Career Building App - User Journey Map

This comprehensive user journey map is organised into two parts:

1. Progressive (Stage-Based) Steps – The logical flow a user follows as they move from “I’m exploring careers” to “I’ve accepted an offer.” The user typically traverses these 7 steps in sequence—though they might revisit “Skill Building” if an interview highlights a gap, or redo “Applying” if rejections pile up.
2. Overarching (Cross-Cutting) Elements – Themes that affect every step of the process, such as emotional support, language awareness, and visa clarity.

![[User Journey Workflow - 24 March 2025.png]]

1. Progressive (Stage-Based) Steps

Stage 1: Self-Exploration & Career Alignment

User Goals

• Identify personal interests, passions, and core strengths.
• Learn what career paths align with their skills and ambitions.
• Understand feasibility (local job market demand, visa considerations, etc.).

Potential Challenges

• Overwhelm with many possible paths.
• Lack of knowledge about local role titles or typical responsibilities.
• Uncertainty around sponsorship rules or local labor regulations.

Key Features / Needs

• Career Interest Assessments
  • Personality or skill-based quizzes (e.g., MBTI, RIASEC, or custom “career fit” tests).
  • “Pick your top 3 prior experiences” wizard that suggests relevant career paths.
• Role/Industry Translators
  • Tools that map global job titles to local equivalents (e.g., “Market Researcher” ↔ “Insights Manager”).
  • Guidance on each role’s typical responsibilities, required skills, and average salary.
• Visa Feasibility Snapshots
  • Simple checklists or “orientation-year vs. sponsor route” comparisons.
  • Info on minimum salary thresholds, length of time for sponsorship, etc.
• Early Mentorship / Advising
  • Quick sessions with alumni or industry professionals who can confirm or challenge career assumptions.

Stage 2: Skill Building & Profile Optimization

User Goals

• Bridge skill gaps—technical or soft skills—needed for target roles.
• Shape a CV/LinkedIn profile that resonates in the local market.
• Possibly work on local language skills (Dutch, etc.) or advanced English.

Potential Challenges

• Unclear which certifications or courses matter most to local employers.
• Conflicting advice on resume “best practices.”
• Balancing time and money constraints for upskilling (especially if unemployed).

Key Features / Needs

• Personalized Learning Paths
  • For instance, a “Data Analyst Roadmap” suggesting relevant courses (SQL, Python, Power BI).
  • Potential integration with recognized MOOC providers or local training institutes.
• Resume & LinkedIn Builders
  • ATS-friendly templates with prompts for quantifying achievements.
  • AI-driven suggestions that keep the user’s unique voice/brand intact.
• Language Classes or Partnerships
  • Vetted providers for Dutch or advanced English classes.
  • Possibly a built-in language exchange or conversation practice.
• Portfolio / Project Guidance
  • Tips on showcasing prior work or personal projects (e.g., GitHub for developers, case studies for business analysts).

Stage 3: Networking & Company Research

User Goals

• Identify companies and roles that match their interests and sponsor-friendly criteria.
• Build relationships with potential mentors, peers, or industry insiders.
• Gain insider knowledge about day-to-day responsibilities, culture, and hiring processes.

Potential Challenges

• Large, impersonal career fairs can feel unproductive.
• Low response rates to cold LinkedIn messages.
• Uncertainty about how to “start the conversation” in a second language or unfamiliar culture.

Key Features / Needs

• Company “Insights” Database
  • Stats on whether they sponsor visas, typical languages used, employee reviews, etc.
• Mentor / Alum Matching
  • Small-group virtual coffee chats or scheduled “office hours” with professionals open to student questions.
• Networking Playbook
  • Step-by-step instructions for outreach messages, email templates, “virtual coffee” scripts, etc.
• Curated Events
  • Smaller, theme-focused meetups (e.g., “Women in Tech,” “Analytics Mentors,” “Finance Grads”).
  • Tools to schedule 1:1 or small group sessions, ensuring more meaningful interactions.

Stage 4: Job Searching & Applying

User Goals

• Locate relevant job openings efficiently.
• Quickly create or tailor application materials (CV, cover letter).
• Manage a pipeline of applications (tracking statuses, deadlines, etc.).

Potential Challenges

• ATS auto-rejections due to missing keywords.
• High volume of postings with short deadlines.
• Fear of misrepresenting oneself or sounding “generic” when customizing cover letters.

Key Features / Needs

• Integrated Job Board Searches
  • Possibly a meta-search that pulls from LinkedIn, Indeed, local job sites.
  • Skill-based and sponsor-friendly filters (e.g., “Orientation-year friendly,” “No local language required”).
• Real-Time ATS Checker
  • System scanning CV and cover letter for typical keywords; suggests synonyms or industry jargon.
• Quick Tailor Tools
  • Semi-automated cover-letter builder: user inputs the company name, role details, relevant anecdotes; AI creates a draft.
  • “Personalization bar” that ensures a baseline of authenticity.
• Application Tracker
  • Visualization of open applications, “awaiting response,” “interview stage,” etc.
  • Automated reminders to follow up or send post-interview thank-you notes.

Stage 5: Pre-Interview Preparation

User Goals

• Master the company’s mission, role requirements, cultural norms.
• Build confidence in explaining relevant stories or experiences (STAR method).
• Prepare for technical or domain-specific questions.

Potential Challenges

• Limited practice with local interview styles (e.g., Dutch directness, American positivity).
• Difficulty translating advanced technical knowledge into concise, accessible explanations.
• Lack of feedback channels to confirm readiness.

Key Features / Needs

• Interview Curriculum / Bootcamp
  • Self-paced modules on typical HR questions (“Tell me about yourself,” “Why our company?”).
  • Domain-specific question sets (e.g., coding, data analysis, consulting case studies).
• Mock Interview Simulators
  • AI-driven or peer-led sessions that measure clarity, completeness, confidence.
  • Voice/language analysis for repeated filler words, pacing, or clarity.
• Company-Specific Insights
  • Aggregated tips from past hires or alumni: typical question patterns, culture notes, do’s and don’ts.
• Behavioural & Technical Q&A Repository
  • Library of scenario-based questions relevant to different roles.
  • Sample answers to demonstrate structure (STAR) and level of detail.

Stage 6: The Interview Process

User Goals

• Engage in multiple rounds (screening, technical, cultural fit) successfully.
• Answer high-level “why this approach?” questions in technical debriefs.
• Conclude with a strong impression, maintain authenticity, and request feedback.

Potential Challenges

• Being “too scripted” or “not concise enough.”
• Struggling with English or local language under stress.
• Little to no post-interview feedback from companies.

Key Features / Needs

• Real-Time Preparation Prompts
  • A short “cheat sheet” to review right before the call: top 3 stories, top 3 questions for interviewer, etc.
• Interview Reflection Tool
  • Immediately after each interview, a guided form helps them note what was asked, how they felt, improvements for next time.
• Follow-Up Templates
  • Polite thank-you emails or second-round scheduling tips.
• Feedback Solicitation Scripts
  • Pre-written messages to request more specific feedback if they get rejected or ghosted.

Stage 7: Offer Negotiation & Visa Formalities

User Goals

• Compare any offers, discuss salary/benefits, clarify if sponsorship is available.
• Understand the transition from orientation-year to standard work permit.
• Confidently accept or decline offers based on fit, compensation, and long-term potential.

Potential Challenges

• Uncertainty about local salary bands or whether negotiation is encouraged.
• Fear of losing an offer by asking for sponsor commitments.
• Tight deadlines if the orientation year is nearly up.

Key Features / Needs

• Salary Benchmark & Negotiation Guide
  • Typical entry-level vs. mid-level compensation for that industry.
  • Step-by-step approach to discussing pay, holidays, remote work, etc.
• Visa Transition Wizard
  • Explains the paperwork, fees, and timeline to switch from orientation-year to a sponsored contract.
  • Potential legal Q&A or references to accredited immigration advisors if needed.
• Decision Matrix / Offer Comparison
  • Interactive tool to weigh intangible factors (culture, growth, location) vs. the raw salary/benefits.
• Final Onboarding Resources
  • Guidance on next steps after signing (e.g., address registration, bank account setup, continuing language classes).

2. Overarching (Cross-Cutting) Elements

These themes operate throughout the entire journey rather than in a single stage.

1. Confidence & Emotional Support

   • Peer Support Groups or forums for sharing rejections, stress, and coping strategies.
   • Mindset Coaching: short videos/podcasts on resilience, imposter syndrome, and staying motivated.
   • Practical Rejection Handling: tips on normalizing “no” responses and bouncing back quickly.

2. Language & Cultural Awareness

   • Cultural Etiquette Resources: how to interpret direct feedback, typical Dutch workplace norms, etc.
   • Language Practice embedded in each stage (e.g., CV phrasing, interview key phrases).
   • Localization for Various Countries (if your platform aims to expand beyond the Netherlands).

3. Visa & Sponsorship Clarity

   • At-a-Glance Legal Summaries: orientation-year basics, sponsor thresholds.
   • Visa Path Flowcharts: step-by-step for key transitions (student → orientation-year → sponsor-based).
   • Employer Sponsorship Indicators in job listings to reduce wasted applications.

4. Feedback & Reflection Loops

   • Self-Evaluation Checklists after each major step (e.g., skill building, applying, interviews).
   • (Optional) Mentor or AI-driven micro-feedback: “Here’s what you might tweak on your next cover letter,” or “Try to be more concise in interviews.”
   • Progress Tracking: a personal dashboard showing incremental improvements over time (conversion rates, interview comfort level, etc.).

5. Personal Branding & Authenticity

   • Storytelling Workshops: how to articulate your journey, passions, and unique perspective.
   • Profile Consistency Checks across CV, LinkedIn, or personal website.
   • AI Tools for “Humanizing” text (balancing quick generation with authentic personal details).

6. Networking as a Continual Mindset

   • While “Networking & Company Research” is a stage, building relationships weaves into everything from early exploration (seeking industry mentors) to final negotiations (advice from peers who’ve done it).
   • Encouraging casual, ongoing updates on LinkedIn or short coffee chats with new contacts, even when not actively job-hunting.