StaffRight Redesign

As a school project from my time at UVA, we had the opportunity to problem-solve with Deloitte as a client and improve their campus-hire staffing process. Working in a team of three students, we were tasked with reimagining both the interface of the staffing platform, StaffRight, as well as the system design of the staffing process.

Broad goal: Reimagining both the interface and system design of StaffRight to fully embrace guiding principles of inclusive staffing and employee happiness, while balancing the needs of the firm.

Role: UX Designer (school group project)

Contributions: Requirements gathering, system design and process reconfiguration, concept ideation, interface redesign, high fidelity mockups

Duration: 1 month

Understanding Deloitte’s mission and assessing the original design

When staffing, Deloitte’s core mission is to align candidates to projects that match their interest and skills, while providing fairer access to opportunities across the firm.

My team was given two main challenges that the Deloitte team had trouble overcoming:

  • Mismatch of projects to people: Many staffing managers were using outdated heuristics like staffing from their alma mater, which left both candidates and managers unsatisfied

  • Unconscious bias: Staffing can be an arduous process with an overwhelming amount of candidates to consider; unconscious bias is always a major risk in scenarios like this

Fit Score

The Fit Score was created by the Deloitte team to help guide staffing teams away from decisions based on candidate features that were biased or inaccurate of candidate fit - like a candidate’s school or GPA, and instead towards features that represent candidate fit better, like interests and skills.

How it works:

  1. Through a survey, the candidate rates their skills and interests on a 1-5 scale

  2. Staffing managers indicate the skills and interests that are relevant to the project being staffed

  3. The two inputs are compared to determine each candidate's "Fit Score" number.

In an effort to reduce unconscious bias, the Deloitte team decided to eliminate all information about incoming candidates in the StaffRight portal except for their FitScore and general categories such as major, degree level, and position level.

Deloitte’s original design

Project team inputs

Prioritize hires by best fit

Campus hire survey responses

The Deloitte team showed us their current design for the StaffRight interface.

Home Page

Candidate Survey

View Candidates Page

Setting Objectives

After viewing Deloitte’s design, we identified our three main goals for this project and our proposals to achieve these outcomes.

From here, we were able to begin our redesign of the candidate matching process, candidate survey, and StaffRight interface.

Redesigns and recommendations

Reconfiguring the candidate matching process

The original staffing process had a brief "view-only" period before the portal would open for staffing requests, in which all candidates were available to be staffed first-come, first-serve. An issue we identified with this process is that staffing managers could be easily overwhelmed by a large list of numbered candidates with the FitScore being their main way to rank and prioritize which candidates they would want.

With our newly configured design, we proposed a longer period and set length of time for staffing managers to request candidates. Afterwards, a new optimization algorithm would help indicate which candidates were best suited for each project. Using the new information from the match system, staffing managers would then be able to officially select their candidates in a less stressful manner. We also wanted this process to be more iterative to ensure that the information being collected is as accurate as possible, and that each candidate would have a more positive experience with their first project.

Reimagined candidate survey

The original candidate survey was self-rated on a numerical scale to indicate their level of knowledge in high-level skills, developmental skills, and technical skills; these numbers were then used to calculate their FitScore.

My team made the decision in our design to replace the FitScore and self-rated scale with tailored and scenario-based survey questions that would aid in understanding candidate strengths and interests to standardize and validate inital responses. A system using pre-specified tags would be used instead to determine fit calculations, allow staffing managers to better understand each candidate's interests through realistic scenarios.

Interface redesign

Example questions and scenarios from our redesigned survey

After spending ample time redesigning the candidate matching process and candidate survey, we created high-fidelity mockups of what our recommended staffing process would look like on our new design of the StaffRight portal. The wireframes shown below walk through the workflow of a staffing manager creating a new project and stepping through my team’s proposed candidate matching process.

01. The homepage allows easy access and visibility to the project creation button, active projects, and previous projects for staffing managers. The user can also use their previous projects as a template for new projects that mirror each other.

02. On the project setup page, staffing managers can enter in basic information about the project and use the pre-defined tag system to generate recommended tags based on previous selections and smart suggestions. The priorities section allows staffing managers to define the priorities that matter most to their team. This will influence the weighting of attributes within scoring to produce adaptive recommendations; it also reduces later mental processing for candidate comparison and ensures that those candidates have aspects that are most important to the team.


03. In the role creation page, users can create staffing roles easily using the pre-defined tag system, with recommended tags that will generate based on the specified project and sectors. Keeping this functionality simple helps to emphasize the skills and candidates instead.

04. The candidate selection page allows the staffing manager to compare, drag, and drop - all within one streamlined page. Staffing managers can see a candidate's fit overlap with the specified project and drag candidates to the desired category. If any candidates are not of interest, they can hide them temporarily, with the option to view hidden candidates. The compare functionality will display chosen candidates side-by-side for easy comparison.

05. Staffing managers can view the full profile of each candidate, where the survey responses and detailed fit information are displayed. The modal design to view full details about each candidate prevent the interface from being too crowded.