Digital Portfolio for Swap & Hire: Distinction Criteria for FADM3004 Final Major Project

This digital portfolio for Swap & Hire covers the distinction criteria for FADM3004 Final Major Project. It includes a mind map, mood boards, primary and secondary research, business project design development, marketing mix, consumer profile, mission, design development, final design outcome process, and references.

Foundation in
Design and
Creative
Business
FADM3004 -
Final Major
Project ( FMP )

Table of Contents
1. Introduction
2. Mind map
3. Mood board 1
4. Mood Board 2
5. Primary research
6. Secondary research
7. Business Project design development
8. Design Development
9. Final Design Outcome Process
10. Final design outcome
11. References

Introduction
Digitalised CV can be described as a
document which can be assessed through
virtual technology. Through this human
resource managers can easily assess
information of the candidates and contact to
them on an instant manner. This presentation
comprises of creation of mind map, mood
board and conduction of primary as well as
secondary research. This is based on
organisation named Swap & Hire which has
introduced digitalised recruitment materials.
They have adopted sustainable standards for
introducing digitalised CV.

Sustainable
Cover letter
and CV
Supports
digitized
recruitment
Digital links
to evidence
material
Quicker on-
boarding
processUsage of
images and
videos in CV
to make it
professional
Digital user
experience
Sustainability
Digital CV
And Cover
Letter
Will help HR
better evaluate
candidates
May
introduce
URL
problems
Might look
unprofessional
Will make the
CV and cover
letter engaging
May
introduce
cyber security
issues
Digital CV
and cover
letter can
support
faster
recruitment Improved
through
digitized
recruitment
Require
providing
training to
HR
professionals
Better data
management
Higher Costs
Mind Map

Mood Board 1

Mood Board 2

Primary research
0
1
0
2
0
3
0
4
Is it easy for you to make digitalised CV?
a) Yes
b) No
Do you think it can added something to sustainable practices?
a) Yes
b) No
What more modifications can be made for improvising digitalised CV?
a) Adding more options
b) Add scan option
What other components that are to be considered while preparing
digitised CV?
a) Operational cost
b) Maintenance cost
c) Maturity and understanding level
Is this can be source of getting more applications?
a) Yes
b) No
Questionnaire

Secondary research
In accordance to Gruber and Harteis (2018), digitalised curriculum
vitae is termed to any curriculum vitae which recruiters, hiring
managers as well as human resource professionals access online.
These can take various formats, for example, plain text on website,
downloadable PDF document and so on.
It provides opportunities to student to enhance their online
presence.
In Business and Management, digital curriculum vitae that are
picked by organizational people preferences or position for which
a person is applying for.

• Sutinen and Cooper (2021), says that digitalized curriculum
vitae makes recruitment sustainable through allowing human
resource manager and candidate to interact with along with
understand local environment, examine the ways in which they
fit into wider picture and start considering interconnectedness of
life.
• Through creating digital curriculum vitae, an individual sustain
success longer as they share their skills along with experience to
wider audience that is beyond hiring managers and recruiters of
organization.
Continue

• As per Fourboul (2019), an individual having
digitalized curriculum vitae which is hosted on LinkedIn
states sustainable opportunities to become aware about
professional level.
• It makes establishment of connections in the industry more
easily along with reach out to comfortable zone so to grab job
opportunities which closely matches to self potentials,
capabilities and experience.
• Digitalized curriculum vitae are advantageous for an
individual as they are essentially putting them out there within
job market.
Continue

Business Project design development
USP
• The Unique selling positon for the digital recruitment
material service provided by swap and hire is a
innovative product for both employees and employers.
• This is because the digital innovative CV and cover
letter provide better recruitment experience to current
employees and potential employers in very industry.
• The digital CV and offer letter will support
sustainability and improve recruitment process by
connecting the recruitment and selection stage with
on-boarding process by using digital technology.

Marketing Mix
Products: The product offered by Swap and hire is innovative CV
and offer letter service which make the recruitment process
completely digital while simultaneously connecting recruitment
and on-boarding stage for employers. It provides benefit of better
looking and detailed CV and cover letter for employees.
Price: The price of the service will e based uncompetitive
pricing for employees and employers. This is done to attract large
number of employees.
Promotion: The primary tool for promotion is social media
marketing, email marketing and content marketing. Apart from
this digital ads will also be used for promotion.
Place: The service cane ordered though company website and
application for Swap and hire various app stores.

Consumer ProfileName- Nathan Holland
Marital status- Married
Demographic aspect
Male
Age-24
Annual Income- € 20000
He lives in the outskirts of London
and daily travels to the city for
employment purposes.
About consumer
Nathan is a driven employee in the
software engineering field currently
looking for a job change in London.
He is competitive and adventurous
leaving no stone unturned to achieve
success
He likes to play with his pets and
socialize with high school friends during
free time.
He is stoic and focused individual
determined to achieve career ambitions
Common objectives
• To improve skills
• To build professional network
• To achieve professional success
• To live responsible life
• To fight climate change
Behavioural aspect
He is quick to see inefficiency and conceptualize new
solutions, and likes developing long-range plans to
accomplish their vision. He excels at logical reasoning and
are usually articulate and quick-witted.
Why to choose Swipe and Hire
The respective firm supports sustainable
and quick recruitment.
It digitizes the recruitment process so
that time is not wasted due to
commuting.
It helps improve employment prospects
through effective CV and cover letter
creation
Pain points
Time Wastage
Regular commute to city
High traffic
Unnecessary physical meting with
people
Pollution
Targeting strategy
• The target strategy used by swap and hire to attract
target consumer like Nathan is to attract the through
social media.
• In addition to this they will be offered additional
networking service by paying extra fee which will
solve their professional problems and provide the firm
extra revenue.

Design Development
Mission
The mission of Swap
and hire is to “ to make
recruitment sustainable
and easier”
Vision
The vision of
Swap and Hire is
to “ensure that
employees and
employers receive
high perfuming
recruitment
service for their
needs.”
Future Idea
The future idea of the firm is to introduce digital material for other HR functions
such as termination .
Creative
Business Idea
Here the
unique and
innovative idea
is to provide
employees and
employers
digital
innovative
service for
accomplishing
recruitment
objectives so
hat it can be
made quicker
and sustainable
.

Final Design Outcome Process
• The final design outcome was completed
through various levels of research.
• Primary research was conducted to get a
clear view of consumer requirement.
• After this secondary ersearch helped look
at the existing information about digital
recruitment material.
• Final the design development was
circulated among peers and teaching
faculty to get proper feedback so that the
final design outcome is of high quality.
• This processes helped complete the project
intime.

Final Design outcome
Suitable design to
make it look
professional and
attractive
Usage of functional links to connect them
through on-boarding process
Addition of video
and images to
make the cover
letter appealing and
personalized so
that the candidate
stands out among
their competition
Improved sustainability
thorough digitization of
recruitment.
Presence of usable links
improving user experience.

References
Levenson, A., 2021. Competencies in an Era of Digitalised Talent
Management. Digitalised Talent Management, pp.51-78.
Wiblen, S. ed., 2021. Digitalised Talent Management: Navigating the Human-
technology Interface. Routledge.
Melo, P. N. and Machado, C. eds., 2018. Management and technological
challenges in the digital age. CRC Press.
Salins, V. and Sila, U., 2 Fostering support the recovery and sustain growth.
Gruber, H. and Harteis, C., 2018. Individual and social influences on professional
learning. Supporting the Acquisition and Maintenance of Expertise. Cham:
Springer.
Sutinen, E. and Cooper, A. P., 2021. Digital theology: A computer science
perspective. Emerald Group Publishing.
Fourboul, C. V., 2019. Guide du Mémoire de Master en gestion: L'orientation
qualitative. BoD-Books on Demand.

Thank You