Onboarding app -
Onboarding mobile app that will help newly employed to get more engaged in the onboarding process.
Our goal is to get create a mobile app that will enable employees to get access to news and company-wide updates, a good introduction to the core values of the company and give them access to an extensive education program. The app could help the newly employed to get more knowledge about their role description and expectations by giving them information that is tailored to their role. By using this app newly employees would get more engaged in the onboarding process and this app could be used throughout their employment to present relevant news, company-wide updates, keeping track of new education and mandatory deadlines all in one place.
Conduct research on a company with over 100 employees on their onboarding experience
Find a company that wants to participate in our study.
Conducts user interviews and user testing
Design a mobile onboarding application for the company
Pitch our design solution to the stakeholders
A company loses 25% of their new employees within one year
Up to 20% of the newly employed lose engagement after just 45 days
Role and responsibilities
Project lead, UX/UI Designer, Pitch
2019-2020, 5 months
5 group members
Stakeholders: Swedbank & Changemaker Educations
We started by creating a list of questions for the interviews, Trying to understand what companies we should contact and clarifying our goal and objective for the research.
We contacted several companies about participating in our research for our project about the onboarding of new employees, we got a yes from Swedbank's head office in Stockholm.
We interview 5 employees within their IT department about their country of origin, previous work experience, what they thought about the Swedbanks boarding process, their experience on pre-boarding, how they felt working at the company and if a mobile application would have helped their experience during the preboarding and onboarding phase.
We gathered our data and created an affinity mapping by narrowing down the core concerns of the employees. The core findings were
to understand what the company wanted to accomplish and what part the employees play in accomplishing that goal.
employees felt isolated from the rest of the company as they did not know anyone outside of their teams.
Employees felt the onboarding process was dragged out and poorly planned
Due to lack of time in the project, we first did theoretical research-based in our team. Our target group was aged between 15 and 19, and the secondary target group was aged 20 to 25. Some of us were in the target group or have been teenagers at some point. Our result came with findings of what our target group behaviours were. We concluded that young people in our primary target group want to change the world. Use mobile phones extensively, spend a lot of money (digital money), play games, stand for different movements and frequent use the internet. Secondary research was to understand the market and if a similar service existed.
To validate our theoretical research, we used the octalysis tool made by the gamification expert Yu-Kai Chou. We wanted to know our target group player types. The result we got was philanthropists and socialisers, which supported our thesis. We could take the next step from our player types that would then be validated by conducting user tests on our target group.
The experience is heavily focused on white hat core drives, meaning users feel significant and empowered. The drawback is that users do not have a sense of urgency to commit to the desired actions. Implementing the light black hat technique could add more thrill to the experience. Also, your suitable brain core drives are much stronger than your left brain core. This means your understanding is much more intuitive. You can also consider adding more left adding brain game techniques to create a feeling of accomplishment, more ingrained ownership, and more controlled limitations to spice up the experience.
We conducted user tests, the users were all within our target group of 15-25 years old. In total, we conducted five user tests.
The individuals have been: 3 Girls 15-22 and 2 Boys 16-22
The most important insights:
The concept has been validated as exciting and desirable.
It is perceived as an upgrade of the classic way of conducting interviews.
it has been expressed in various ways, that it felt more modern, that it felt a more appreciated way to take part in information, it has been perceived as more instructive.
When the widget is implemented on the platform, it needs clarified affordance, i.e., clarity in what it does.
The admin page is where the content creators upload the interviews. The landing page is a tutorial on how you upload your content. It will be sent to the webmaster to approve and upload the content onto the site.
MY TAKE AWAYS
GROUP TAKE AWAYS
To increase the quality and the dynamics in the group contract, planning, scheduling, transparency, having fun and fail to succeed mentality.
Working with project owners and stakeholders, trying to get the correct information as soon as possible in the process. Understanding the needs and the purpose and challenging the idea to understand the why who, and when.