The Full Story
This is your About page. This space is a great opportunity to give a full background on who you are, what you do and what your site has to offer. Your users are genuinely interested in learning more about you, so don’t be afraid to share personal anecdotes to create a more friendly quality. Every website has a story, and your visitors want to hear yours. This space is a great opportunity to provide any personal details you want to share with your followers. Include interesting anecdotes and facts to keep readers engaged. Double click on the text box to start editing your content and make sure to add all the relevant details you want site visitors to know. If you’re a business, talk about how you started and share your professional journey. Explain your core values, your commitment to customers and how you stand out from the crowd. Add a photo, gallery or video for even more engagement.
The Challenge
How do we solidify Connect One's core value proposition?
How do we reflect this core value proposition in their website?
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Connect One is a local recruitment company based in Sydney
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It was established almost thirty years ago
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Currently, it's core business is centred around government contracts
Connect One mostly communicates with MSPs (Managed Service Programme) reps, not directly with hiring managers. Simply put, MSPs act as intermediary between the hiring manager and the recruitment agency
How it works
about
the customer: MSP Reps
Strategy.
How do we get there?(Roadmap)
How the value proposition is reflected in the website
(CVP workshop)
3. Website
How does connect one show this on their website?
2: Company Solution
How does connect one recruitment alleviate these users problem?
1: USER NEEDS
What is the MSP / gains, pains and job requirements?
design.
UI Kit
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As mentioned in the action plan, the style guide was intended to reflect the value proposition
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The directive I was given to approach the style guide was: clean and simple. An example of a company to draw inspiration from was Google. For the directors it was important to the directors was to draw inspiration from their previous designs
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The accent colour blue is associated with "stability, harmony, peace, calm and trust" >
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** Icons from flaticon.com
marketing collateral
The previous brochures had an abundance of valuable information, and we wanted to take that valuable information and make it more succinct. We also wanted to follow the new design system
Marketing collateral handed out in client meetings:
1. This page creates awareness for the new solidified core value proposition
2. This page highlights the different specialisation of employees
3. This will be on the back side on page one & two. It is a timeline of Connect One recruitment drawing on the value proposition of 25 years experience
4. Linkedin posts. The image above was how jobs were previously advertised. Now, the information is displayed in a more digestible manner
DESIGN IDEAS
FINAL DESIGN
PREVIOUS
BROCURES
1
2
3
4
Logo
As this is a local family run business, we decided to test our logos using our employees, their families and trusted friends. Participants not known to employees were not used
FIRST ROUND EVOLUTION
Participants were asked to select a logo from each row. The results are in the final column.
SECOND ROUND TEST
From that, the directors of the company picked their favourite. They felt like this design was a 'nod' to their old design with a modern twist.
PROBLEM
Too many candidates were using the contact sheet to check on their submitted application. This clogged up administration assistants time.
SOLUTION
Create a wizard for candidates to fill out required fields
RESULTS
Previous amount of inquires: 50
New amount: 10
APPLICATION INQUIRY FLOW
(Application Inquiry Flow - Page One)
(Application Inquiry Flow - Page Two)
Input required for most fields
Limits implemented so only reference ID in field
Flow changes depending on selection
NEXT STEPS
Every quarter, check in on the measurable indicators of success from the action plan
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Have we successfully expanded outside our core market?
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Main indicator: percentage increase (not disclosed for public) in new contracts outside core market
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Percentage increase (not disclosed for public) in social media engagement
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Feedback from contractors regarding revamp
sources
https://au.oberlo.com/blog/color-psychology-color-meanings#Color_Psychology_Blue
Successful recruitment industries:
https://www.digitalmediastream.co.uk/blog/recruitment-industry-trends-2018
https://www.bullhorn.com/au/blog/2019/10/top-recruitment-industry-trends-for-2020-take-the-survey/
Industries that have longevity:
https://www.seek.com.au/employer/hiring-advice/recruitment-industry-decade-look-like
https://checkpoint.cvcheck.com/jobactive-which-industries-and-careers-are-best-for-longevity/
Trends in recruitment industries:
https://modernhire.com/5-top-financial-services-industry-recruiting-trends/
https://smallbusiness.chron.com/trends-recruitment-industry-2521.html