✨ Work Experience - Additional Questions For Supervisory Positions
✨ Work Experience - Additional Questions for Supervisory Positions
As we continue to improve the application process, it's essential to gather more detailed information about an applicant's work experience, particularly for supervisory positions. This will enable us to make more informed decisions and provide a more accurate representation of their qualifications. In this article, we'll explore the proposed changes to the work experience section, including the addition of new questions to support talent management and make claims more factual.
## ✨ Feature
The current design of the work experience section is focused on the Government experience section, but it's essential to move this information to all work experience sections. This will provide a more comprehensive understanding of an applicant's experience and enable us to make more informed decisions. Once this change is implemented, we can remove the blocked-design label.
## 🎨 Design
The design for this feature has been proposed by @JoshBeveridge, and it can be viewed on Figma at the following link: https://www.figma.com/design/tam2tiCQQeZoGiQ9jMM58c/Career-experience-(Applicants)?node-id=956-70762&t=R9Rze6LjszMjaJhj-0.
## 📸 Screenshot
A screenshot of the proposed design is available below:
## 🙋♀️ Proposed Implementation
The proposed implementation for this feature includes the addition of new questions to the work experience section. These questions will focus on management experience, including the number of employees supervised and budget managed. Additionally, we will be collecting information about C-suite roles, including the title and any other relevant information.
### New questions for All work experience
- [ ] This role was management or...
- [ ] I supervised employees in this role
- [ ] Number of employees
- [ ] This role required that I manage a budget...
- [ ] Annual budget allocations
- [ ] This was a C-suite role
- [ ] C-suite role title
- [ ] Other C-suite title (if "other" selected)
- [ ] C-suite role title
- [ ] I supervised employees in this role
- [ ] Back-end work to support
- [ ] Update static views (designs maybe needed)
## 🛑 Blockers
The following tasks must be completed before this feature can be implemented:
### Blocked By
## ✅ Acceptance Criteria
To ensure that this feature meets our Definition of Ready, the following acceptance criteria must be met:
- Significant changes shared with stakeholders
- Acceptance criteria are clear and comprehensive
- If this updates UI:
- Wireframes with copy and all possible states and views
- URLs defined for new pages
- Mobile views are provided
- Comments/questions in Figma have been resolved
- Updates to existing components have been made their own tickets, and are flagged as out of scope in other tickets.
- Security is considered:
- who is allowed to interact with the page?
- who is allowed to take specific actions on the page?
- Accessibility is considered, including but not limited to:
- hidden text is defined, eg alt text, text to disambiguate links, aria text
- keyboard navigation has been considered
- announcing changes to page has been considered
- If this updates backend:
- Security is considered:
- new queries and mutations are protected by a policy check
- changes to schema are carefully considered from a security perspective, especially new relationships between types
- Useful tests have been considered
- For changes to data model, datafam has been consulted and success metrics have been considered
- Security is considered:
## 🌎 Localization
No new copy or translations are required for this feature.
## 📈 Benefits
The addition of new questions to the work experience section will provide several benefits, including:
- More accurate representation of an applicant's qualifications
- Improved decision-making for talent management
- Enhanced support for C-suite roles
## 💻 Implementation Plan
The implementation plan for this feature includes the following steps:
- Move the current design of the work experience section to all work experience sections
- Add new questions to the work experience section, including management experience and C-suite roles
- Update static views and designs as needed
- Test and validate the new feature to ensure it meets our acceptance criteria
## 🕒 Timeline
The estimated timeline for this feature is as follows:
- Week 1-2: Move the current design of the work experience section to all work experience sections
- Week 3-4: Add new questions to the work experience section and update static views and designs as needed
- Week 5-6: Test and validate the new feature to ensure it meets our acceptance criteria
## 🤝 Conclusion
The addition of new questions to the work experience section will provide a more comprehensive understanding of an applicant's experience and enable us to make more informed decisions. We believe that this feature will have a positive impact on our talent management process and look forward to implementing it in the near future.
✨ Work Experience - Additional Questions for Supervisory Positions: Q&A
As we continue to improve the application process, it's essential to gather more detailed information about an applicant's work experience, particularly for supervisory positions. In this article, we'll answer some frequently asked questions about the proposed changes to the work experience section.
Q: What is the purpose of adding new questions to the work experience section?
A: The purpose of adding new questions to the work experience section is to gather more detailed information about an applicant's experience, particularly for supervisory positions. This will enable us to make more informed decisions and provide a more accurate representation of their qualifications.
Q: What types of questions will be added to the work experience section?
A: The new questions will focus on management experience, including the number of employees supervised and budget managed. Additionally, we will be collecting information about C-suite roles, including the title and any other relevant information.
Q: Why is it essential to gather more information about C-suite roles?
A: C-suite roles are critical positions that require a high level of leadership and management skills. Gathering more information about these roles will enable us to make more informed decisions and ensure that we are attracting and hiring the best candidates for these positions.
Q: How will the new questions be implemented?
A: The new questions will be added to the work experience section, and applicants will be required to provide detailed information about their management experience and C-suite roles. The implementation plan includes moving the current design of the work experience section to all work experience sections, adding new questions, and updating static views and designs as needed.
Q: What is the estimated timeline for implementing the new questions?
A: The estimated timeline for implementing the new questions is as follows:
- Week 1-2: Move the current design of the work experience section to all work experience sections
- Week 3-4: Add new questions to the work experience section and update static views and designs as needed
- Week 5-6: Test and validate the new feature to ensure it meets our acceptance criteria
Q: How will the new questions impact the application process?
A: The new questions will provide a more comprehensive understanding of an applicant's experience and enable us to make more informed decisions. This will result in a more accurate representation of their qualifications and a more efficient application process.
Q: What are the benefits of implementing the new questions?
A: The benefits of implementing the new questions include:
- More accurate representation of an applicant's qualifications
- Improved decision-making for talent management
- Enhanced support for C-suite roles
Q: How will the new questions be tested and validated?
A: The new questions will be tested and validated to ensure that they meet our acceptance criteria. This will involve testing the new feature with a small group of applicants and gathering feedback to ensure that it is working as intended.
Q: What is the next step in implementing the new questions?
A: The next step in implementing the new questions is to move the current design of the work experience section to all work experience sections. This will be followed by adding new questions and updating static views and designs as needed.
Q: Who is responsible for implementing the new questions?
A: The implementation of the new questions will be led by the development team, with input from the design and product teams. The project will be managed by the product manager, and the development team will be responsible for building and testing the new feature.
Q: What is the expected outcome of implementing the new questions?
A: The expected outcome of implementing the new questions is a more comprehensive understanding of an applicant's experience and a more accurate representation of their qualifications. This will result in improved decision-making for talent management and enhanced support for C-suite roles.