Ace ux hiring with applied design thinking
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The document discusses optimizing the UX hiring process using design thinking principles. It outlines the phases of hiring, including defining the ideal candidate, creating job descriptions, evaluating candidates, and iterating the selection process to find a mutual fit. The importance of clarity, organization, and collaboration in achieving successful hires is emphasized throughout.
Ace ux hiring with applied design thinking
- 1. Ace UX Hiring with Applied Design Thinking Malini Rao, Ipswitch Inc
- 2. Find your own treasure map! We are all in the same race ;-) Image source: https://www.flickr.com/photos/tudedude/4572851546
- 3. Use design thinking to hang on to your hiring goals Image source: amusementrides.org
- 4. UXer’s Rejoice! We are in demand! Image source: https://nicolaslehoucq.wordpress.com/2012/02/27/sensation-blackwhite/
- 5. UX tops Job trends lists for 2015 Source: Glassdoors, Robert Half Technology & The Creative Group
- 6. 2,278 UX jobs Posted in the last 15 days
- 7. Bad News! Your req is one of 2,278! Image source: Getty Images
- 8. 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!
- 9. 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
- 11. Time-to-hire for best of breed UX designers - 3-6 months Use design strategy to keep you on track Image source: vennli.com
- 12. UXers abandon their design thinking and process when it comes to hiring! Image Source: iamdjcruzcontrol.com
- 13. The UX hiring design project Image source: www.lifehacker.com.au
- 14. 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
- 15. Corporate Hiring Process Drawing 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
- 16. Requirements Analysis = Clarifying needs Phase 1 of design process
- 17. What am I looking for in my new hire? Image source: photopin.com/free-photos/crowd-faces
- 18. Candidate ‘Proto-persona’ Defining the ideal UX candidate for your needs
- 19. 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 -
- 21. Be specific…Not Generic Image source: https://www.youtube.com/watch?v=n_x7p5o950E; www.flickr.com
- 22. 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
- 23. Targeting the ideal candidate • Tailored job description • Advertise the opening strategically • Seek candidates that are not seeking change User-Centered, Efficient, Delightful Image source: vasundharagroup.org/Overview.html
- 24. Clarity on what you are looking for serves as the foothold for successful hiring Image source: www.vimbly.com
- 25. Stay Organized - Keep track of candidates
- 26. Design Phase 2 of the design process
- 27. Designing the Candidate Evaluation Process Image source: www.roguevalleymessenger.com
- 28. Evaluation Process • Part 1: Initial conversation + portfolio review • Part 2: Comprehensive design evaluation (Design Exercise + Ux team interviews) • Part 3: Stakeholder interviews Image source: https://www.hcn.org/topics/nevada
- 29. Initial UX Conversation • 1-1 conversation: First Impressions • One hour video chat • Include portfolio review • Broad confirmation of a potential match Image source: www.ehow.com › Tech
- 30. 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.
- 31. Design Evaluation - Interviews • Have a game plan • ‘Design’ the interview panel • 1-2 interviewers in a session Image source: homebrewacademy.com
- 32. Sample agenda for UX round interviews Every slot is designed to provide data to the candidate and the employer Successful hire = Mutual fit
- 33. 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
- 34. 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
- 35. Test, Iterate Phase 3 of the design process
- 36. Hiring is a group effort - leverage strengths Image source: www.edsaplan.com/en/node/2989
- 37. Pilot test your Design Exercise New hires in your team can provide feedback Image source: www.gmheng.com/service_coaster.php
- 38. Designing Gates Design for Edge Cases : Keeping the option to abort open Image source: https://en.wikipedia.org/wiki/Cross-country_equestrianism
- 39. In-Person Evaluation Structure Design Exercise/ Presentation Interviews with UX team Interviews with Stakeholders Interviews with Leaders Round 1 Round 2
- 40. Measurement and Analysis Phase 4 of the design process
- 41. Post Interview Feedback • Verbal or email debriefs • Feedback via HR tools
- 42. Measuring and Comparing Candidates Rationalizing data collected to aid decision making
- 43. 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
- 44. 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
- 45. Candidate ‘Proto-persona’ What am I looking for in my new hire? Phase 3: Nail the specifics & score the desired attributes - Repeat Analysis
- 46. Candidate Rating scale • Based on the candidate proto-persona • Shared or private • Focus on effectiveness as decision making tool - not academic correctness
- 47. Keep ‘complexity’ under the hood
- 48. Keep ‘complexity’ under the hood
- 49. • Don’t give up on design thinking tools - adapt them • Use tools only if you need them
- 51. Root your goals to your specific reality and don’t lose sight of it Image source: www.alfacom.com.my
- 52. Hang on to your design hat It will serve you well! Image source: https://www.pinterest.com/pin/389842911470251407/
- 53. Use design thinking to hang on to your hiring goals Image source: amusementrides.org
- 55. Malini Rao mrao@ipswitch.com @malinitweets Questions? Ipswitch is hiring UX interns