s architecture and data storage based on the UX sitemap and functionality; a front-end developer writes code for the user-facing elements based on UX designer specifications.
  • A back-end developer writes code for user interactions that are seen by the end user; a front-end developer writes code for website architecture that is rarely seen by the end user.

10. When you want to share a project and receive feedback on the design, what choice should you make under the “View Settings” menu?

  • Development
  • User Testing
  • Design Review
  • Presentation

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Devendra Kumar

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Elite Human Capital

Executive search. recruitment. talent advisory. career coaching. outplacement., case studies in the recruitment process – an assessment method for gathering data on a candidate.

a case study needs to tell recruiters what they need to know

Recently I started recruiting for a management consulting company who uses client case studies as part of their selection process. For them, it has proven to be an effective way of gathering information on a candidate to assess suitability.

To better understand the use of case studies in the recruitment process, my assistant Laura and I did research into the topic, this blog post is to share that information with you.

An overview of case studies in the recruitment process

Case studies are used as a method of competency measuring. Competency methods can focus on technical abilities, social and behavioural skills, or a combination of the two.

Case studies are most popular in management consulting (though they are used in some other industries) since they are able to mimic the kinds of tasks that would be required in the job.

They are done face-to-face during a specified time slot or given to the candidate to complete in their own time.

See Hiring by Competency Models, Patty Grigoryev (2006)

University of Sydney, Case study interviews https://sydney.edu.au/careers/students/applying-for-jobs/interview-tips/case-study-interviews.html

Research on case study efficacy

The premise behind administering a case study as an assessment method is that it offers a level playing field, to some degree, by allowing shortlisted candidates to demonstrate their technical abilities and personal qualities irrespective of past experience and qualification(s).

Case studies enable interviewers to see the strengths and weaknesses of candidates in action, including:

  • Engaging in logical and analytical reasoning.
  • Thinking creatively and generating innovative solutions.
  • Problem-solving.
  • Working under time pressure.
  • Effective communication skills, including presenting in front of one or several interviewers and using a whiteboard to express concepts.

Case studies are detailed in their nature, add cost to the overall recruitment process (because they require time and resources to administer) and are often one of the final stages in the recruitment process.

Reducing the risk of a bad hire

It is well-established that the costs of a bad hire for a business are huge, especially in leadership roles where it can affect the performance of the whole team.

The hard costs of a bad hire are estimated to range between 50% and 200% of the first-year salary. In management consulting, a bad hire cannot only affect the internal team – a poor client experience can have significant impacts from a brand and billing perspective.

Finding ways to reduce the number of bad hires isn’t easy, case studies have been developed to provide additional data points to make a more informed hiring decision. Using competency modelling methods such as case studies, it has been shown to increase success in hiring decisions, with the most significant improvement stemming from a better culture fit.

Talent Management 360, Using case studies to recruit talent https://talentmanagement360.com/using-case-studies-to-recruit-talent/

Case studies and management consulting companies

Big 4 accounting firms and strategy consulting houses like McKinsey and Bain consistently use case studies in their recruitment process, for example:

PWC appears to only use case studies in relation to taxation and when hiring recent graduates. They are described as “provide students with realistic fact situations in which a number of tax problems and opportunities can be identified”. They acknowledge that law students and business students may choose to approach them differently and give some background regarding the issues and deliverables expected, such as that students are expected to “incorporate a certain amount of tax planning into their solutions”.

https://www.pwc.com/us/en/careers/university-relations/tax-case-studies.html

By contrast, Deloitte’s approach is broader. The case interview is designed to assess problem-solving and analytical skills, as well as logic and strategy. However, it is also designed to give candidates an insight into their prospective role, since the cases align with real projects. They clearly step out a five-step approach that candidates should use to address the case interview and give a list of helpful tips that they recommend will help interviewees get the most out of the experience. There is also an interactive case interview practice website ( http://caseinterviewprep.deloitte.com/ ) designed to assist.

https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-careers-case-interview-tips.html

McKinsey & Company who are notorious for gruelling recruitment methods, with some prospective employee’s having up to 20 interviews before receiving an offer, including a compulsory case interview.

McKinsey offer four example case interviews, which can all be found at this link:

https://www.mckinsey.com/careers/interviewing

Bain states that any candidate applying for a consulting role should expect a case interview, and those cases will be based on Bain’s client work. They provide two examples, as well as a mock interview for candidates to watch:

https://www.bain.com/careers/interview-prep/case-interview/

Capital One

Capital One also has a detailed case study guide which demonstrates what they will assess (problem solving and analytical skills) as well as providing examples:

https://jobs.capitalone.co.uk/business-analyst-case-study-guide

Time allotted

The PWC case studies are to be done in the student’s own time, but there is a general guideline offered: “The time required of the student to complete the case requirements will vary greatly, depending upon the level of tax knowledge of the individual student, their software skills, and the number and type of issues in each case. As a very general guideline, each case study, with all issues included, should require not less than 10 hours of issue formation, research, and analysis by a graduate tax student, before the final deliverable(s) are developed.”

Deloitte’s case interview preparation page states that each case is 15-20 minutes long but does not give any set time limits and there is no suggestion that responses are timed.

See PWC Case Studies in Taxation https://www.pwc.com/us/en/careers/university_relations/documents/Case-Studies-in-Taxation-2018.pdf

Measuring the responses

PWC’s case studies are designed to test both technical skills (tax knowledge, Excel ability) and broader skills such as problem solving and creativity. It is stated that the ‘deliverables’ can be in many forms including “a letter to the client identified in the case study, a memo to the client file, or preparing a ruling request for the IRS. Some case study users require oral presentations. These may take the form of a straight presentation or role-play in the setting of a client meeting, resolution of an audit, or representation of a client in a court.” Actually measuring these is not expressly dealt with, but the document does provide a set of solutions to each case study for comparison, akin to a marking key.

By comparison Deloitte is focused less on finding the ‘right answer’ and emphasises that candidates will do well by clearly demonstrating a logical thought process. Having a clear structure and acknowledging any assumptions are listed as recommendations. Possible answers are given in the example attached and they focus on having both justifications and implications for each point. It’s all about the ‘how’ rather than the ‘what’. For numerical/technical questions however, there is a clear right and wrong.

Other methods of work sample testing

There are alternative methods for collecting data points on a candidate, these include: written questionnaires, take home or in office real life job tasks, online assessment tools and group assessment centres.

One hiring manager I was recruiting for would take a full two hours to conduct an interview with a candidate. In the first hour he would cover off behavioural and company ‘fit’ questions, in the second hour he would launch into a long list of technical questions, including real case study examples from working at his company.

This thorough approach made the hiring manager more confident in his decision to hire the individual (or not hire if the candidate wasn’t strong enough).

Here are some other quality articles on evidence based interviewing and testing.

  • The Case for Evidence Based Interviewing: Part 1 and Part 2
  • Assessing Soft Skills

When I’m engaged to conduct a recruitment process for a client I recommend gathering as many data points on the candidate as possible – including a type of work sample, if possible.

I’m always looking for ways to help organisations recruit better. Leveraging years of experience in corporate recruiting I can assist with finding the bottlenecks and weak points in your hiring process and improving hiring outcomes.

Find out more about my services here: https://elite-human-capital.com/consulting-services/

To talk with me about how I can help, make contact today.

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Case studies during job interviews: how to protect your work

Jul 29, 2021

Case studies during job interviews: how to protect your work

You’ve landed an interview for your dream job, but making sure you get hired is a whole other story. The recruitment process can be long and demanding with five or more steps. One of them may include asking you to do a case study interview. What are case studies exactly? How common are they? Can it be unlawful for a recruiter to ask for one? Here we look into this particular step during the hiring process and how you can protect your work.

What are case studies?

Are you new to the concept of case studies during the hiring process? The first thing to note is that a case study interview puts you in the driver’s seat. You’re given a real business problem or scenario to work through and solve. You will probably be required to do one if you’re applying for a role in management consulting, although they are also used in other industries. Most case study interviews are conducted face-to-face with a recruiter or a panel in a session that usually lasts 20 to 30 minutes.

Case study interviews are different from standard interviews, as they involve working through a business problem to reach a logical conclusion. The idea is to put you in a situation that mimics the work you will be doing and give the interviewer an insight into how you might perform on the job. The case may be given to you verbally or in writing. Then you’ll be asked to describe the assumptions, strategies, and steps you’re using to solve the case out loud or in writing within a specific period.

The type of problem will vary depending on the employer and the role. There are a few common types of cases you may be faced with: real or theoretical business scenarios; those that test your numeracy skills and ask you to estimate figures; those that expect you to interpret graphs or charts; those that test your skill at developing corporate and business strategies; those examining profitability or growth opportunities.

If the scope of the issue worries you, remember that having in-depth knowledge of the industry on which the question is based is not necessary . Nonetheless, it is useful to have an understanding of basic business principles and current affairs in the corporate sector. Doing some research on the company before the interview to find out more about its work and clients is helpful.

Working through a case study allows you to show your skills and your ability to work through a problem in real-time. The recruiter may also be assessing personal qualities such as your capacity to stay calm in a stressful situation.

Are case studies legal?

Case studies have become common in some hiring areas, but does this mean they are always entirely legal? According to Suzanne Staunton, an employment barrister and partner at JMW Solicitors LLP, asking an interviewee to do a case study is unlawful only when the company looks to flout the law. “By way of example, if the request is in some way harassing or discriminatory in nature, it will of course be unlawful,” she said. “If the case study request is not genuine and it is an attempt on the company’s behalf to get free work, then potentially it could amount to negligent or fraudulent misrepresentation.” If this happens, can the interviewee do something about it? Yes, but it can be “expensive to pursue ” and it is “ usually hard to prove,” said Staunton, adding that costs may be recoverable if the interviewee wins.

Should you be paid to do a case study?

An employee must be paid by an employer. But what happens when the person performing the work is not employed by the company? Is it legal for a recruiter to ask for a case study, which is a type of labor, without paying the interviewee? According to Staunton, as long as it remains a genuine recruitment exercise with no intention on the firm’s part to use the work, “then there is no limit to what a company could ask you to do and it is a matter for the interviewee what they will accept,” she said. In other words, as long as you agree to perform the work during a hiring process, it is legal for the recruiter not to pay you.

If you find yourself in a situation where you have done a case study but didn’t even get a response from the recruiter, you are allowed to ask the company “to irretrievably delete the case study,” said Philip Partington, an intellectual property partner at JMW Solicitors LLP. However, “taking this course of action is likely to result in the interviewee not being considered for future roles,” he added.

Your work was stolen, now what?

If you realize that the recruiter has used the work you did for the case study afterward, you may be tempted to consider taking legal action. So what are your options? Partington says the interviewee owns the copyright of the item or piece of work. Hence, “if the interviewer uses the item or piece of work, then it infringes their intellectual property rights,” he said. If the company didn’t hire you, Partington says you can bring a claim against it for that item or piece of work. But “this could be very expensive for the interviewee and may not result in much by way of damages,” he said.

Moreover, if a recruiter ends up using the work you’ve done for a case study, “it could potentially amount to theft,” said Amy Shaffron, a criminal partner at JMW Solicitors LLP. “But as it is very hard to quantify the loss, it is unlikely the Crown Prosecution Service would seek to prosecute it.”

While case studies may be demanding and may sometimes be on the verge of legality, the means you have to protect your work and your rights are limited. At the same time, you have the right to refuse if you are asked to do one although doing so may prevent you from getting the job or being considered for future roles within the company.

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Tips for Using Case Assessments in the Hiring Process

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Case assessments are a great way for companies to evaluate the capabilities of a job candidate. As a hiring tool, case assessments provide employers a sense of how the candidate analyzes information to make decisions and how effectively they communicate their ideas and recommendations. Recruiters can use off-the-shelf case assessments for quick and easy implementation, customize the content to better match the job and skills under assessment, or create their own content to maximize relevance to the organization’s jobs and strategy. Whichever option companies use, there are several factors to consider when selecting and developing case assessment content. 

Using case assessment as a key strategy in the selection process starts with identifying the job-related skills that are under assessment. Companies are frequently looking for candidates to demonstrate their ability to analyze information, prioritize responsibilities, offer alternative perspectives, make judgments and recommendations, and communicate their ideas effectively to the intended audience. Applicants are often eager to demonstrate their job-related capabilities, and are more likely to perceive the assessment method favorably and feel positive about the process when it is relevant to the job (Pulakos, 2005). By identifying the skills under assessment first, the case scenario can be better tailored to show how the candidate will respond when faced with a similar situation on the job, provide them the opportunity to showcase their talents, and leave them with a positive impression about the organization and the position for which they are applying. 

Because the skills under assessment are most often multi-faceted, case assessments are often complex. Candidates are generally asked to meet a challenge, solve a problem, or answer a question by engaging in a series of tasks, such as gathering and analyzing information, examining alternative solutions, and proposing the most effective solution using supportive evidence. They may be expected to research or utilize data and other information related to the profession such as market studies, financial documents, etc. 

Although they tend to be complex, case assessment exercises are generally time limited and should not be burdensome or exploitative. Keep in mind that candidates have other demands on their time; guidance varies, but we suggest keeping case assessment content to 1-2 pages in length and the assignment achievable in 1-3 hours (Sher, 2019).  Recognize that candidates may also be concerned that employers will take advantage and use their intellectual work on the case assessment even if they’re not chosen for the position (Pulakos, 2005).

Case assessment content should to be clear, sufficiently detailed, and resourced so the qualified applicant can meet the presented challenge and effectively demonstrate their capabilities to the employer.  Given this, when designing the case content consider the following key elements:

  • Case scenario
  • Supplementary information or data 
  • Expectations and instructions for completing and submitting their materials 

Each of these elements are described in greater detail below.

A. THE CASE SCENARIO

Provide applicants relevant and sufficient information on the background of the case and the current business challenge, problem, or question to be addressed along with outcomes that would indicate a successful resolution.

  • Background. Set the stage for the case assessment by providing a reason for the case study and background information about the company (history, market position, etc.) as well as the relevant topic, product, or service that is the subject of the case.
  • The Business Challenge. Describe the main, current challenge or problem that needs to be resolved or question(s) needing answered. Include facts and other key pieces of information pertaining to the current challenge. Previous attempts to solve the problem that have failed can also be addressed here.

Examples:  

The company is wanting to determine the feasibility of introducing a new product…

The company needs you to prioritize the completion of the following tasks within a given deadline…

  • Desired Results: Depending upon the nature of the challenge, you may want to share with the applicant key results or outcomes the company is seeking upon the successful resolution of the challenge, problem or question. 

Examples:   

The company will have a comprehensive understanding of the competition and potential markets…

The company will have a plan for effectively completing the given tasks.

B. SUPPLEMENTAL INFORMATION

Consider providing additional information such as internal reports and communications, organizational charts and strategic planning documents, key trade publications, raw data, or links to open sources (e.g. website, social media) useful for investigating the challenge or problem.

C. INSTRUCTIONS FOR THE APPLICANT

Be specific about your expectations for formatting and submitting work and how it will be assessed.

  • Deliverable. What the applicant should provide to the company (e.g. 2-3 page report including 1-2 recommendations; letter to a client/customer; ideas and suggestions memorandum).
  • Additional formatting requirements/special instructions. Any specific format or document type the candidate should use or incorporate (e.g. tables, graphics, Excel).
  • Evaluation. The criteria on which the applicant will be evaluated. For instance, you may be evaluating their ability to think critically by making comparisons, assessing the quality of information, or forecasting outcomes, and their communication skills in their ability to write effectively. Rubrics or other evaluation measures to assess applicants’ work and ensure equity and consistency in evaluation of candidates may also be shared with the candidate to promote transparency and encourage their confidence in the process.

CapSource is always looking for ways to connect companies with motivated, qualified candidates and help individuals demonstrate their capabilities through real-world applications. Case assessments are a great way for companies to gather additional data points and essential information to make good hiring decisions and for applicants to demonstrate their job-related capabilities in the hiring process. Let CapSource help you to integrate case assessments into your recruitment and hiring processes by visiting our Open Cases Library of curated business cases, or create your own case assessment using our Case Assessment Builder ! 

References:

Pulakos, E. D. (2005). Selection assessment methods: A guide to implementing formal assessments to build a high quality workforce. Alexandria, VA: Society for Human Resources Management.

Sher, R. (2019). How To Use ‘Case-Study’ Techniques To Ensure Successful Executive Hires. Forbes. https://www.forbes.com/sites/robertsher/2019/12/04/how-to-use-case-study-techniques-to-ensure-successful-executive-hires/?sh=695b733e4d47  

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Skills-based success: 10 recruiting case studies

Skills-based success: 10 case studies for skills-based hiring

The working world has been turned on its head with the pandemic, the Great Reshuffle, and the resulting skills shortage. Companies are searching for a powerful, sustainable way to recruit and retain talent, and 73% of them are now opting for skills-based hiring practices.

Skills-based recruitment practices are for everyone. Don’t believe us? We've put together 10 recruiting case studies that demonstrate how different individuals, industries, and regions have successfully implemented skills-based hiring.

Table of contents

What's the purpose of a recruiting case study, 3 personal recruiting case studies, 3 recruiting case studies by industry, 4 recruiting case studies by region, looking for more recruiting case studies, the state of skills-based hiring 2023.

Read TestGorilla's annual report to discover why over 70% of companies chose to adopt skills-based hiring methods in 2023.

The state of skills-based hiring report

In recruitment, case studies are helpful tools for employers seeking to build, develop, or optimize their recruitment processes. They can be great sources of information and inspiration. By understanding the successes and failures others have had with their hiring processes, hiring managers can take any relevant learnings without having to make the same mistakes that others have.

To make these recruiting case studies relevant for as many people as possible, we've divided them into personal case studies, case studies by industry, and case studies by region. Let's dive in.

Let’s first look at the personal stories of some stellar individuals who were recruited into their ideal industries using skills-based practices. These people didn’t have traditional backgrounds, but because of their unique skills, they got into amazing roles. All that was needed was a chance to prove those skills during recruitment.

The individuals benefitting from skills-based hiring: Personal recruiting case studies

1. Justin Hutchinson

Justin Hutchinson wanted a future in football, but he was faced with a hard choice at age 14: Focus on his career prospects or take care of his father with cancer.

Justin, of course, chose his father and has never regretted that choice, but it did mean giving up the chance of achieving his dream job.

After his father’s passing, Justin attended a community college to fulfill his father’s wish for him to get a degree. To pay rent and living expenses, Justin got a job at a smoothie franchise.

His aim was to simply support his cost of living by making fast food – but it turns out Justin’s real skill was people and communication.

Justin would study the cars that drove up, memorize their orders, and have them ready so he could spend time talking and getting to know the customers instead of making drinks.

One of Justin’s customers was a chief executive of a marketing company and was so impressed with his people skills, he offered Justin an internship.

It wasn’t long before Justin used his soft skills to turn that internship into a full-time position. He dropped out of college, poured his heart and soul into the role, and attained the role of Director of Business Development.

Justin attributes his success to his best skills:

Workplace empathy

Strategic and critical thinking

Sales management

Justin didn’t have a typical marketing background – his experience was a partial college education with no degree, on-the-job experience (and not a traditionally “relevant” job), and his internship.

Not everyone can find the perfect marketer in a charismatic smoothie server, but online skills testing holds the same principles: Look at abilities first and ask questions later.

Sales and marketing are industries that are uniquely dependent on soft skills, which makes skills-based hiring an obvious choice for recruiting. For information on how it helps with the tricky subject of ramp time, read our article on skills-based hiring and ramp time.

2. Latisha Carter

Latisha Carter had a dream of excelling in corporate America, but she never got the opportunity to attend college.

At age 17, Latisha became a single mother. This put her dreams of college on hiatus for the foreseeable future.

Three years later, after having another child, Latisha got a job as a nursing assistant. But she still couldn’t shake her desire to make it in the corporate world.

She secured a call center job with NCR, a software company, driven by their offer of extensive employee training. 

Offering extensive upskilling and reskilling is one of the best things you can put on the table for potential candidates. A study by Lorman showed that 59% of Millennials believe that development opportunities are extremely important when deciding whether to apply for a position.

Latisha used her experience at NCR to get a role in customer service at the software company Sage.

With determination and hard work, she continued to work her way up for 20 years until she became a director at Xero, an accounting technology company.

Latisha is now proudly a director in corporate America with no college degree. Her company is reaping the benefits of her presence and skills. 

In the second half of 2021, Xero’s approach to skills-based hiring and its emphasis on diversity pushed a 7% increase in racial and ethnic diversity.

Jana Galbraith, the executive general manager for people experience partnering for Xero, says: “ [H]istorically, hiring based on degree exclusively has perpetuated discrimination .”

This boost is great news for Xero because the benefits of diversity are broad and include increased productivity, innovation, and financial performance.

Latisha’s struggle to succeed is unfortunately common for working mothers. To learn more about this, read our article on the motherhood penalty .

3. Cindy Veach

Cindy Veach didn’t have a traditional background. She had all the tech know-how, but she only had experience involving massage therapy and social services.

But she had the skills and she knew it. Cindy says it was a happenstance that she stumbled upon her perfect role; she just wanted a role where she could use her best talents.

“I was looking for jobs I had the right skills for, organizational skills in particular,” said Cindy.

She happened upon a tech administration apprenticeship program at IBM. Before then, she saw her tech skills as just a hobby and never imagined herself in the tech industry – but she applied and was accepted.

Cindy had a steep learning curve ahead of her. She possessed the base tech skills but needed the training to reach the right level.

She attributes much of her success to the flexibility of her mentors. They continually told her that if a path “didn’t feel right,” she was welcome to experiment and try something new.

At the end of the apprenticeship, she applied for a network operations technician role and was hired. She took a position with flexible work options so she could still care for her two children comfortably. 

Skills-based hiring made this outcome possible. Cindy’s communication skills, digital expertise, and problem-solving abilities helped her secure her role, and the focus on continuous improvement is helping her develop it .

She says that the combination of her appetite for learning and her employer’s support for her success is the perfect duo for creating limitless growth.

We’ve heard plenty of people say “skills-based hiring doesn’t work in my industry.” But that’s just yet another myth we’ve debunked . Let’s take a look at a handful of case studies about how companies within certain industries have succeeded with skills-based recruitment initiatives.

The industries using skills-based hiring: recruiting case studies from different industries

4. Healthcare

Healthcare administration is an industry that’s notoriously difficult to get into. Between receiving a bachelor’s degree and completing a master’s program, it can take six to eight years of rigorous commitment.

However, more opportunities are arising that allow equally qualified candidates to get in without obtaining specific educational requirements.

Sam Saucedo-Hernandez had a tumultuous life, but she only ever wanted a solid career. As a child of parents who emigrated from Mexico, she wanted to be the first generation in her family to attain a degree.

Sam watched her parents struggle with low-wage jobs and promised herself she would do better for herself.

Her first attempt was at law school where she spent several years studying hard. Sam was ecstatic to get her degree and begin a career in law.

But two weeks after she got her associate of science degree, the school got shut down for fraud, leaving Sam jobless and $60,000 in debt.

Sam faced many challenges, but the turning point in her story was the day she received a letter promoting a no-cost medical administrative assistant job training program from JVS.

JVS is a program that helps people build skills and find solid career connections – particularly in the healthcare industry.[1]

JVS has seen amazing success with over 500 employer partners and an emphasis on promoting diversity: 88% of their participants are Black, Hispanic, Asian, or a wide range of other ethnicities.

Sam applied for the program and was accepted. She secured a position as a medical administrative assistant, but her training has led her to her current role in the audiology department.

Though she’s fortunate for her position, Sam says she’s still looking forward, wondering where her skills can take her from here. 

Programs like JVS are working tirelessly to make more stories like this possible. With a focus on skills over experience, they bring in valuable candidates to industries that may otherwise be restricted to them.

5. Manufacturing

Steelcase, a furniture manufacturing company, wanted to build a fairer place for employment opportunities and encourage better representation for employees of color. So they adopted skills-based hiring practices.

They’re far from the only ones. According to TestGorilla’s State of Skills-Based Hiring report, 85% of businesses in 2023 had the goal to increase diversity.

And companies are succeeding at this by implementing skills-based hiring: 91% of organizations saw an increase in diversity due to skills-based hiring.

Steelcase realized that if they truly wanted to boost their DE&I initiatives , traditional hiring methods wouldn’t do.

They decided their hiring processes needed to be revamped for the better, so they adopted some new practices:

Prioritizing skills over resume and pedigree

Removing experience requirements wherever possible

Favoring continuous improvement over perfection

Revamping job descriptions to reduce biased language

Prioritizing diversity among equally qualified candidates

Steelcase decided that practices like these would enable them to reach diverse talent organically, and it worked. Since the program started, Steelcase’s new hires are 55% women and 30% racial or ethnic minorities.

Steelcase’s initiatives are amazing, so we encourage similar active moves to boost diversity. To read more about this topic, read our blog on why being intentional about workplace diversity is non-negotiable .

6. Software

ADP, an HR management software company, adopted a recruiting strategy to focus on skills , rely less on credentials, and make an effort to provide opportunities for candidates with nontraditional backgrounds.

This strategy included training talent acquisition professionals on best practices, hiring specific diversity recruiters, removing degree requirements from high-volume recruiting roles, and leveraging better training and mentorship for new hires.

What were the results? ADP saw great success in one year:

An increase in the number of candidates with no college degree

An increase in Black representation in the candidate pool

An increase in Hispanic representation in the candidate pool

This program was heavily inspired and backed by Maria Black, the chief executive of ADP, and her strong belief in corporate social responsibility.

She has a strong passion for supporting working women, veterans, and other underrepresented talents.[2]

Maria is an excellent example of the power of leading from the top. When your company’s leadership supports a great cause, it benefits both employees and company alike and builds a better organizational culture .

Next, let’s take a look at some case studies about the regions and countries that are taking on skills-based recruitment practices. For more on this subject, check out our post on skills-based hiring around the world .

The countries and regions using skills-based hiring: recruiting case studies from around the world

7. Maryland, USA

In 2022, the state of Maryland dropped four-year degree requirements for thousands of jobs in the government sector.

The aim of this initiative was to draw attention to the value of alternative credentials and experience. State officials want to give people a better shot at securing a stable, fulfilling job.

Governor Larry Hogan was quoted as saying:

“[W]e are ensuring qualified, non-degree candidates are regularly being considered for these career-changing opportunities.”[3]

Over 38,000 people work for the state of Maryland and it’s estimated that more than half of those jobs can be performed by people whose alternative skill routes can easily substitute for a college education.

These alternative routes include:

Life experience

Non-relevant job experience

Hobbies and volunteer work

Alternative training

Community college education

Maryland estimates that about 47% of its working population are STARs (skilled through alternative routes). That’s 2.8 million workers, and these people need solid opportunities – opportunities that they can access through skills-based hiring.

To learn more about how unnecessary degree requirements are holding top talent back, read our blog on degree inflation .

8. Indiana, USA

Indiana’s tech leaders are struggling to attract and retain great talent. They’re facing a major skill shortage and they can’t solve it with the “usual” hiring methods.

Traditional recruiting methods exclude over 95% of Indiana’s workforce.

Indiana has a workforce of 3,332,239 people, but consider this:

A four-year degree requirement removes 75%

Biases can eliminate up to 30% of the pool

Requiring specific past experience removes 93% of the talent pool

With all of that in mind, a pool of more than three million candidates is reduced to just over 42,000.

Indiana’s Office of Technology (IOT) realized that skills-based hiring practices could fix this problem and solve their shortage.

They started by removing degree requirements from most job descriptions, then took the next step and started offering reskilling opportunities to workers from alternative industries, such as line cooks and truck drivers.

Tracy Barnes, IOT’s chief information officer, said that the results of the program have been positive and they’re “very pleased” so far. She also said that she’s equally excited to see the positive life impacts for the candidates involved.

9. Asia-Pacific

Skills-based hiring is quickly gaining traction in the Asia-Pacific area.

One study showed that 79% of businesses in the Asia-Pacific area look for skills when hiring versus the 21% that prioritize education and experience.[4]

The same study found that internal mobility is more important than ever and that companies want to prioritize gender equality and disability inclusion . These points can also be accomplished by adopting skills-based hiring.

Asia-Pacific is looking to skills-based practices to improve the future of their recruitment processes, but Singapore-based TruTrip is already reaping the benefits .

TruTrip is a business travel management company that needed help assessing candidate skills and hiring the best candidates, so they gave TestGorilla a try.

Here are a few ways that TestGorilla’s pre-employment skills testing helped TruTrip’s recruitment processes:

Gives them a way to objectively assess applicants’ skills and knowledge

Helps them eliminate bias from the hiring process

Enables them to consistently make better hiring decisions

Reduces their reliance on resume screening

Enhances teamwork and communication

Improves the employee experience of new hires

According to Hugh Batley, the founder of TruTrip, their new hires are a better fit. These employees become great contributors and have a better initial experience with the company.

TestGorilla also helps TruTrip save thousands of dollars by reducing the chances of a costly mis-hire. 

This isn’t unusual. According to TestGorilla’s State of Skills-Based Hiring report, 92.5% of organizations using skills-based practices saw a reduction in mis-hires in 2022.

10. The UK and the EU

The UK and the EU have developed a strong focus on skills over the past few years.

Interest in skills-based hiring in the UK rose 63% from 2021 to 2022 . This drastic increase is due to employers wanting a wider talent pool and candidates prioritizing and valuing their alternative experience.

This move is helping job opportunities reach the 73.6% of people in the United Kingdom who don’t possess a four-year degree. [5]

As for the European Union, they developed the “Pact For Skills” program in 2020. This program was created to encourage and fund better upskilling and reskilling while also promoting greater diversity and gender equality.[6]

A good example from both areas is the British-Lithuanian bank, Revolut.

Revolut adopted skills-based hiring by using TestGorilla’s skills tests and, as a result, improved their time-to-hire by 40% .

Among many other benefits, Revolut found TestGorilla’s language tests life-saving. Assessing language proficiency is essential for a multinational company, but traditional methods are time-consuming and laborious.

TestGorilla’s language tests help Revolut to quickly and easily evaluate their candidates’ reading, writing, listening, and speaking skills. This helped them to nearly fully automate their screening process, improving time-to-hire greatly.

To read more case studies and success stories about skills-based hiring, check out our 10 stories that demonstrate the power of skills-based hiring or our collection of customer case studies .

Here are 3 top picks from our case studies:

Revolut improves time-to-hire by 40% using TestGorilla

Design Pickle uses TestGorilla to boost application completion rate by 25%

TestGorilla helps TruTrip to save money and improve employee experience

If you’d like to acquaint yourself with a solid skills-based hiring practice, browse our test library and review our skills tests.

“JVS 2022 Impact Report”. (2022). JVS . Retrieved March 6, 2023. https://impact2022.jvs.org/

“Maria Black, president and CEO”. (n.d). Business Roundtable. Retrieved March 6, 2023. https://www.businessroundtable.org/about-us/members/maria-black-president-and-ceo-adp

McGraw, Mark. (April 4, 2022). “Dropping Degree Requirements: Do Employers Still Care About Education?”. World at Work . Retrieved March 6, 2023. https://worldatwork.org/resources/publications/workspan-daily/dropping-degree-requirements-do-employers-still-care-about-education

“The Future of Talent”. (2021). LinkedIn . Retrieved March 6, 2023. https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/future-of-talent-whitepaper.pdf

“Overview of the education system”. (2022). Education GPS . Retrieved March 6, 2023. https://gpseducation.oecd.org/CountryProfile?primaryCountry=GBR&treshold=10&topic=EO

“Pact for Skills”. (November 10, 2020). European Commission . Retrieved March 6, 2023.  https://ec.europa.eu/social/main.jsp?catId=1517&langId=en

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All Med Search Blog

Case study: why recruiter training is so important.

a case study needs to tell recruiters what they need to know

I recently decided to do a survey among 25 of my candidates about their experience with recruiting agencies. Candidates ranged from Hospital CEO’s, CNO’s, Registered Nurses, Allied Health Professionals – management, experienced and new graduates.

Their experiences were also similar, whether they were working with a corporate recruiter, a contingency recruiter or a retained recruiter.

One candidate, an experienced Chief Nursing Officer (CNO), recounted her experiences with a hospital recruiter. The recruiter called her from a referral. She had done no research on her at all. She did not know how highly respected she is nor that she had very impressive experience. The recruiters questioning was basic and simplistic, and it was clear that the recruiter didn’t have any insight into the position aside from the job description provided by the hiring manager.

After talking to this CNO for awhile, the recruiter told the candidate that she probably wasn’t right for the job because she had not previously worked in a hospital of their exact size, and that was a prerequisite for this position. This came after 10 minutes of a basic phone conversation and despite her 20 years of experience, reputation, and solid credentials.

A lack of recruiting skill results causes tremendous inefficiencies and much higher costs for corporations and loss of placement fees for contingency and retained recruiters. Untrained recruiters lose many good candidates and spend too much time screening good candidates out instead of screening the right candidates in. It seems that while unskilled recruiters in a staffing agency do not stay around very long, they seem to do well in corporate recruiting where they do not have to rely on commission and their ratio’s are seldom monitored.

I work mostly in healthcare and find that few healthcare organizations have ever surveyed their applicants on their recruiters behavior and style, whether successful or not at employing them.

Job specifications are too often are standard, were developed years ago and fail to differentiate one job from another. Too often, recruiters do not fully understand the position they are recruiting for, and many recruiters just go through a checklist filled out by a hiring manager (who had also had no recruitment training). That hiring manager may not really know what his or her top performers need to have as core competencies and also lack insight into the talent marketplace.

There are some excellent recruiting tools through technology, websites, and assessment tests that can increase the chances of finding and hiring a successful candidate. However, even these tools cannot replace the success that a skilled recruiter can in creating enthusiasm in a candidate, in finding and overcoming the candidates’ objections and in encouraging the right person for the job to take the job.

The bottom line is that when we treat good candidates poorly, ask the wrong questions questions, fail to understand what motivates them and what they are really seeking, and have untrained recruiters working the phones, we lose good candidates and create a very bad image of the recruiting industry and the organizations that we represent.

Following are six steps to filling job orders more quickly and efficiently:

1. Survey candidates about their experience with your recruiter. Find out what their overall impression of the recruiter was. Ask them if they were asked appropriate questions that they felt would distinguish a qualified candidate from an unqualified candidate. Find out if the recruiter had done any research on their background or qualifications. Get an assessment of their recruiters professionalism. Share each recruiters results with the recruiter and assign a mentor to recruiters to help them develop better skills. This should be connected with each recruiter’s success in closing placements and on how well his or her hires do and how long your recruiters stay in your organization.

2. Make certain that all recruiters have had training in communicating and negotiating with hiring managers. The only time that a position should be presented to a candidate is after a recruiter has discussed the position with the hiring manager in depth. All requirements should be verified and ensure that they are realistic so that a person for the job actually exists. Double-check each requirement for their necessity, as each one will potentially disqualify a good candidate. Requirements that can often be challenged especially years of experience. If the hiring manager asks for five years experience, clarify that someone with four years will not work. Recruiters need to learn how to challenge and how to offer alternative suggestions. The recruiter should have a carefully thought-out list of requirements, competencies, and experience for each position and hiring manager.

3. Recruiters need to truly understand their talent market and pool of candidates and be able to show the facts and figures to hiring managers about what the market is like. How many openings are there for a similar position? Who else is hiring for the same positions? How difficult is it to find qualified people?

4. Sourcing should be primarily from relationships, personal referrals and talent pools that the recruiter has developed over time. By using social networks such as LinkedIn, Facebook and Twitter, along with email, texting and other communication tools, recruiters can reduce the number of completely unknown candidates to a minimum.

5. Every recruiter should complete one or more courses in the basics of recruiting. They should be trained and skilled in inquiring about critical areas and getting the information they and the hiring manager will need to select or reject one candidate over another. And, it is essential that they know how to close good candidate and overcome objections. Finding out what candidates really want and then meeting their needs will result in more successful placements.

6. Candidates are annoyed. Good talent is difficult to find and when you do you need to ensure that they come to you. Therefore, trust and building a relationship are essential and this comes from knowledge and skill about how to recruit them. Organizations that implement the right of recruiter training will usually find and place the candidate they need and, even when they don’t place them, will always win their respect and get referrals from them – and for agency recruiters, down the road some of these candidates will become hiring managers and you will be the first person they call.

Nadia Gruzd

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I don’t know where I’d be today if it wasn’t for Nadia. I met her in 1996, just before graduating from an occupational therapy program in Cape Town, South Africa. My heart was set on moving to the United States, but I had no clue where to start my journey. Nadia made it possible, without fanfare, quietly and efficiently behind the scenes. Her calm demeanor and gentle patience made me feel secure and cared for as she guided me through the process and took care of all the bureaucratic steps that I didn’t even know existed. As it happened, soon after arriving in the United States for my first job, I met my husband and settled down to have a family. My career has flourished. I am glad I have kept in touch with Nadia all these years. She was pivotal in my life even though she doesn’t know it. If you are looking for help or for a change, you’re definitely in the right hands with Nadia. Related Orli Weisser-Pike, OTD, OTR/L, CLVT, SCLV, FAOTA – Successfully Placed Candidate
Marni was very excellent from start to finish. She took the time to communicate and went out of her way to make sure everything worked out for me. Related Sherline Etienne, Successfully Placed Candidate
Marni is very dedicated to her purpose. She was always readily available throughout my whole interviewing and onboarding process and often followed up with me to make sure the process was going smoothly. She was very kind and respectful. I highly recommend Marni! Related Qwanna Jackson, RN
Best company to work with if you are looking for professional career changes or relocation. Brent McKenzie connected me with leading companies and ensured I had competitive offers. The whole process was seamless and no pressure, getting me a position within my healthcare niche. Reach out to All Med Search you won’t be sorry! Related Tyson Fischer – Successfully Placed Candidate
Brent from All Med Search was awesome! He was very informative, helpful and knowledgable. Brent helped me secure the career of a lifetime! I highly suggest All Med Search to help in landing the career you’ve been searching for! Thank you Brent McKenzie! Related Chris Vann – Successfully Placed Candidate
All Med Search is the best recruiting company I have ever worked with. My recruiter, Marni, really cared about my career and life goals and introduced me to two jobs that were an excellent fit for me. I highly recommend All Med Search. Related Michael Walker – Successfully Placed Candidate
I had an amazing experience with All Med Search. They are professional and also very down to earth and kind. They aren’t pushy, and will always followup with you if needed. I really lucked out getting to work with Nadia, she found an opportunity for me that I literally dreamed of. I’m now on my 3rd week at my new job! Thanks All Med Search! Related Sheila Youlio, CPC
I absolutely love this company! Jerry is amazing! After contacting him, he was able to get me an interview for 3 positions! Not 1 but 3! I got an amazing new job waiting for me with incredible benefits! Jerry is always available. Thank you so very much Jerry, I look forward to starting a new chapter. Related Tammi S. – Successfully Placed Candidate
Marni is the BEST!!! She made sure I was taken care of every step of the way. There was a bump in road and she smoothed it out. Because of her, I’m where I love and I’ve wanted to be here over 3 years ago. Thank you so much. She went above and beyond for me! Related Tonya Captain, Successfully Placed Candidate
My Recruiter Brent, was there for me from the start of my application process to my offer letter! He not only answered all my questions but helped when I was anxious about the interview process & moving cross country. I am so thankful that All Med Search provided a recruiter like you that goes above & beyond!! I truly appreciated all your help! You’re the best!! Related Jacqueline Matthews, Successfully Placed Candidate

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Responsive Web Design in Adobe XD Coursera Quiz Answers

Responsive Web Design in Adobe XD Coursera Quiz Answers

Hello Friends in this article i am gone to share Coursera Course: Responsive Web Design in Adobe XD by Google All weeks quiz answers with you..

Enroll: Responsive Web Design in Adobe XD

ABOUT THIS COURSE

Responsive Web Design in Adobe XD is the sixth course in a program that will equip you with the skills you need to apply to entry-level jobs in user experience (UX) design. In this course, you will design a responsive website using Adobe XD, a popular design tool. You will complete the design process from beginning to end: empathizing with users, defining their pain points, coming up with ideas for design solutions, creating wireframes and prototypes, and testing designs to get feedback. By the end of this course, you will have a new design project to include in your professional UX portfolio.

WHAT YOU WILL LEARN

  • Apply each step of the UX design process (empathize, define, ideate, prototype, test) to create a responsive website in Adobe XD.
  • Plan information architecture and sitemaps for website designs.
  • Apply common layouts for web pages.
  • Complete a design project and include it in your professional UX portfolio.

SKILLS YOU WILL GAIN

  • User Experience (UX)
  • Usability Testing
  • User Experience Design (UXD)

WEEK 1 QUIZ ANSWERS

Optional – test your knowledge on problem statements.

Question 1) What are the components of a problem statement? Select all that apply.

  • User characteristics

Question 2) Consider the following sentence: “Andre is a competitive eater who needs to find an app that will balance their competitive billiards schedule because they are planning a special event next month.” Is this an example of a good problem statement?

WEEK 2 QUIZ ANSWERS

Test your knowledge on ideation techniques.

Question 1) Imagine that you kickstart the ideation process to translate issues your users experience into opportunities for design. You choose an ideation method that encourages designers to explore ideas, stay open-minded, and collaborate. Which method does this reflect?

  • Wireframing
  • How Might We

Question 2) Which ideation method involves brainstorming ideas under a specified time limit?

  • Crazy Eights
  • Competitive audit

Test your knowledge on website structures

Question 1) Which website structure allows users to follow their own path because content is linked in several ways?

  • Sequential model
  • Hierarchical model
  • Matrix model
  • Database model

Question 2) Hermes wants to create a web page design for a research database that makes it easy for users to search for information. Which website structure should they use?

Question 3) Javier starts work for a new client. The client wants Javier to design the look of a website plug-in for the quizzes on their educational platform. They want students to see one question at a time rather than the whole quiz. They want a simple yet modern look. What type of structure model should Javier use?

Question 4) What are the advantages of using common website structures? Select all that apply.

  • Tested and effective
  • Improved navigation
  • Timeless design
  • Meet user expectations

Weekly challenge 2: Create a sitemap for a website

Download file..

WEEK 3 QUIZ ANSWERS

Weekly challenge 3: refine wireframes to meet standards, week 4 quiz answers, test your knowledge on wireframes versus prototypes.

Question 1) Fill in the blank: A designer is developing a retail website and wants to test how well users can add items to the cart. The designer creates a _____ to get feedback on the early design.

  • high-fidelity design
  • design framework

Question 2) A design team is developing a new app for a photo editor. They want to discuss design options with stakeholders before proceeding to the next phase. How should the team use wireframes at this point of the design stage?

  • To develop the interactive version of the final product.
  • To explore and compare multiple ideas quickly before committing to a final design.
  • To identify and solve problems related to the function of the app.
  • To test the design’s functionality and navigation.

Test your knowledge on modifying designs based on research findings

Question 1) As designers work to analyze and synthesize results from their research, what is the next step they should take after finding themes in the data?

  • Gather all data from the usability study in one place
  • Come up with insights
  • Make improvements to the design
  • Organize the data

Question 2) You receive feedback from your usability study on your gym locator app prototype. Some users reported they could not find the map view to locate gyms in their selected city. Which design modification aligns best with this feedback?

  • Add a filter based on a gym’s amenities
  • Add a map view option to the search results page
  • Add a sort option to the gym locations’ list view by distance
  • Add a link to the Google search page

Weekly challenge 4: Update low-fidelity prototype based on usability study insights

Week 5 quiz answers, test your knowledge on the basics of mockups.

Question 1 What are common elements in a mockup? Select all that apply.

  • Iconography

Question 2) Which of the following is an advantage of a high-fidelity mockup?

  • High-fidelity mockups can offer designers a basic outline of a product or screen.
  • High-fidelity mockups help designers map out a product during the early stages of design development.
  • High-fidelity mockups help designers test the product’s functionality.
  • High-fidelity mockups allow designers to make multiple iterations without affecting the design’s functionality.

Question 3) What design characteristics make a mockup different from a wireframe?

  • A mockup includes minimal details and color.
  • A mockup is clickable or highly interactive.
  • A mockup is an outline or sketch of a product.
  • A mockup is a static, high-fidelity design that closely matches the final product.

Test your knowledge on working with design systems

Question 1) Which of the following is a basic component of a design system? Select all that apply.

  • UI components
  • Visual styles
  • Editorial styles

Question 2) A design team is creating mockups for a website, and wants these mockups to incorporate solutions for multiple pages. A teammate proposes the creation of a design system to ensure consistency. Which of the following is another benefit of a design system?

  • Design systems help separate the product from the brand identity.
  • Design systems allow designers to develop standards as they move through the process.
  • Design systems help designers create scalable designs and increase efficiency.
  • Design systems house single-use elements.

Test your knowledge on creating a homepage in Adobe XD

Question 1) Fill in the blank: When creating a mockup in Adobe XD, you can add images easily by creating a ___ first, then dropping the image inside of it.

Question 2) When creating a mockup in Adobe XD, where can you find the alignment tool?

  • Property inspector
  • Assets panel
  • Components tab

Question 3) What is the assets panel in Adobe XD?

  • An order of typefaces and fonts used to create divisions to aid users in where to focus and find information.
  • A feature used to move or resize an element from a stack, and automatically move the rest of the elements, to preserve the defined spacing between elements.
  • A static high-fidelity design used as a representation of a final product.
  • A collection of the elements and preferences created in a design.

Test your knowledge on web accessibility

Question 1 Imagine a designer is creating a responsive high-fidelity webpage that should be accessible to people with disabilities. They place markers next to interactive UI elements on the page. What method is the designer using?

  • Traversal order
  • Annotations
  • Hierarchical headings

Question 2 Imagine a designer is creating a responsive high-fidelity webpage that should be accessible to people with disabilities. They apply a method to scale the size of the text based on its importance on the page. What method is the designer using?

Question 3 Imagine a designer is creating a responsive high-fidelity webpage that should be accessible to people with disabilities. They apply a method to add descriptive language to the interactive UI elements on the site. What method is the designer using?

Test your knowledge on usability studies

Question 1) What are the main goals when conducting usability studies for high-fidelity prototypes? Select all that apply.

  • Define the design problem
  • Understand how users will interact with the final product
  • Determine the design solution
  • Identify areas to iterate on the prototype and improve the design

Question 2) A designer wants to test a high-fidelity design and conduct a usability study. Which of the following is an example metric that can be used to measure the design’s success?

  • User error rate
  • Color saturation

Weekly challenge 5: Create a high-fidelity prototype for a website

Week 6 quiz answers, test your knowledge on handing off designs.

Question 1) When building websites, what type of team members are crucial in building the UX team’s vision? Select all that apply.

  • Data scientist
  • Program manager

Question 2) Fill in the blank: Designers provide mockups, prototypes, and ____ so the engineering team can begin the coding process.

  • specifications
  • case studies
  • research reports

Question 3) How does a designer determine when their designs are final before sending them off to the engineering team?

  • If the design passes usability studies and participants seem mostly satisfied with the design, then it’s ready to be delivered to the engineering team.
  • As long as assets have been finalized and the designer believes the product looks good, then it’s ready for the engineering team.
  • If the designs are true representations of the intended user experience, assets are finalized, and users are able to interact with the designs without external guidance, then it’s ready for the engineering team.
  • As long as design specifications have been finalized, then it’s ready to be delivered to the engineering team.

Test your knowledge on portfolio case studies

Question 1) What are the typical components of a case study? Select all that apply.

  • Process the team followed
  • Outcome of the project
  • Usability study participant profiles
  • Designer’s role in the project
  • Project goal and objectives

Question 2) Fill in the blank: You complete a case study on your latest design project and add it to your portfolio. You should present your case study in a clear and _____ way to tell recruiters what they need to know as quickly and efficiently as possible.

Question 3) Fill in the blank: Sharing case studies in your portfolio is important because case studies are a visual demonstration of your _____. Select all that apply.

  • design knowledge
  • interests and hobbies
  • willingness to collaborate with a team
  • ability to see an idea through from start to finish, despite challenges

Question 4) You complete a design project for a photo sharing app and want to create a case study for your portfolio. What should you include in the case study to show recruiters you would be a strong candidate for a UX design role? Select all that apply.

  • Sketches, wireframes, and final polished designs
  • Explanation of learnings from the design process
  • Disagreements with team members
  • Rough drafts of every idea

Weekly challenge 6: Document design work and search for jobs

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Cases for a job-interview in Recruiting (Human Resources)

I am currently preparing for an interview for a recuriting-position (HR) at McKinsey. They told me that I have to solve some case studies related to recruiting-tasks/-topics. Has anyone done such cases before or knows where to find them? Thanks for any hints ;-)

Best regards, Nikola

Overview of answers

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McKinsey people like to test problem-solving. You may have questions like:

  • If your time to fill a position is typically 75 days, and the hiring manager says they need it filled in 40 days, what would you do?
  • Discuss how you would handle finding a very difficult candidate

The main rule is to provide a structured approach to what you will do. It will be useful for you to go through prep lounge resources to get the basic understanding of structured problem-solving.

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Mckinsey case interviews, moving to a developing region for mbb, career decision.

a case study needs to tell recruiters what they need to know

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Rakuna

3 Innovative Campus Recruitment Cases

/blog/3-innovative-campus-recruitment-cases/ - 19-12-2021

Campus recruitment is an ever-competitive and fast-paced race to find the best candidates.

No strategy is a sure-fire in this race as recruiters adapt their approach to a dynamic generation. With recruiting tools like  ATS ,  CRM , or  SMS recruiting solutions , many businesses are developing innovative approaches to find suitable candidates.

For recruiting coordinators looking for a fresh approach, let see what innovative tricks businesses are using to reel in quality hires!

Innovative Campus Recruitment: X Case Studies

In this article, three companies of different sizes will show you how they transform their campus recruitment strategy with innovative changes to bring in qualified candidates!

National Grid US

National Grid US

“When our customers turn on their lights or gas stoves, National Grid Employees are the group of people responsible for making that happen.”

That’s the word of Valerie Rollo, Campus to Careers Manager at National Grid. The US branch is one of the biggest investor-owned energy companies providing safe and sustainable nature gas and electricity for the US population.

With 63% of the total 28,000 employees stationed in the US, this energy company’s campus recruitment strategy revolves around finding, attracting, and hiring young talent.

National Grid US and Campus Recruitment

National Grid usually recruits up to 250+ interns and over 100 recent graduates for entry-level openings. However, the global pandemic threatened National Grid’s effectiveness and ability to achieve the number.

National Grid recruiting team’s original strategy would involve approaching any career fair with print-out information and sign-up forms. At the same time, both recruiters and candidates had to jot down info with pen and paper.

This tedious process was made worse as compliance issues prevented recruiters from bringing paper resumes back to the office. The team’s overall efficiency before revamping their campus recruiting strategy left a lot to be desired. This was when Rakuna came in with a solution!

National Grid Innovative Campus Recruitment Strategy: Paperless Recruitment Using  Rakuna’s Event App

Rakuna Event app

National Grid is one of many big companies going against the stereotype that “ Big companies can’t innovate .” It took less than three months for National Grid US to move from testing Rakuna’s Event App to implementing it to every recruiter attending career fairs across the US.

Rakuna’s recruiting event solution allows users to effortlessly retrieve candidates’ information on a resume with just a picture snap. This feat is achieved using Rakuna’s OCR technology, the “bread and butter” of our event app.

OCR technology also enables Rakuna’s later clients to recruit during and immediately after the global pandemic safely. Going paperless means less hassle managing paper resumes on-event and fewer points of contact for potential infection of the Covid-19 virus.

National Grid’s team also benefited from the automated Post-Event Messaging and Post-Event Survey. Recruiters can redirect candidates to the company’s career site, but even better is that these post-event processes are entirely automated. Those are just two of many features the Event App employs to support the National Grid recruiting team. The data produced by Rakuna’s extensive analytic suite also sheds light on event performance.

national grid-achievements-Rakuna-Event App

With National Grid, we will let the numbers do the talking. Within a year after implementing Rakuna’s event app, the recruiting team managed to:

  • Cut down up to 60 hours of manual paperwork.
  • Easily review post-event data and confidently use reliable ROI analytics to become more strategic in hiring people in the Energy industry.
  • Since its implementation in 2017, National Grid has been receiving  an increase of 10% in applicants  every year.

Ashok Leyland

Image of Ashok Leyland's product: a construction vehicle

Ashok Leyland’s line of vehicle

Our second success case is  Ashok Leyland  - an Indian multinational automotive manufacturer. With over 11,463 employees by 2020, this Indian vehicle manufacturer is steadily revolutionizing Indian’s automotive industry.

Ashok Leyland is always eager to spread its’ engaging work culture - one that has helped the company  win multiple awards .

Ashok Leyland and Their Campus Recruitment Challenges

Campus recruitment challenges

Behind every innovative solution is a pain point that pushes companies to search for a solution. For the talent acquisition team at Ashok Leyland, campus recruitment was a struggle for several reasons:

Thanks to its overwhelmingly positive reputation, the business rarely experiences shortages in job applicants. However, the sheer number of applicants can cause technical and logistical problems. With the recruiting team stretched thin, recruiters lacked sufficient time to assess a candidate properly.

This situation was further exacerbated by the fact that the selection process was mostly done manually. The team lacks digital solutions to help boost time-to-hire and eliminate tedious tasks.

Ashok Leyland team’s previous candidate assessment process was also hindering recruiters. The team has established technical and aptitude tests. However, the assessment itself failed to properly analyze the candidates’ interpersonal and behavioral characteristics.

Their new campus strategy consists of two ultimate goals: arm their recruiters with better ìnformation through digital solutions while limiting cost, time, and effort.

Ashok Layland’s Innovative Campus Recruitment Strategy: Game-Based Assessment

With clear goals in mind, the recruitment team began adding assessment methods to enhance their candidate assessment process. One of them is a game-based method called NAUTICS, developed and distributed by Talent Litmus.

NAUTICS introduces challenges and problems to candidates through a role-playing system. The game will put students in different scenarios with multiple problems. The candidates will then utilize their leadership, problem-solving, and other interpersonal skills to overcome each obstacle.

What’s more, recruiters can execute NAUTICS through their chosen recruitment platform, making the user experience seamless and straightforward. The team at Ashok Leyland then receives an assessment table detailing each candidate’s performance.  Talent Litmus  - the creator of NAUTICS, also provides the Indian automotive company with a competency framework to analyze the result.

NAUTICS-users

The positive reception of the ‘NAUTICS’ experience

With additional data provided by NAUTICS, recruiters can now better assess their candidates under fewer interviews and shorter intervals. Up to 76% of candidates chosen through the NAUTICS game are listed as ‘likely to succeed’ - a much higher result than the team’s original technical test (66%). NAUTICS also lets candidates experience a more liberating assessment experience, an experience that up to 97% of students said is one of the best tests they have ever taken.

By forgoing the traditional test process and adopting NAUTICS, Ashok Layland’s team gave their recruitment program a massive boost. Not only did the students respond positively to the game format of the assessment, being able to apply their skills in an engaging situation provided by the test.

Mettl‘s client

Illustartion-logo-Mettl

While this particular client remained unnamed, Mettl - a talent assessment company, part of the Mercer consulting firm, still gives us a clear picture of how it helped this client transform their campus recruitment process.

Mettl’s client for this success story is an American enterprise, described by Mettl as one of the world’s largest e-commerce companies. The business is now the platform for a massive amount of international online transactions.

Mettl’s Client and Campus Recruitment

The client has always wanted to scale the impact of their diversity and inclusion strategy and recruit a diverse workforce. They came to Mettl with the request to help them enroll more women in tech roles. Having listened to the client’s request, Mettl quickly devised a large-scale campus recruitment event plan to bring in qualified candidates in leading technology institutions across India.

Mettl’s Client Innovative Campus Recruitment Strategy: Online Hackathon Contest

hackathon-student-illustration

Rakuna has always been an avid supporter of  Hackathon events . As a recruitment tool, this competition allows recruiters to thoroughly test the abilities of their candidates by:

  • Provide real-time problems and challenges to identify problem-solvers and creative thinkers.
  • Provide real insights into existing problems for candidates.
  • Streamline your business’s presence by hooking attention using a competitive event.

With Mettl’s fully online Hackathon platform, the client now has the chance to reduce the potential fees to host a physical event, lesser logistic efforts, and more time to improve its campus recruiting strategy.

So how exactly did Mettl execute this program?

Mettl’s first mission was to create a buzz surrounding the competition. The team created a landing page on their Hackathon platform, social media sites, and direct campus connections to start reeling in applicants. Mettl even pushed the marketing campaign during International Women’s Day to help its message reach the intended audience.

While the client’s Hackathon contest was conducted like any other physical counterpart, hosting a competition on a dedicated platform has its perks:

  • Along with judges’ assessments, the recruitment team also has access to auto- score grading features and reports with detailed analytics generated by the platform.
  • Users can use multiple security and proctoring features like facial recognition and a secure browser that prevents opening cheat websites to ensure fair competition.

A tremendous success for Mettl’s client is that they digitized their campus recruitment strategy without sacrificing the visitor experience. With a highly responsive Hackathon platform and engaging landing page, the e-commerce company attracted 6500 female students to join the competition.

The client also benefited from a robust analytics feature that provides insights regarding candidates’ problem-solving skills and other noteworthy attributes.

The nature of campus recruiting always drives modern recruiters to search for new and innovative strategies to approach young candidates. We hope by learning from three distinctive businesses, your business, too, can start recruiting the next generation of talent!

If you want to make a breakthrough in campus recruitment like National Grid,  contact Rakuna today  to see how our Campus Recruiting Suite can help you!

Vector images provided by  Freepik

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