Career Workshop - IA Summit 2013

CAREER WORKSHOPIA Summit 2013

Image Source © Time Inc.

Amanda SchonfeldRuss Unger

| Sapient| GE Capital

SIMPLE RULESWelcome to Sanctuary

INTRODUCTIONSName

Something About YouFirst Concert You Attended

AGENDA• Preparing for Your Job Search• Networking Basics• Your Résumé and You• Portfolio Time• Interviewing• The Follow-Up• Bonus: Quitting Your Job

PREPARING FOR YOUR JOB SEARCHFinding a Job Can Be a Full Time Job

PREPARING FOR YOUR JOB SEARCH

Activity:

Pros & Cons


Activity:

Ideal Job Opportunity


How Do I Know When It’s Time to Go?

PREPARING FOR YOUR JOB SEARCHJob Boards• Monster

• Dice

• Indeed / Eluta

• Workopolis

• CareerBuilder

• HotJobs

• AuthenticJobs

• Krop

• CreativeHotlist

• Coroflot

• IA Institute Job Board

• IxDA Jobs

• Freelance Switch

• Fresh Web Jobs

• Craigslist

• AIGA Jobs Listings

• UPA Jobs Listings

• 37 Signals Job Board

• LinkedIn Jobs

• Job-Hunt.org

• Boxes & Arrows Job Board

• SimplyHired

• BayCHI

• PhillyCHI

• The Ladders

• Koda.us

• Aquent

• Creative Circle

• Bestica

• Local User Group Chapters

• Good Experience Job Board

• Twitter Feeds

• Elegant.ly

PREPARING FOR YOUR JOB SEARCHYou Found a Job You Like. Now What?•Do Your Research on the Job

•Find out the Recruiters Name

•Find out Who the Role Reports to

•Are You Connected?

•Get to LinkedIn!

•Research the Company

•Research Current Employees

•Use Keywords from the Job Posting if from a Third Party

NETWORKING BASICSWho Do You Know & Where Are They?

NETWORKING BASICS

LinkedIn:

The Most Important Social Media Tool for Your Career(right now, at least)

NETWORKING BASICSWhich Social Sites Do You Use?

Source: Jobvite

NETWORKING BASICSWhere Do Companies Spend Recruiting Dollars?

Source: Jobvite

NETWORKING BASICSWhere Social Networks Get You Hired

Source: Jobvite

NETWORKING BASICSThe Basics•Easy way to make over your profile: http://blog.linkedin.com/2011/08/09/profile-makeover/

•Keywords

•Title Headline for LI profile

•Title for each individual job/role

•Specialties

•Skills and Expertise

•Update your Public Profile link with your NAME!

•Add to email signature

•Don’t have to be LI member to view your profile

NETWORKING BASICSThe Basics

Write an interesting Summary

•Description of Your Career: http://www.linkedin.com/profile/view?

id=3906415&authType=name&authToken=Dtn2&goback=.con

•http://www.linkedin.com/in/nuridjavit

•Career + Personality: http://www.linkedin.com/profile/view?

id=1099422&authType=name&authToken=CyWm&goback=.con

•Amanda’s: http://www.linkedin.com/in/amandaschonfeld

NETWORKING BASICSBeefing Up Your Profile

Recommendations

•Quality, not quantity

Add Sections

•For example: Reading List, by Amazon, Slide Share, Certifications

Groups

•IXDA

•UX Groups that are RELEVANT to You/What You Want to Do

NETWORKING BASICSLinkedIn Etiquette•Linked In Etiquette: http://blog.linkedin.com/2011/07/18/linkedin-etiquette-rules/

•Don’t use the form letter, actually write something!

•Help others as much as you ask for help

COVER LETTERSYes–You REALLY Do Need One.

Okay, We Discussed This. Maybe Something LIKE One.

COVER LETTERSYes. We All Hate Writing Them. They *Do* Count.•The Purpose of a Cover Letter is to Explain How You Will Benefit the Company

•Use Words from the Posted Ad in Your Cover Letter

•Be as Conservative or Creative as the Company Appears to Be

•No Excuses for Poor Grammar and/or Typos

•If Possible, Drop the Name of the Person Who Referred You

COVER LETTERSYes. We All Hate Writing Them. They *Do* Count.•Don’t be Afraid to Pay Someone to Help You Write a Cover Letter (but Know How to Write!)

•Must be Addressed to the Specific Name of the Recipient (Last Resort: Use “Dear Hiring

Manager”)

•Find Contact Info from Google or LinkedIn, or Call the Company’s Receptionist

•Must Target a Specific Position in the First Paragraph

•Must be Very Specific When Describing Your Skills and Qualifications

COVER LETTERSYes. We All Hate Writing Them. They *Do* Count.•Use Concrete Examples to Demonstrate Your Claims

•Demonstrating Knowledge of the Employer Shows Your Interest ‒ Make Sure Your Facts are

Correct!

• Request for Action and Specific Description of Your Planned Follow-up Action

•Out of Ideas? Google “Cover Letter”

COVER LETTERSExamples•Get Links Correct

•Get the Description Right

•Use Spell Check!

•Proofread

•Provide Contact Info

COVER LETTERSExamples•Get the Company Name Right

•Get the Description Right

•Use Spell Check!

•Tailor to Audience

•No Fibbing.

COVER LETTERS

IA Summit 2012

Examples

•This is a Good One

COVER LETTERS

Discussion:

What’s the 1 Most Important Thing That Should Be In a Cover Letter?

YOUR RÉSUMÉ AND YOULove to Hate It

RESUMESThe Basics•So... Some employers still don’t know “what we do”

•KISS methodology - give your resume an enema

•No more than two pages. Period. Well...

•Contact Info first > Positions > Accomplishments > Education

•Don’t spend too long describing your job role in each position

•Remember: Your resume opens the door for the interview in many cases, but...

•"It’s the personality more often than the resume that gets you the job" - Theresa Putkey

•One last thing: Employers WILL use Google, LinkedIn, Facebook, Twitter, etc. to find out

more about you, how you behave online, etc.

RESUMESFundamentals of Format

• Use a plain, 10 point Serif font

• Resist the urge to design your resume

• Name, address, phone, personal email, portfolio and URL

• Centered and bold at the top

• Write up your job history, presented in reverse chronological order

• Each job has Start-End Dates, Your Title, Company Name and Location

• Lastly, two lines for your education. Degree, Year and Institution

Courtesy of Livia Labate | livlab.com

RESUMESYour Responsibilities

• Follow with 2-3 sentences describing responsibilities

• Answer the question, What job did you have?

• After responsibilities, list your major accomplishments using bullet points

• How large was the audience for the work you did ‒ hints to the kind of impact you can

make and how comfortable you are working with large scale initiatives

• How large was the group you worked with ‒ hints to the types of interactions and

demands you are subject to depending on size of team

• How large was your client (for consultants), employer (for in-house employees) Example:

“Fortune 50”, “$200MM annual revenue” ‒ hints to the level of business challenges you’re


RESUMESYour Accomplishments•Activities that resulted in cost saving and efficiency gains (better performance, less people/

hours on projects, etc)

•Activities that resulted in increased value (explicit satisfaction score gains, increased

revenue and profit margins, etc)

•Company and industry recognition (awards, nominations, remarks from annual reviews, etc


RESUMESBasic Structure•Contact Information

•Employment Dates

•Company Information

•Description

•Accomplishments

•Education

Courtesy of Mario Bourque | mariobourque.com

RESUMES

IA Summit 2012

Basic Example


RESUMES

IA Summit 2012

Basic ExampleWith Summary


RESUMESAdvice from Recruiters

• Clean

• Concise

• Clear

• Quantified

• Provides easy links to work

• Relevant

• Typo Free

• Clearly Show a distinct focus/direction

Courtesy of Loryn Schiraldo


Loryn Schiraldo

It is not uncommon to have multiple resumes for multiple roles, ‘specialization’ is key vs.‘generalization’.“

RESUMESAdvice from Recruiters•Write about your accomplishments in your role

•Don't re-write your job description ‒ write about your skills

•Include a couple links to show online samples of your work

•Keep it brief ‒ resumes over 4 pages are pretty long

•Talk about how you're involved in a team atmosphere

Courtesy of Penny Curtis

RESUMESAdvice from Recruiters•Show how you've moved up the ladder

•Files with images are too big to upload to systems like Taleo so all of your hard work is lost

at that point

•Include a link to your LinkedIn profile

•Could include recommendations from your LinkedIn profile

•Good tenure is always a benefit on anyone's resume



Penny Curtis

For UX people I take an extra look at the general lay out of their resume ‒ easy to follow, logical etc.“

RESUMESAdvice from Recruiters•Don’t go crazy with fonts/colours/designs. Clean and simple makes me want to review it…

anything “busy” will be passed over.

•If you are a contractor/consultant ‒ create a functional resume. I don’t want to read a five

page resume that lists 50 companies with the exact same description of responsibilities

under each one. List your skills or projects most relevant to the job posting and then have

a list of your contracts under a separate section (no descriptions necessary).

•If you are a perm employee ‒ create a chronological resume. List each company (newest

first) and your relevant skills or projects. Try to use no more than six bullet points under

each company.

Courtesy of Sara Cooper

RESUMESAdvice from Recruiters•Do not write in paragraph form. Bullet points are easier to read.

•Do not go into detail on jobs you had 10 years ago (no-one cares). If you feel you must

mention them, your best bet is a heading with “Positions prior to 1998” and then a quick

list with each company and the dates.

•Always remember that the recruiter and/or hiring manager is looking at least 30

resumes for each role (probably way more). If you make it difficult for them to read yours,

they just won’t.



Sara Cooper

Highlight the link to your online portfolio ‒ do not attach multiple examples of your work to an email. If you do not have an online portfolio, make one before you start your job search. There is nothing I hate more than having to wait five minutes for an email to open because of all the attachments.

“

OH, RECRUITERSYes, There Are Differences

RECRUITERSTypes of Recruiters You Will Meet in Your Job Search•Agency Recruiters / 3rd Party Recruiters

•Headhunters

•Quota/Bonus-Driven

•Corporate Recruiters

PORTFOLIOSShow Them Your Preciousssssss

PORTFOLIOSAdvice from Recruiters•For IA’s relevant content is a must. Just as with resumes, it may be helpful to have a few

separately formatted portfolios in pdf format, with each bringing to light specific industry

experience depending on the role/industry you’re applying to.

•Wireframes must be annotated. Include all relevant project info (sitemaps, wireframes,

personas).

•Show the finished product. Even if it’s just a screenshot. The finished product may

resonate with team members long after an interview, which is a plus.


PORTFOLIOSAdvice from Recruiters•Every IA/UX person should have one...if you can’t be bothered to create a website for

yourself, I’m not hiring you.

•Portfolios should be easy to navigate. If you have multiple specialties, section them off so

I can find what I’m interested in one click. I don’t want to have to search for the work I want

to see.

•Ensure your portfolio is relevant to the positions you are applying for and update it

constantly. Work you did five years ago is not going to interest me as much as what you did

six months ago.

•For the love of the gods, make sure all your links work. No, really. ALL OF THEM.


PORTFOLIOSAdvice from Recruiters

Sara Cooper

Case studies that show the initial problem/opportunity and then a work flow overview to see how the final solution/result was arrived at make me very happy. I need to see how your brain works to know if you’ll fit with our process methodologies.

“

PORTFOLIOSAdvice from Recruiters Russ•Test & Review Portfolio with Colleagues, Mentors, Other Managers

•LESS is, by far, Much MORE

•Brief Explanations, Highlighted Screens with Captions

•KISS approach

•External Services:

•Coroflot

•Creative Hotlist

•WordPress

•SquareSpace

•Others?

PORTFOLIOS

Discussion:

What’s the Best Way to Present Your Portfolio? And... When is the Best Time to Present It?

INTERVIEWSWhat is Your Greatest Strength and Weakness?

INTERVIEWSCommunication Before the Interview•Make sure to confirm the exact time and place for the interview.

•Confirm proper 'dress code' with your recruiter. You don't want to be under dressed or over

dressed.

•Ask who you will be meeting with, their title, and how long that meeting is expected to be.

•Ask the recruiter if there is a particular format for any of the interviews. For example, one

is meant to be a portfolio review, one is more behavioral etc.

•Do research on your interviewers. Be prepared. Note any major career accomplishments,

awards, etc...

INTERVIEWSCommunication During the Interview•Always take notes. Do not rely on your memory only.

•If the interviewer does not 'break the ice' in the beginning, try to build rapport with your

research knowledge of the interviewer.

•It may be a good idea to state your understanding of the role and requirements for the role

if the interviewer does not begin the interview with this information.

•Clearly state concrete examples of what you have accomplished in your career and how it

maps to what the company is looking for.

•It's ok to need a few minutes to compose your answer during the interview.

INTERVIEWSQuestion You Need to Have Answers For•How do you define excellence in user-centered design?

•Tell me about the size and scope of the engagements you have worked on.

•What level of client interaction do you have? (This is applicable for both in house and

consultants…you will have ‘clients’ at in house gigs as well.)

•What software do you use in the production of your deliverable and why?

•How do you collaborate with other team members (visual designers, developers..)?

•What’s your approach to working with them?

INTERVIEWSWhat the Interviewers Want to Hear•CONCRETE EXAMPLES

•CONCRETE EXAMPLES

•CONCRETE EXAMPLES

•Concrete examples that you are able to work quickly, effectively, and collaboratively to solve

complex design problems.

INTERVIEWSInterviews with Portfolio Reviews•Make sure that you are able to set up each portfolio deliverable showcased with context of

what the design problem was.

•Be able to talk about the experience you were trying to create.

•Make sure you can explain the design rationale. (For example, why did you create a certain

path for shopping cart check out.)

•Talk about the challenges you faced and how you overcame them.

•Talk about how you validated the solution. (Did you use user testing?)

•Talk about if you would make any improvements to the design now, based on hindsight

INTERVIEWSHow to Communication - After the Interview•Make sure that you have the proper name, title, and email address of your interviewers to

send Thank You notes.

•Hand written thank you notes can be a nice personal touch.

•Ask the recruiter for an ETA on the decision. There may be other candidates that the

company needs to interview and this could take time.

•If you have not heard from the recruiter after the expected date, send a friendly follow up

email asking when you may be able to hear what the decision is. If you are also on a tight

time line, be upfront about this.

•If you are turned down for the position, accept the decision gracefully. If you are not given

details, politely ask for the reasons you were not chosen. If the recruiter shares this with

you, DO NOT ARGUE with him/her.

INTERVIEWS

Questions YOU Need to Ask

INTERVIEWSQuestions You MUST Ask*•How many clients has the company added in the past year? How many clients has it lost?

•What’s the company’s strategy for generating new business?

•What has the employee turnover rate been over the past 24 months?

•What’s the company’s policy on work/life balance?

•What kind of tools are provided to help me do my job? How often are they upgraded?

•In the first 60-90 days, what’s my top priority? What is the 1 thing I can’t fail at in year one?

•Are employees required to sign a non-compete contract?

•If it’s a start-up: What is the funding and/or financial health situation?

•How is the Company Culture?

*Questions Source: Talent Zoo | Questions You Absolutely Must Ask Your Interviewer by Steve James:

http://www.talentzoo.com/news.php/Questions-You-Absolutely-Must-Ask-Your-Interviewer/?articleID=9159

INTERVIEWSAdvice from Recruiters•The interview is your audition. Be prepared and ready to give the best performance of

your career.

•Know your sh*t. Be prepared to talk about your best work. Nail it.

•Arrive on time. The interviewer’s time is precious. Also, be patient if they make you wait.

Sometimes things do come up on both sides! If you will be late, try to call beforehand.

•Have back-ups of sample work in case something fails. Either in print or bring a laptop.


INTERVIEWSAdvice from Recruiters•Ask for the job! If you truly feel you can do the job at hand, make it known before leaving

the interview. Ask Name and title (responsibility) of the people who will interview you

•Google & LinkedIn their names and learn about them before the interview

•Learn about the company and their current situation before the interview


INTERVIEWS

Discussion:

Design Exercises

INTERVIEWS

Show & Tell:

What Was Your Interview Disaster?

INTERVIEWSThe Questions You’re Afraid to Ask•If I tell you my current salary, do I burn myself during negotiations?

•What is the time frame to make a hire for this role?

•Why is this position open?

•How long do people stay in roles at the company? Why do they leave?

•How many candidates are being put forward?

•Do you think I’m a good candidate? Why?

•What are the positives/negatives about the company? The manager?

•What will the rest of the interview process be like?

INTERVIEWS

But Wait...

There’s More!

INTERVIEWSAfter the Interview: Advice from Recruiters•Be positive. I understand how frustrating it can be when decisions aren’t made quickly. I

like when candidates check in for updates and express their continued interest, but calling

in to complain is a different story. Chances are I’m frustrated as well and already pushing

for decisions to be made.

•Please don’t call or email me every day. Again, checking in is fine but if you contact me

every day I start to think you’re desperate and question why.

•Provide information promptly when requested. If you take a week to get back to me on

something, I will assume you’re not interested in the role.


INTERVIEWSAfter the Interview: Advice from Recruiters

Sara Cooper

Make sure you stand out from the crowd. Personality counts. Candidates who are good at making a personal connection with the recruiter or hiring manager are going to be remembered long after the one who just comes in, shows their portfolio and leaves.

“

THANK YOU NOTESFrequently NOT a Two-Way Street

THANK YOU NOTESFundamentals of Format•Thank the employer for his or her time, letting the interviewer know how much you enjoyed

meeting with him or her

•Identify the specific position for which you interviewed

•Mention a key point of your conversation with the interviewer. When writing letters to

multiple interviewers, differentiate your letters by referring to something specific you

learned from the interviewer

•Express enthusiasm for the job/company, and reiterate why you fit well with the

organization.

•Indicate that you look forward to possibility of becoming a member of that organization

THANK YOU NOTES

IA Summit 2012

Samples


THANK YOU NOTES

IA Summit 2012

Samples


THANK YOU NOTESBest.

BONUS: QUITTING YOUR JOBWhen It’s Time to Change, You’ve Got to Rearrange

Who You Are Into What You’re Gonna BeSha na na na, na na na na na, sha na na na na

QUITTING YOUR JOBThings to Consider Before You Go...•Give at least 2 weeks notice

•Don’t flame-out on your way out (people often return, get references, work, etc. from

previous employers)

•Tie-up loose ends

•Make yourself available as best as you can after you leave

•Remember: This job most likely got you to where your next job is taking you. Be grateful/

thankful

•Commit to Quit: When you do it, there’s no real turning back

FINAL Q&AIt’s Okay if You’re First Out the Door

THANK YOUIA Summit 2013

Image Source © Time Inc.

Amanda SchonfeldRuss Unger

| Sapient| GE Capital

Documents

Career Workshop - IA Summit 2013