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Ace UX Hiring with Applied Design Thinking
Malini Rao, Ipswitch Inc
Find your own treasure map!
We are all in the same race ;-)
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Use design thinking to hang on to your hiring goals
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UXer’s Rejoice!We are in demand!
Image source: https://nicolaslehoucq.wordpress.com/2012/02/27/sensation-blackwhite/
UX tops Job trends lists for 2015
Source: Glassdoors, Robert Half Technology & The Creative Group
2,278 UX jobs Posted in the last 15 days
Bad News!Your req is one of 2,278!
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Image source: http://www.growbuchanan.com/buchanan-county-career-fair-held-bridging-the-gap/; https://www.certify.com/2015-10-22-The-2015-AFP-Annual-Conference-in-Review
Attracting the right candidates is hard!
More complex jobs means a longer time-to-hire
According to a Glassdoors study -
Bartender 5.7 days
Web Designer 12.3 days
User Experience Designer 19.3 days
Software Engineer 35 days
Patent Examiner 87.6 days
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Time-to-hire for best of breed UX designers - 3-6 monthsUse design strategy to keep you on track
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UXers abandon their design thinking and
process when it comes to hiring!
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Don’t reinvent the wheel…Optimize it for your need!Tear down mental blocks - Use design to solve UX and hiring problems
Image source: https://www.entrepreneur.com/article/230276
Corporate Hiring ProcessDrawing parallels with the design process
Hiring Manager proposes a position
A senior executive approves the position
Hiring Manager works with corporate
recruiter to post the opening
Candidates send in resumes
Recruiter filters many out
Hiring Manager reviews remaining and decides
who to bring in for interviews
One candidate is chosen and an offer is
made
Compensation is negotiated
Requirements Analysis Design, test and iterate
Measurement and analysisDesign goal Achieved
Requirements Analysis = Clarifying needs
Phase 1 of design process
What am I looking for in my new hire?Image source: photopin.com/free-photos/crowd-faces
Candidate ‘Proto-persona’Defining the ideal UX candidate for your needs
Candidate ‘Proto-persona’Phase 1: List all possible wants and needs from various perspectives - Analysis phase
• Product UX • Product team context • UX team context • Organization and culture • Hiring manager’s personal preferences
Attributes wish list based on -
Be specific…Not Generic
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Senior position
Looking for an experienced leader with solid interaction design experience in enterprise grade web product /applications. Should have ability to break down complex problems and create brand new vision for our products. Candidate should make big impacts through his/her ability to collaborate with designers and other team members. Should possess ability to influence product strategy and direction through state of the art and modern hands-on design contributions in a fast paced, fluid and agile environment.
Candidate ‘Proto-persona’
What am I looking for in my new hire?
Phase 2: Create an internal brief for the job opening - Synthesis phase
Targeting the ideal candidate
• Tailored job description
• Advertise the opening strategically
• Seek candidates that are not seeking change
User-Centered, Efficient, DelightfulImage source: vasundharagroup.org/Overview.html
Clarity on what you are looking for serves as the foothold for successful hiring
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Stay Organized - Keep track of candidates
Design Phase 2 of the design process
Designing the Candidate Evaluation Process
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Evaluation Process
• Part 1: Initial conversation + portfolio review
• Part 2: Comprehensive design evaluation (Design Exercise + Ux team
interviews) • Part 3: Stakeholder interviews
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Initial UX Conversation
• 1-1 conversation: First Impressions
• One hour video chat
• Include portfolio review
• Broad confirmation of a potential match
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Design Evaluation - Design Exercise
• Provides consistent yardstick of evaluation
• Can be a generic problem or problem related to your products/website
• Should not require too much domain expertise
• Can be In person or a remote exercise
• Problem should be very specific and narrow in scope.
Design Evaluation - Interviews
• Have a game plan
• ‘Design’ the interview panel
• 1-2 interviewers in a session
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Sample agenda for UX round interviews
Every slot is designed to provide data to the candidate and the employerSuccessful hire = Mutual fit
Design Evaluation - Interviews
• Min interview sessions length : 30 mins
• Assign focus areas for each interview
• Consider having some interview panelists sitting through a few sessions
Preparing for interviews
• Time is limited - focus on your biggest concerns around the focus area assigned to you
• Review resume and portfolio and mark any follow-ups
• Be prepared to ask and answer questions
Test, IteratePhase 3 of the design process
Hiring is a group effort - leverage strengthsImage source: www.edsaplan.com/en/node/2989
Pilot test your Design Exercise
New hires in your team can provide feedback
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Designing GatesDesign for Edge Cases : Keeping the option to abort open
Image source: https://en.wikipedia.org/wiki/Cross-country_equestrianism
In-Person Evaluation StructureDesign Exercise/ Presentation
Interviews with UX team
Interviews with Stakeholders
Interviews with Leaders
Round 1
Round 2
Measurement and AnalysisPhase 4 of the design process
Post Interview Feedback
• Verbal or email debriefs
• Feedback via HR tools
Measuring and Comparing CandidatesRationalizing data collected to aid decision making
Senior position
Looking for an experienced leader with solid interaction design experience in enterprise grade web product /applications. Should have ability to break down complex problems and create brand new vision for our products. Candidate should make big impacts through his/her ability to collaborate with designers and other team members. Should possess ability to influence product strategy and direction through state of the art and modern hands-on design contributions in a fast paced, fluid and agile environment.
Candidate ‘Proto-persona’
What am I looking for in my new hire?
Phase 2: Create an internal brief for the job opening - Synthesis phase
Senior position
Looking for an experienced leader (3/5) with solid interaction design experience (4/5) in enterprise grade web product /applications (4/5). Should have ability to break down complex problems (4/5) and create brand new vision for our products (3/5). Candidate should make big impacts through his/her ability to collaborate with designers and other team members (5/5). Should possess ability to influence product strategy and direction (3/5) through state of the art and modern (3/5) hands-on design contributions (4/5) in a fast paced, fluid and agile environment (4/5).
Candidate ‘Proto-persona’
What am I looking for in my new hire?
Phase 3: Nail the specifics & score the desired attributes - Repeat Analysis
Candidate ‘Proto-persona’
What am I looking for in my new hire?
Phase 3: Nail the specifics & score the desired attributes - Repeat Analysis
Candidate Rating scale
• Based on the candidate proto-persona
• Shared or private
• Focus on effectiveness as decision making tool - not academic correctness
Keep ‘complexity’ under the hood
Keep ‘complexity’ under the hood
• Don’t give up on design thinking tools - adapt them
• Use tools only if you need them
Root your goals to your specific reality and don’t lose sight of it
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Hang on to your design hatIt will serve you well!
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Use design thinking to hang on to your hiring goals
Image source: amusementrides.org
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