User Requirements

Aged Care means elder care, nursing home, care home.

Persona #1 – John Smith, Chief Executive Officer

Name: John Smith

Position: Chief Executive Officer
Age: 39

Jason has a wife and four children, is a motivated and ambitious person who is a Chartered
Accountant, and holds a Bachelor of Commerce and an MBA. Jason runs an aged care organisation in
Australia called XYZ Aged Care. XYZ Aged Care has 10 aged care homes, and more than 1000 clients
and 1200 employees which makes managing the organisation increasingly complex. Every aged care
home has its own General Manager that reports to the Executive Team. The executive team report
to Jason.
Figure 1: Organisational Structure.

Note: there are 10 aged care homes (locations) meaning 10 replications from the General Manager down.

Jason does not spend much time at each aged care home, and is always looking for ways to improve
the organisation so that older people can receive the best possible care in all of the aged care homes
he runs.

One of the improvements Jason wants to make is the recruitment process. Currently staff at each
aged care home are recruited by the General Managers at each home. This is done by running
advertisements, arranging interviews, interviewing candidates, and then appointing candidates.
Jason has noticed some staff are not suitable, after they have been hired by the General Manager.
This means the quality of the people caring for the elderly is not consistent. This is frustrating Jason
because knows it’s very easy to hire someone but very difficult to fire someone. Jason is concerned
that the recruitment process is letting the organisation down, and needs to be greatly improved.

Jason wants to improve the process by introducing evidence-based psychometric testing methods,
before interviewing candidates. This includes The Big Five Personality Traits or HEXACO (both are
similar), and verbal, abstract, and numerical reasoning tests, as well as any other test decided on in
the future.

To achieve this Jason wants a web application that:

 Administers the tests during the recruitment process.

 Can add and remove tests at any time in case the organisation changes its mind on what it
wants to test.
 Is easy for General Managers to use.
 Makes the hiring decision easier by matching results against a set of desired results for each
job type.
 Keeps data on previous tests to produce an average for different jobs. This average may be
used at a later date to help General Managers determine how good an applicant is
compared to the average.
 Has the ability to interface as a front-end with the organisation’s website as a jobs board.

Persona #2 – Nick Jones, Human Resources Manager

Name: Nick Jones

Position: Human Resources Manager
Age: 34

Nick has a wife and three young children. Nick is a dedicated husband and family man, and is
dedicated to his work. Nick works at XYZ Aged Care, and his job is to oversee all aspects of
employment for their 1200 staff across ten sites. Part of this role includes recruitment, but Nick
cannot directly employ many staff due to the amount of time and travel this would require, so the
role of recruiting at each site is allocated to the General Manager at the site. This causes some issues
for Nick, because often, he finds out an employee is not suitable for the job once they have already
been hired. Nick then needs to manage the employee’s performance which is time consuming, and a
waste when it could have been prevented by not hiring the employee.

Nick knows that there are psychometric methods to determine an employee’s suitability, and wants
to use these methods in the recruitment process to mitigate the risk of General Managers hiring
unsuitable staff. Nick knows there is scientific evidence that the HEXACO test and reasoning skills
tests are accurate predictors of future workplace behaviour and wants General Manager’s to use
these tools in the recruitment process as soon as possible. As each position in the organisation is
different and requires different skills and attributes so Nick wants to allocate different tests to
different positions during the hiring process.

Nick does not want to be managing the process for employees at each site, so testing needs to be
able to be managed by the General Managers. Nick also knows that General Managers will not know
how to interpret the results of the tests, and he does not have the time to interpret every result. He
therefore wants a method of automating the interpretation of the tests so General Managers know
which candidates match the right criteria without thinking.

Nick, Jason and the executive team sometimes directly hire employees (at head office for example),
and also want to use the system for hiring.

To achieve this Nick wants a web application that:

  Allows General Managers to login as managers but manage and see their own site only.
 Is easy to use for General Managers, who may have limited IT skills.
 Is ‘idiot’ proof so the managers can not accidently change and delete things.
 Allows him and other super users to have access to all sites, and change and delete things.
 Has set tests for different positions in the organisation to complete during the recruitment
process.
 Only allows super users to setup positions and tests, so General Managers can only select a
position they are recruiting for, and tests are standard for that position.
 Can integrate with the website, allowing candidates to apply for positions and complete
tests directly from the website, or in other cases send the candidate a link to their email to
complete the required testing.
 Stores the results of tests in the web application.
 Is able to provide the results and an interpretation of the tests to the General Manager.
 Is able to link into a jobs board on the website.

Persona #3 – Sarah Miller, General Manager of Tyler Village

Name: Sarah Miller

Position: General Manager of Tyler Village
Age: 55

Sarah is married with three boys, all teenagers with some who have left home. Sarah manages a XYZ
Aged Care nursing home in Launceston, Tasmania, is a Registered Nurse by background and is
motivated to care for people and ensure their health and wellbeing is the best it can be. This is
difficult at times in the role of General Manager, because the position requires a lot of business
acumen (as well as nursing skills), which was not taught in nursing school. Sarah’s main modus
operandi is to make sure the elderly in her care are well looked after, both clinically and emotionally.
She has an amazing record of providing high quality clinical care to the residents at Tyler Village.

One of Sarah’s responsibilities outside of providing clinical care is to manage the human resources at
Tyler Village, including directly recruiting staff. Sarah does this the best she can within the processes
provided by XYZ Aged Care. Currently the process is for Sarah to advertise for a position, and then
interview and select a candidate. Sarah does this the best she can, but is disappointed when
sometimes the candidates interview well but then do not turn out to be suitable employees. Sarah
would love to be able to predict what an employee would be like before she hires them.

Nick has spoken with Sarah about XYZ’s intention to build a web application that could be used to
test employees for suitability. Sarah is a nurse foremost, and isn’t great at IT so told Nick it needs to
be easy to use. Sarah also isn’t motivated to understand all the tests and just wants the system to
tell her who’s suitable. Sarah thinks it would be great if this system could help her mitigate the risk
of hiring unsuitable staff.

To achieve this Sarah wants a web application that:

 Allows her to direct potential candidates to our website to complete the job application
including test for the particular position, or allows her to send a link to candidates to
complete a test the particular position.
 Shows her the results of the tests, and XYZ’s interpretation and assessment of the
candidate’s results.
 Allows her to archive candidates.