Challenging the design challenge – A framework for more effective UX recruitment

Transcript

1. Challenging the design challenge A framework for more effective UX recruitment Tania Nally, Lead User Experience Designer, Plexus
2. Do we have a problem with UX recruitment?
3. The cost of our current UX hiring practices Productivity reduction Reduced workforce mobility Cost to applicants Slower career advancement Less experienced applicants Cost to hirers Time consuming hire process Blocker for UX adoption
4. The conversation • Hot topic • Jared Spool has questioned: • Portfolios and design challenges • The fruitless search for the ”perfect” UXer • Unintended bias against women and people of colour “If you’re trying to hire designers & require a portfolio, you’re not going to get top talent.” The best designers don’t have them. They’re too busy.” Jared M. Spool
5. Research findings – Mid-weights “When you need a job you will do whatever is required to get the job.” Mid-weight UX researcher and designer “"I feel sorry for juniors trying to get a foot in the door as I know the power is with the hiring manager at that point.” UX research and design manager
6. Research findings – Seniors / Leads “When I first started … take home design challenges gave me time to prepare properly and show my capability. “But now, I think I have enough experience to talk through my capabilities, or show them on the fly in the interviews.” Senior UX researcher and designer
7. Research findings – 10+ years experience “At this point, I’m assessing you at what you’re asking of me. It allows me to gauge if I want to work with you. “I’ve taken back the power where I’ve been asked to do design challenges.” UX research and design manager
8. The numbers Mid-weights 3 to 5 years experience Investing up to 62 hours to acquire a new role. An average of 35 hours Why are experienced Senior / Lead UXers having to invest more for roles? Senior / Leads 5 to 10 years experience Investing up to 110 hours to acquire a new role. An average of 44 hours Consultant / Managers 10+ years experience Investing up to 6 hours to acquire a new role. An average of 5 hours
9. Hirers are trying to balance… The process – complex and time consuming Technical skills assessment Perceived hiring risks
10. Audience question What risk/s are you trying to manage when recruiting UXers?
11. A framework for more effective recruitment
12. Smart use of design challenges • Only assign take-home challenges to juniors and mid-weights • A real-life problem • Relevant to the role • Clearly defined • Real product and UX insights • Indicate the desired outcome • Do not use ‘trick questions’ “Take-home design challenges … need to be very deliberate. “Whatever the employer is trying to assess must not be possible to assess in any other way.” UX consultant
13. Alternatives to design challenges • Define your key selection criteria • Seek examples of comparable experience in the interview • Use interviewers who are confident asking about UX processes “The Best Interview Question for Hiring UX Designers: What’s the project you worked on that you’re most proud of?” Jared M. Spool
14. Application requirement guide 0 to 5 years 5 to 10 years 10+ years Take-home design challenge brief In-interview: • Problem response on existing case study • Present design challenge response In-interview: • Problem response on existing case study • Workshop facilitation • Whiteboarding activity LinkedIn profile Portfolio LinkedIn profile Case studies LinkedIn profile Case studies • Present case study or approach relevant to role LinkedIn profile Essential skills Grads/Juniors Seniors / Leads Managers / Consultants Experience Expertise Mid-weights Basic Optional * *Optional requirements only requested after 1st interview with hiring manager
15. Interview process guide 0 to 5 years 5 to 10 years 10+ years 1. Interview with hiring manager 2. Meet team and test culture fit Interview for design challenge response Essential skills Grads/Juniors Seniors / Leads Managers / Consultants Experience Expertise Mid-weights 1. Interview with hiring manager 2. Meet team and test culture fit Interview to present design problem response or other activity 1. Interview with hiring manager 2. Meet team and test culture fit Interview to undertake whiteboarding activity, case study presentation or workshop 1. Interview with hiring manager Optional: Meet team and test culture fit with reportees and stakeholders For high risk positions only: Interview to present on strategy, management or research approach Optional * *Optional requirements only requested after 1st interview with hiring manager
16. Support from the industry • Join the conversation on LinkedIn • linkedin.com/in/tanianally • linkedin.com/in/magshanley • Engage UX consultants • Jared M. Spool’s uie web articles www.articles.uie.com
17. Q&A Tania Nally Lead User Experience Designer, Plexus linkedin.com/in/tanianally/ tania@thewhitestudio.com.au
18. Thank you Tania Nally Lead User Experience Designer, Plexus linkedin.com/in/tanianally/ tania@thewhitestudio.com.au