All Aboard! 👩✈️
It takes a team to bring someone aboard. All Aboard brings you easy sailing for all your onboarding needs.
All Aboard was conceived as a platform for hiring managers/companies to monitor and create a personalized onboarding experience for their new employees. All Aboard was designed as a web app meant to fit the business model of being a Software as a Service (Saas). This was a 5 day project that consisted of 10 interviews with new hires and employees of various companies of various sizes, as well as HR managers, and receptionists in charge of onboarding new employees at their respective companies. I also gathered inspiration and conducted comparative and competitive analyses of Google Drive, Trello, Asana, and Workday.
A key insight I gained was that it takes a team to onboard a new employee.
My research also indicated that onboarding differs from company to company, department to department, and person to person.
While defining the scope and as I began to conceptualize the product I would be designing, I made sure I kept certain in mind:
- Knowing the size of the company that I’d be designing this product for
- Being aware of the manager’s flow, the new hire’s flow and how these would work together, as well as how other team members would be contributing to the new employee’s onboarding experience
- Interviews emphasized a lack of accessibility of information and not knowing where to find said information: Information should be accessible and all housed in one place
- HR managers explained that each experience needs to be tailored for every new hire
- A large portion of the onboarding expierence is meeting team members: The ability to schedule meetings for new hires to meet other team members
- A huge pain point for new employees was not knowing what to expect on their first day of work: Providing clarity on what to expect before day one
And from there All Aboard was born… and thus it’s catchy slogan:
“It takes a team to bring someone aboard. All Aboard brings you easy sailing for all your onboarding needs.”
Andi Jaspers has been working at Woof; a small start up based in San Francisco, since it’s conception in 2016. She has contributed largely to Woof’s success and growth, and has big plans to keep Woof moving forward. Woof is currently a start up of 80 employees but is rapidly growing in size. Andi wants to mainstream their onboarding process as to help with Woof’s growing pains. She wants a system that allows her to train and manage new employees as well as provide them access to the materials and resources they will be needing at work on a daily basis. Andi has just hired Jessica Daniels to be her Marketing Associate and wants to now add her to her Marketing Team and to Woof’s HR resources and trainings.
“Managers, like Andi need a way to be present and involved with their new hires onboarding experience.”
“New employees, like Jessica need an informative platform to guide their introduction to their new company.”
Andi’s flow shows her Marketing Team Resources, such as the company’s Style Guide and Branding Rules and materials. The team resources are where Andi or Jessica could find anything they need in terms of Marketing (similar to how a Google Team Drive might work). As the Director of Marketing she also has the option to add team members or edit the contents of the Marketing Team Resources. As you can see the information is laid out in two different ways: tiles and list view.
Jessica’s Flow contains her Marketing Team Resources as well as Employee Resources and a larger Orientation block. The next image shows a progress wheel at the very top as well as a list of all the trainings she must complete as part of her orientation, and the option to message her manager in case she needs assistance. The last image on the far right shows different ways of how this information could be presented to Jessica.
A personal goal I had for this project was to develop and work on my UI. I had a fun time experimenting with colors and logos. All Aboard really undertook a huge visual transformation from beginning to end.
A valuable feature I wanted to include was the option to schedule things on All Aboard and then to be able to view them in a calendar. The option for an internal chat was also a valuable feature I wanted to include, however I found these features to be out of scope for this project and therefor included them in All Aboard’s Next Steps (scroll down).
User testing revealed confusion about weather or not this was meant to be a mobile or desktop interface.
This screen had a lot of problems during user tests. There was way too much information and users didn’t know where to look, nor did they understand the headers for each section or why it was broken up in the way that it was.
Users wanted to see a welcome message for Jessica, inviting her to All Aboard and her new job!
The names of the folders got a lot of criticism and users had a variety of answers on what to expect before clicking into one of the folders. Also there was way too much purple…
For the final iteration I decided it was time to ditch the gradients and try for something simplier.
Next Steps & Learnings
There are many learnings I gained from this project and many things I would still like to improve.
I learned DEATH TO GRADIENTS,
And to trust the Design process. I got too excited and started with designing the logo which ended up becoming my color pallet, and as a result the first iterations reminded me a little too much of The Rainbow Fish.
If and when I pick this project back up I would want to go back and focus a lot more on the interaction design and really spend time making it a solid, fluid flow with well thought out interactions.
3 Months Down The Line
If All Aboard were to continue developing I would want to implement:
- A way to continue to personalize the experience across each department and for each new hire.
- Develop the feature/option of assigning a mentor to new hires as a point person as well as the option to assign employees tasks. Being a new hire’s mentor could be an assigned task. Similar to how Trello works.
- This would go hand in hand with a chat integration. This would allow for new hire’s to chat their mentors or managers or perhaps HR if they had any questions about the onboarding process.
- A calendar integration would also be a beneficial next step 3 months in, allowing for employees to view when new hire’s are beginning.
All of these next steps align with the idea that All Aboard should be a place where employee’s can access anything and everything that they might need.
6 Months Down The Line
- A way to look up all profiles internally
- Allow for All Aboard to be a customizable interface by company
- The option to add more than one employee at a time
- A way for HR to follow up with new hires a couple months in