What a TV ballgame can teach us about design

This afternoon, the 2021 slate of spring training games started for Major League Baseball. And of course, being the big baseball fan that I am, I took to it like a lion to a steak.

I wasn’t thinking too much about design or layout until I heard Michael Kay of YES mention, “I think our fans will like the new clean design of our scorecard.”

At least that’s what I think he said. It threw me for a loop, because I am enough of a baseball fan that whenever I go to the ballpark, I’ll buy a scorecard and keep score during the game. So when he said “scorecard,” I thought about a pencil and paper in my hand (and, usually, a hot dog or a beer in the other). At that point, I realized that he was referring to the score display in the upper left-hand corner of my TV, as pictured below.

It then occurred to me: “wow! That’s a TON of information contained in that one graphic!” At that point, I felt compelled to write this article.

So, let’s break down just how much information is contained here. (A warning to those of you who don’t know anything about baseball: for most of this article, I am going to “speak baseball.” If you’re not a baseball fan, you’re just going to have to bear with me.)

First, I’ll start with a paragraph as to what information is contained in this graphic. Be forewarned: I am about to inundate you with information.

In the top of the third inning, Toronto leads New York, 3-0. There are runners on first and second, with nobody out. Jansen, the Blue Jays’ number 7 batter in the lineup, is facing Wojciechowski, the Yankee pitcher. Wojciecowski has thrown ten pitches, and has a full (three ball, two strike) count to Jansen.

That’s a lot of information to glean from a single graphic, isn’t it? Let’s break it down.

  • We’ll start with the score. Toronto 3, New York 0. (I’m sure that will please many Yankee haters out there.) The score dominates most of this graphic. I don’t want to say that’s obvious, but it does take up most of the image, and is the largest takeaway.
  • Underneath the score are two names, located under the teams for which they play: Jansen for Toronto, and Wojciechowski for New York. The 7 in front of Jansen represents his spot in the lineup (which would be a number from 1 to 9). “10 P” indicates that Wojciechowski has thrown ten pitches. (Note: since Wojciechowski is an unusually long name, the pitcher’s name and the number of pitches would not ordinarily run into each other like that.)

On the right side of the graphic, we see a couple of smaller graphics.

  • Let’s start with the box containing the shapes. We see three boxes, two of which are blue (and the third is gray), denoting baserunners on first and second base. The boxes represent the bases (going right to left, first, second, and third base). The boxes that are blue indicate that they are occupied by baserunners. If the bases were loaded, all three boxes would be blue; if no one was on base, all three would be gray.
  • Under the boxes representing the bases, there’s a “3” indicating the inning. The arrow (represented by the triangle next to the 3) denotes whether it’s the top or bottom of the inning. Therefore, the arrow pointing up and the “3” indicates that it’s the top of the third inning.
  • Now, let’s look at the “3-2” with the two gray circles underneath. The 3-2 refers to the batter’s count. For those of you who are baseball-challenged, a “count” represents the number of balls and strikes on a hitter. A batter who gets four balls is allowed to go to first base (called a “base on balls” or a “walk”). A batter who gets three strikes it out. So the “count” represents the batter’s status, and is always represented as numbers denoting balls-strikes (2-1, 1-2, 3-2, etc.). Therefore, 3-2 indicates that the batter has three balls and two strikes on him.
  • Finally, the two circles under the count represents the number of outs. Each blue circle represents an out (there are three outs in an inning). That these circles are gray indicates that there are no outs in the inning. (And no outs, with a 3-2 count, and two baserunners are a pretty good indication that the pitcher — Wojciechowski — is in trouble.)

The point is that within a relatively small space, a great deal of information can be gleaned. This concept carries over into many concepts of design, including data visualization and interface design. A person who understands how to read that information can obtain a large amount of information from a well-designed graphic.

Whomever it was that designed this score display definitely knew what (s)he was doing. Kudos to the person who designed it. I think this is a great example of how good design can effectively convey information.

Setting up my #Sessionize profile, and speaking opportunities — #DataSaturday

The other day, I wrote about how Data Saturday — the successor to SQL Saturday — was making use of Sessionize for event applications and scheduling. In order to take advantage of the technology, not to mention future opportunities to speak, I took the time to work on my Sessionize profile.

It turned out to be a lot of work — much more than I expected. I already had my bio and my presentation descriptions within the application, but I discovered a number of other features that, I believe, will present me with additional opportunities to speak.

First, while Sessionize keeps track of events to which you apply through its application, I discovered that it also has the ability to enter external events not scheduled through Sessionize. Even the header on the external events page says, “Organizers love to see your talk history” (and I agree). So, I went through my presentations page to enter all my previous speaking engagements that I did not schedule through Sessionize.

Did I mention that it was a lot of work? I started speaking regularly in 2015. In that time (until now), I’ve spoken at 26 SQL Saturdays, two PASS Summits, seven in-person user group meetings, three professional development virtual meetings, and a podcast. Granted, I know people who’ve spoken at more events than I have, but still, that’s a lot of speaking engagements. I added them to my external events, including descriptions and web links (where applicable — since PASS.org is no longer active, I linked the SQL Saturday pages to the schedule PDFs that I downloaded several weeks ago, and a few other links to any YouTube presentation links I had available).

I also discovered that Sessionize has an option called “discover events” — a feature that allows you to discover potential speaking opportunities. I had gone through the Data Saturdays site to apply to speak at (virtual) events in Redmond and LA, but when I saw the “discover events” option, I got curious.

As it turned out, in order to use this option, I had to fill out sections for areas of expertise and topics, so I filled them out as best I could. Once I did so, I was able to view (and apply to) potential events. In addition to the two Data Saturday events, I also applied to the VTTA Tech Conference and Techorama 2021. (And Sessionize says that I still have an active application to speak at Albany Code Camp, where I’d applied last year, but the event was wiped out by the pandemic.) I think I have a decent shot at the Vermont tech conference, and I have my doubts about being accepted to Techorama, but I figure, you never know until you try.

So far, I do like the Sessionize application. It does a good job of keeping track of my profile and my speaking engagements, and it could potentially open up more speaking opportunities. I’ll admit that I felt some trepidation after PASS (and SQL Saturday) ceased to exist. I wanted to continue speaking at events, and I wasn’t sure how to approach it once the SQL Saturday window closed. We’ll see what speaking opportunities open up with this application.

#DataSaturday

After the demise of PASS, a common question among data enthusiasts and PASS members was, “what happens with SQL Saturday?” SQL Saturday was backed by PASS, and as such, when PASS disappeared, so did SQL Saturday.

Enter Data Saturdays, the successor to SQL Saturday. As I write this, the first Data Saturday is in progress, in Guatemala (virtually, of course).

I’ve applied to speak at the first Data Saturday in the US (so far), event #5 in Redmond, WA on April 17. I submitted three sessions: my presentations on ‘blogging, job hunting, and networking.

When I submitted my sessions, I was a little surprised to see my information come up in the speaker’s profile. My initial thought was that they had exported and imported my profile and presentation info from the PASS.org site, but I don’t think this is the case. Data Saturday uses Sessionize to coordinate events, and as it turned out, I already had a Sessionize profile; I had created it last year for Albany Code Camp, where I had applied to speak last year; of course, the event was wiped out due to COVID. I did notice, on my Sessionize profile, that my submissions are in evaluation for Albany Code Camp on September 25, so I’m assuming that that event is rescheduled for that date.

We’ll see if I’m picked to speak for the Redmond event. There are a number of additional Data Saturday events listed as well; I haven’t yet decided what other events I’ll apply to speak. Even though the events are virtual (for now), they still require some work, and I’m wary of spreading myself too thin, despite my desire to speak at more events.

In any case, I’m looking forward to participating in this next endeavor. I’m looking forward to contributing toward these conferences, and, as always, I’m also looking forward to reconnecting with my #SQLFamily friends.

Archiving my talks, part 3: PASS Summit — #PASS

With the imminent demise of PASS, I figured I should take Steve Jones‘ advice and archive my presentation links.

I spoke at PASS Summit in 2019 (in Seattle) and 2020 (virtually). Naturally, I wanted to get as much as I could from my sessions from those two events.

Unfortunately, it appears that the pages from 2019 are no more. Even the pass.org/summit/2019 URL goes to the 2020 Virtual Summit page, not 2019. So, unfortunately, it appears that many (not all — see below) references to PASS Summit 2019 are lost forever.

However, it appears that the 2020 PASS Virtual Summit page appears to still be active (until next week), so I figured I should grab whatever I could from my presentation.

Alas, getting material from the PASS Summit page is not as straightforward as from the SQL Saturday pages. Unlike the SQL Saturday pages, I did not see a “create PDF” option for the schedule. I did grab screen captures for both my speaker’s description page and my presentation session page (as seen below).

My 2020 PASS Summit speaker’s page
My 2020 PASS Summit session page

I mentioned that just about all references to 2019 PASS Summit appear to be gone. One thing I did manage to download from 2019 was my session recording. Like my virtual group recordings, I took my recording and uploaded it to my personal YouTube. You can view my 2019 PASS Summit presentation here.

I did not do the same with my 2020 presentation. As I mentioned, I ended up having technical issues with my presentation, so I elected not to download it. (Steve Jones suggested that I re-record it and upload it to the PASS Summit site, but that was before PASS announced they were shutting down. I don’t see the point of doing it now.)

At the moment, I believe that takes care of most of my speaking archive. (There’s also the links to my in-person user group talks, but those are archived on Meetup, and are controlled by individual user groups, not PASS, so they’re not as urgent.) I’ll keep poking around to make sure I haven’t missed anything,.

Archiving my talks, part 2: Presentation videos — #PASS

With the imminent demise of PASS, I figured I should take Steve Jones‘ advice and archive my presentation links.

I’ve done a few presentations for the PASS Professional Development Virtual Group. Of those presentations, two of them were recorded to the group’s YouTube channel.

Because the channel lives on YouTube and not PASS, I have no idea whether or not it will disappear when PASS does. Nevertheless, I decided I didn’t want to find out. Better to be safe.

I downloaded the two recordings that I did for the PASS virtual group and reuploaded them to my own personal YouTube channel. Even if PASS decides to drop the channel, the videos will continue to live on my own channel.

So, at the moment, I currently have three PASS-related presentations on my personal YouTube channel.

Links to these videos are also available on my presentations page. Note that my Professional Development Virtual Group presentations still point to the PASS YouTube channel videos, but if PASS decides to drop the channel, I’ll change the links to point to the videos on my own channel, where they’ll live indefinitely.

Archiving my talks, part 1: #SQLSaturday schedule PDFs — #PASS

With the imminent demise of PASS, I figured I should take Steve Jones‘ advice and archive my presentation links.

For this round, I went through all the SQL Saturday events where I spoke and downloaded the schedules. Each SQL Saturday schedule has a link to save it to PDF (there is an “Export to PDF” link at the bottom of each schedule).

I saved the PDFs to my ‘blog media and created links to them. You can download these schedules by going to my presentation schedule and clicking any link labeled “schedule PDF.”

For now, I’m only concerned with links hosted on PASS websites, such as SQL Saturday and PASS Summit (which I’ll do for the next round). I’m not as concerned (yet) with Meetup, YouTube, or podcasts I’ve done that are not hosted on PASS websites. I’ll update these links as I go along.

What’s your (tag)line?

Let’s say you’re an ad exec making a commercial. You’ve been tasked with coming up with a great tagline (and maybe a slogan) for a product. What would it be?

Or, to get to the point of this article — I mentioned earlier about marketing yourself. What would your tagline be?

For me, personally, it’s taken many years, but I think I’ve finally figured mine out: “My job is to make other people’s jobs easier.”

Let’s back up a bit. How did we get here?

There have been many great taglines in the history of advertising. Whenever you hear one of these, a specific product immediately comes to mind.

  • Think Different
  • Just Do It
  • Got Milk?
  • America Runs On Dunkin’

Each of these taglines immediately invokes the product they represent: Apple, Nike, California Milk Processor Board (and eventually, the entire dairy industry), and Dunkin’ Donuts.

Through my past several months of job hunting, it occurred to me that my career could best be summed up by what I did at one of my previous jobs. When I worked for a server infrastructure department, my job was to provide information to the server team in order for them to efficiently do their jobs. The department was a support team. My job was to support the support team.

It occurred to me that that was a good summary of my career, and a description of what I do best. I’m passionate about supplying my coworkers with whatever accurate information they need to do what they need to do, usually through documentation (although I use other means as well — it’s good to have database experience). This has created a mindset, as well as a degree of assertiveness, whenever I go into interviews.

So, my tagline is, “My job is to make other people’s jobs easier.”

What’s yours?

Reinventing the #resume (again) #JobHunt

I had a conversation today with a recruiter — technically, it was an interview, but the way we spoke, it was more of a conversation between an agent (her) and a client (me) — who gave me some advice regarding my resume. I came away from the conversation with a few insights, and I’d like to share those insights here. This is not the first time I’ve written about resumes. I continually learn something new about them.

We left the conversation with her giving me a homework assignment: revamp my resume to incorporate what we had discussed.

Probably the biggest takeaway was to rethink how I was presenting my resume. I shouldn’t have the mindset of a job seeker telling prospective employers to hire me. Rather, I needed to approach it as a marketer. I’m marketing a product. The product I’m marketing is me.

This mindset is important. When you’re trying to present yourself to an employer, you feel a need to impress them with your extensive experience, everything you’ve done, and the many reasons why the employer should hire you. But if you’re marketing yourself, the thought process shifts. Instead, you’re advertising yourself and your skills. “Hire me! Here’s why!” She told me that it’s okay to not put everything on your resume — not lie, mind you, but rather, not throw in the kitchen sink when putting your resume together. Just highlight the important selling points. If they want to know more, they can refer to your LinkedIn profile — and maybe even call you in for an interview (which, of course, is the purpose of a resume).

I found this to be profound, because this is a point that I espouse as a technical writer, and yet I don’t practice what I preach when it comes to my resume. I am a believer in not necessarily including everything on a document. And yet it never occurred to me to apply my own technical writing skills to my own resume. Don’t try to provide every little detail. If they’re interested, they’ll ask for more (and if they want more, they can look at my LinkedIn profile).

I mentioned ageism as a concern, and a possible reason as to why I haven’t had a job nibble in seven months. (I believe ageism exists in the job hunt; it is illegal, but is nearly impossible to prove.) In the same vein of not needing to include everything, one of the takeaways was to only list positions for the past ten or so years. One of my concerns was that my experience before 2009 would likely reveal my age, but at the same time, it was all professionally relevant, and I didn’t want to leave it off. She suggested an idea that had never occurred to me: list the jobs (employer and title), but leave off the dates. Just say “here’s where I worked before 2009.” Again, if an employer wants to know more about those positions, check out my LinkedIn.

As an afterthought, after I’d removed the dates from the older positions, I still had a potential age identifier on my resume: my educational experience included my dates of graduation. Sure enough, in my latest resume revamp, my graduation dates will be removed. Employers just need to know I have a Masters degree; they don’t have to know when I got it.

The recruiter also asked me another question: what accomplishment at each position are you proudest of? I have to admit that that was a good question. She said that it was a question that should be asked for every listed position, and the answer for each was something that should be included on the resume.

I was told, be your own client. Market yourself. When it comes to marketing yourself, you’re your own blind spot. Only when it was pointed out to me did I know that the blind spot was even there.

Fixing the worst online job application

Earlier, I wrote about what may be one of the worst online job applications I’ve ever experienced (I’d suggest reading that article first; otherwise, this one might not make sense). It got me thinking: what if I had an opportunity to fix this horror show of an experience?

Here’s what I would do.

My first instinct would be to shut down this monstrosity of a system. However, it likely wouldn’t be a good idea to shut down what might be the only means for an applicant to contact the human resources department. That said, this system is so badly designed that it’s likely to deter anyone trying to apply for positions, anyway. That gives me two options: either leave it as is, or implement a simple temporary replacement. Personally, I wouldn’t want anyone else to experience the horror show that I experienced, so I would opt for a simple replacement. The simplest option would be “send your resume, cover letter, and the position to which you want to apply to <such and such email address>.” Or, if I wanted to kick it up slightly, I’d make it a simple form: name, email, and a place to upload your resume.

If I opted for the form option, that would preclude some back-end mechanism to handle it. The simplest option would be to take that form data and put it together into an email that would format it, attach the resume, and send it to an email address. Of course, this opens another can of worms. First, there’s the matter of security. Who knows what viruses or Trojan horses are lurking in an attachment? Most forms like these ask for specific file types — usually a Word doc or a PDF — so I’d only allow those formats. I would also make sure that all security and antivirus functions are up-to-date; if a message does include a virus, at least it can be caught at the email application level, and it would be a matter of the cybersecurity team to investigate it further.

Once the temporary option is in place, and the horrendous system is shut down, I’d look into whether it’d be better to implement a new system out of the box, or roll my own.

Let’s start with rolling my own. I’d likely look into something using a SQL Server or Azure back-end (probably the latter, since everyone seems to be moving to the cloud, although that would require some brushing up on my part, since I don’t have a lot of cloud development experience). I’d probably put together a .NET front-end. Security, of course, would be a major issue to address, since we’d be dealing with applicant data. I would make sure that applicant data can be saved and pulled whenever an applicant applies for positions, eliminating the need for the applicant to continually re-entering his or her information, other than his or her login information. Again, the point is to make it easier, not harder, to apply for positions.

That said, there are a number of turnkey options that might be able to do the job better than I can. ICIMS is a popular SaaS product used by a number of employers. I would also look into other CMS systems that might exist. Other than ICIMS, I’m not sure of other applicant systems that can do what is required, but I don’t doubt that other systems exist that can maintain applicant data quite well. In this case, I’d switch my role from that of a developer to one of an analyst or consultant; what steps would I take to implement such a system? It would depend on the system and the environment.

Regardless of what system is used and how it’s implemented, any of these solutions would be better than the disaster of an application that I experienced.

The worst online job application #JobHunt

In my job hunt experience, I might have come across what may be the worst online job application I’ve ever experienced — so bad that I felt a need to write about it. I will not identify the institution, other than it is a well-known institution in the Albany Capital District. Maybe if a representative from this institution is reading this article and recognizes that it is theirs, they’ll realize what a horrible experience this is, and takes steps to fix this problem — and yes, it is a BIG problem. I consider this a case study in how NOT to set up an online job application.

In my job search, I started looking into specific companies to which I could apply, so I went to this institution’s web site. I went to their careers section, found a few positions that I thought were interesting, and started applying for them. This is where the horror show begins.

Most online applications that I’ve experienced generally have an option for you to create a profile that includes your identifying information, resume, background, and so on. Indeed, I had applied to this particular employer years ago, and they had such a system in place back then. I poked around to see if I could find my previous profile, but I couldn’t find any such link. I figured, no matter; they probably had my old email address back then, so I’d probably have to create a new one.

As it turned out, this was a red flag.

Throughout my past several months of filling job applications, I’ve gotten used to ATS systems that read your resume or LinkedIn profile and autofilled job applications based on your resume and profile. I’ve had mixed success with these systems with varying levels of frustration, but for the most part, they’ve saved me a great deal of time and effort with applying for positions.

Unfortunately, for this employer, there was no such system. I clicked the button marked “Click Here To Apply.” It took me to a page that had this interface.

(At this point, I want to point out the part that says “You may add additional positions to this application.” I’ll come back to this later, but let me say that [1] during this first run-through, I wasn’t thinking about other positions yet, although there were others that interested me, and [2] I did not see this on the first go-round. Those of you who follow my post regularly know how much I emphasize that “reading is work!!!” Again, hold this thought; I’ll come back to this.)

Okay. I clicked Continue. The next screen was the standard HR-ese about EEO and code of conduct. I clicked the requisite box and clicked Continue again.

The next screen asked me to fill out my name, address, email, and various other boxes (“have you ever worked for [name of employer] before,” etc.).

Wait a minute. It’s asking for my name. Shouldn’t it ask to upload my resume or connect to my LinkedIn account? I looked around, and there was no such button or link. Okay. I filled the requisite fields and clicked Save & Continue.

The next screen asked questions such as date available to work, salary requirements, relatives that work for (name of employer), and so on. Again, I answered what they asked, and once again, clicked Save & Continue.

The next screen displayed the following.

I took issue with this question, particularly with the “highest graduate education year completed.” I have a Masters degree, I went to school part-time, and it took me 4½ years to get it, taking a class per semester (and a summer session) as my schedule allowed. So does that mean I click 4 (as in it took me 4+ years), or do I click 1 or 2 (as it typically takes to get a Masters degree full-time)? It did not specify, and there were no instructions. I don’t remember what I answered (I think it was 2), so I went with my best guess as to what they wanted.

Directly under that question was this.

Wait a minute. You haven’t asked me to attach a resume. I suppose it’ll ask me later (I still don’t understand why it didn’t ask me to attach one at the very beginning). I clicked Save & Continue.

The next screen asked about job history.

I already have my employment history on my resume (which you still haven’t yet asked me to attach, upload, or link). You really want me to take the time to fill this in? This screen frustrated me; I’ve been working professionally for thirty years. You really want me to fill all of that in? And why aren’t you autofilling it from my resume (that you still haven’t asked for yet), like everyone else using ATS is doing? The application only asks for at least four years of employment history, but I’ve only worked for a few companies over four years, and it doesn’t tell the entire story of who I am or my professional history.

Nevertheless, the application system had me over a barrel, so I had no choice but to fill it all out. Let me emphasize that the form is not easy to fill out; all dates are drop-down selections (which, I should add, don’t work very well), they don’t auto-format fields such as phone numbers (e.g. they don’t limit area codes to three digits), and you have to fill out the fields for employer, title, job description, and so on.

I don’t know how long it took me to fill it all out. I’ll estimate that it took between fifteen and thirty minutes. It felt like several hours.

It next asked for personal references, if I had fewer than two employers. Since I definitely had more than two employers, and I didn’t feel like filling out more than I had to, I skipped this step. (And I should note: what if I worked ten years for only one employer? Yet another problem with how this application was put together. Whomever it was that put this together was obviously not thinking.) Again, I clicked Save & Continue.

At this point (step 8 of 12, according to the application), it asked to upload documents (resume, cover letter, etc.). It only allowed up to two documents (most other applications I’ve filed allowed for more than two). Okay. I added my resume and cover letter, and clicked Save & Continue.

Finally, it got to the point to review everything I’d filled out (very painfully, I should add). I clicked Save & Continue. Subsequent screens displayed the requisite EEO questions — race, veteran status, and so on. I clicked through the screens. My application was submitted.

At this point, I went back to apply for other positions that interested me. It was here where the employer’s application went from being frustrating to downright infuriating.

Almost all automated job applications send an email acknowledgement, so I looked for one after I finished the arduous procedure. I didn’t see one. After waiting for several minutes and poking around my email, I finally found this sitting in my spam folder.

It sent it as an attachment? No wonder why it was flagged by my spam filter. Since I trusted the sender (or, more accurately, I knew from where it had been sent), I went in and followed the instructions. Okay, fine. I downloaded it and followed the sign-in instructions. It had me sign into their system, where I found this message.

Granted, there was no identifying information (other than my email and the employer, which I blacked out in this screen capture). Now, I am all for data security and ensuring data is protected, but did this message warrant sending a secure attachment and requiring a login? I don’t think it was. I’ve gotten other emails from job applications that included more information that was sent less securely. One other thing I found infuriating was that there was absolutely no reference to the position that I had applied. I’ve been using my email to keep track of applications. How am I supposed to know to what position this refers? In my opinion, this message was not worth sending in a super-secure email. I felt that the mechanism they used to send this message was overkill.

I had seen other positions on the list that interested me, so I went back to apply for them. I figured that the system would take my information from the previous application and use it for the new application.

I figured wrong.

There was absolutely NO mechanism to refill all the information from the previous application. There was no applicant account function, no resume or LinkedIn ATS autofill function, nothing. If I wanted to apply for another position, I had to refill the ENTIRE application manually. Did I mention how painful and tedious it was to fill the application? It might as well have taken several hours to do so.

Now, remember earlier how I mentioned that there was a link to “add other positions to your application”? I did not see that the first time around. The next time, I tried it. The link brought me back to the ORIGINAL job search page. There was NO function to add any other jobs to an existing application. Nothing like that was anywhere to be seen. And if it did exist (and I’m not sure that it does), it is not obvious.

This application system design is so horrendous that it’s saying “f**k you” to applicants. It is doing more to drive applicants away than it is to make them want to apply for positions.

This is not the first time I’ve written about bad form design. However, this problem isn’t just about the form; it’s also about the entire application process. The design planning was poorly thought out, if it was done at all. There is no mechanism for autofilling fields. There is nothing to save applicant data. The forms are not intuitive. And I’m willing to bet large sums of money that either there was no end user or QA testing done, it was done shoddily, or test criteria were poorly defined.

I could keep going, but to make a long denunciation short: whomever it was that put this together has absolutely no business working on UX/UI projects.

The object of well-designed UX/UI and online forms is to make it easier, not harder, for end users. As an applicant, I found this process to be infuriating, not just frustrating. A process this bad will likely deter qualified applicants from applying to jobs. And if this system is that badly designed, these applicants are likely to question whether they want to work for this employer in the first place.